Urgent Call for Overhaul of Morocco’s Continuing Education in Private Sector
The Economic, Social, and Environmental Council of Morocco has called for an immediate reform of the country’s continuing education system in the private sector. This initiative is seen as crucial for enhancing workforce skills, boosting the competitiveness of national enterprises, and broadening access to training for various professional groups.
Context: A Lagging System in Need of Reform
In a recently published opinion piece, the council emphasized the increasing importance of ongoing training amid evolving labor market demands. While this training has gradually developed in recent years, becoming a vital tool for improving human capital and business performance, the council noted that significant structural deficiencies continue to impede its effectiveness. The report, titled “Continuing Education in the Private Sector: An Urgent Reform to Facilitate Access for Workers and Enterprises,” was approved during the council’s general assembly on March 25, 2026.
The council pointed out that the current framework, bolstered by legislative measures such as Law No. 60.17 on the organization of continuing education, has failed to reach its full potential. The law’s provisions, including the introduction of continuous training balances and the recognition of professional experience, have not translated into widespread benefits for the workforce.
Stark Statistics Reveal Shortcomings
Despite recent advancements, the report reveals that the number of companies utilizing training contracts remains alarmingly low. In 2022, only 1,647 out of approximately 315,000 enterprises eligible for vocational training contributed, representing less than 0.5% of the total. Furthermore, freelancers and informal workers are largely excluded from these initiatives due to eligibility conditions tied to enrollment in the National Social Security Fund.
Additionally, the council highlighted the underwhelming impact of the recognition mechanism for professional experience, with only 1,488 individuals receiving certificates since 2008, while nearly half of the active workforce lacks formal qualifications.
Identifying Barriers to Efficiency
The report attributes these challenges to several factors, including delays in implementing the necessary regulatory texts of Law No. 60.17, the absence of funding mechanisms for all active workers, and complex funding processes that deter businesses from investing in human resources. This situation adversely affects financial liquidity and curtails investment capacity in employee development.
Geographical disparities in training offerings were also noted, with only 82 accredited training and consulting organizations and 327 experts available, predominantly concentrated in Casablanca. This discrepancy limits training accessibility for businesses located outside major economic hubs.
Proposed Solutions for a Comprehensive Approach
In response to these findings, the council recommended establishing a public policy framework that positions continuing education as a worker’s right and a shared responsibility between the state and employers. Mandatory training provisions for essential sectors were also proposed. A new independent national body for continuing education is suggested, aimed at enhancing skill recognition and expertise while ensuring effective governance across regional branches.
Additionally, the council calls for allocating 30% of the vocational training tax to directly fund continuing education initiatives through a dedicated fund overseen by the proposed body. The establishment of a comprehensive national digital platform to manage training processes and streamline funding claims is also on the agenda.
To boost access for very small and small enterprises, the council urges the creation of a robust accreditation system for training centers to ensure quality standards. Emphasizing the importance of recognizing skills acquired outside traditional educational pathways, the council reiterated the need for effective implementation of professional experience recognition systems.
Finally, the council advocates for involving local authorities in continuing education program planning, adapting training priorities to regional needs, and enhancing the role of professional organizations in promoting investment in skills development.
Adapting pedagogical methods to include remote and hybrid learning opportunities will be vital for meeting the contemporary job market’s demands and facilitating continuous access to training for both employees and businesses.
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