Resume rules in Morocco

What employers in Morocco expect on a Curriculum Vitae / CV, what the law lets them ask for, and where the two disagree.

Call it a CV for Morocco or a resume for Morocco: it's the same document. Employers there usually want it written in Arabic (official) or French.

This is research, not legal advice. Employment and data protection law changes, state and provincial rules matter in federal countries, and practice varies by industry and seniority. Each entry shows when it was looked up and how confident we are. Where nothing reliable was published it says Not found rather than a guess.

Law and practice, side by side

The label on the right is what local hiring expects. The two lines under it are the law and the habit, which often disagree.

Photo: Expected

Expected (professional passport-style headshot expected)

What the law says: Law No. 09-08 on Personal Data Protection (2009) applies; no specific mandate or prohibition but photo is personal data requiring prior CNDP declaration; Labour Code Article 346 addresses discrimination

Date of birth: Expected

Expected

What the law says: Law No. 09-08 addresses personal data; no specific restriction on CV inclusion

Marital status: Common

Common (sometimes included)

What the law says: Law No. 09-08 addresses personal data; not specifically prohibited

Sex or gender: Avoid

Avoid bias

What the law says: Labour Code Article 346 prohibits wage discrimination based on gender; Law No. 103-13 criminalizes sexual harassment; no specific CV restriction

Nationality: Not found

Often included

What the law says: Not found specific to CV

National ID number: Not found

Not found

The rest of the entry

Local name of the document
Curriculum Vitae / CV
Language to submit in
Arabic (official) or French
Typical length
1-2 pages maximum
Address detail expected
Not specified in detail in available sources
Religion, ethnicity or caste
Law No. 09-08 designates religion, race, ethnic origin as sensitive personal data; Constitution 2011 prohibits discrimination
Health, disability or pregnancy
Law No. 09-08 designates health and disability as sensitive personal data
Employer may not ask for
Labour Code Article 346 and Constitution 2011 prohibit discrimination based on gender, race, religion, social origin; hiring decisions must be based on employee competencies
Named statutes
Law No. 09-08 on Protection of Individuals Regarding Personal Data Processing (18 February 2009), Decree n° 2-09-165 (May 21, 2009), Labour Code (Article 346), Law No. 103-13 (criminalizes sexual harassment and forced marriage), Constitution 2011
Data protection regime
Law No. 09-08 + Commission Nationale de Contrôle de la Protection des Données Personnelles (CNDP); requires prior CNDP declaration before processing CVs
Anti-discrimination statutes
Labour Code (Article 346), Constitution 2011, Law No. 103-13
Local language source
French

Where this came from

Looked up 2026-08-15. Independently checked 2026-08-15. High confidence. Result of that check: Confirmed.

Notes: Photo is expected in practice despite no legal mandate; Law No. 09-08 requires employers to file prior declaration with CNDP before processing CVs; sensitive data protections restrict processing of personal details; photo inclusion opens door to discrimination despite protections; Constitution mandates equal treatment by public authorities

Researched with AI assistants working from a written checklist, then independently checked. How we researched this

4 sources we opened