Morocco STC & Dismissal Indemnity Calculator
Compute every component of a Moroccan final settlement: salary owed, unused leave, notice indemnity, severance and damages.
Calculate the complete solde de tout compte: salary owed, unused leave, notice period, severance and damages per the Moroccan Labor Code.
Reference gross salary used for every component of the STC.
Number of days actually worked since the last paid period and still owed.
Standard Moroccan accrual is 1.5 days per month worked (Art. 231).
If the notice period was not respected, a compensating indemnity is due.
Important Information
- Estimates only. The exact STC depends on the employment contract and any collective agreement.
- Severance indemnity requires at least 6 months of continuous service and is not due in case of gross misconduct.
- The Loss-of-Employment Indemnity (IPE) is paid separately by the CNSS and is not included in the STC.
- The STC receipt must be signed in two originals and stamped by a labour inspector to be enforceable.
- Consult a labour law specialist for any disputed situation.
How to Calculate Your STC
Enter the employee's gross monthly salary in Dirhams.
Enter total seniority in years and months with the same employer.
Report unpaid worked days and the unused paid-leave balance.
Select the employee category, the termination reason and whether the notice period was respected.
Click 'Calculate STC' to see every component and the total amount owed.
Why Use Our STC Calculator?
Full STC Coverage
Salary owed, paid leave, notice indemnity, severance and damages, all computed in a single tool.
Moroccan Labor Code 2026
Calculations follow Articles 41, 43, 53 and 231 of the Code du Travail with the official severance brackets.
100% Private
Everything is computed in your browser. No data leaves your device, no account required.
HR-Ready Breakdown
Get a clear line-by-line breakdown you can attach to the STC receipt or share with the employee.
Frequently Asked Questions
What is the solde de tout compte (STC) in Morocco?
The STC is the document and the corresponding payment that close every employment relationship. It groups every amount due to the employee on departure: salary owed, unused paid leave, notice indemnity, and where applicable severance and damages.
Is the STC required for every termination?
Yes. Regardless of the reason (dismissal, resignation, end of fixed-term contract, mutual agreement, retirement), the employer must hand over an STC receipt and pay the related amounts on the contract end date.
How are unused paid-leave days valued?
Unused paid leave is compensated at the daily salary rate (monthly salary divided by 26 working days), then multiplied by the number of accrued days not taken on the contract end date.
When is the notice indemnity due?
If the party initiating the termination does not allow the other to work through the notice period, an indemnity equal to the salary that would have been paid during the missing notice period is due (Art. 43).
Is the severance indemnity always due?
Severance indemnity is due in case of dismissal after at least 6 months of continuous service, except in case of gross misconduct. It is not due for resignations.
What about the Loss-of-Employment Indemnity (IPE)?
The IPE is paid by the CNSS, not by the employer. It is separate from the STC and is granted to certain employees who lost their job involuntarily and meet the contribution conditions.