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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Algeria has a well-educated and skilled workforce, particularly in fields such as engineering, technology, and energy.
Algeria's geographic location, with proximity to Europe and other African countries, can be advantageous for businesses looking to expand their reach.
The country is rich in natural resources, particularly in the energy sector, making it attractive for businesses in related industries.
Hiring locally provides businesses with a workforce that understands the local culture and business environment, facilitating smoother operations.
Typically, employment contracts in Algeria should be provided to an employee within 7 business days, barring any special requests or alterations to the standard contract. When hiring in Algeria, businesses need to consider the following formalities:
In Algeria, newly hired workers may undergo a probationary period lasting up to six months, and for highly qualified positions, this period can be extended to twelve months.
In Algeria, the standard workweek is 40 hours, typically from Sunday to Thursday, with Friday designated as a day off. Work hours should be spread over at least five days, and if continuous, the employer must provide a break not exceeding one hour, with half of it counted as work time.
In Algeria, overtime is regulated by the employment contract or collective agreements. Employers can request overtime only in exceptional cases, with limits of eight hours per week or 12 hours per day. Employees working extra hours are entitled to overtime pay, which is at least 150% of their regular hourly rate.
The minimum wage in Algeria is 20,000 DZD per month.
Although not mandated by law, additional salary payments in the form of a 13th cheques are typically made during certain times of the year, such as at the end of the year or during religious holidays like Eid al-Fitr or Eid al-Adha.
Individual income tax rates in Algeria are progressive, ranging from 0% to 35%
Employers must contribute 10% of an employee's salary to their retirement fund and 0.25% to an early retirement pension. Retirement pension eligibility requires 15 years of work incl. 7.5 years of contributions (halved for mujahideen). It also requires the worker to be at least 60 years old or have completed 32 years of activity. Women can retire at 55 with a pension and receive a one-year reduction for each child raised (up to 3).
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Algeria tailored to your needs.
In Algeria, employers are required to provide notice of dismissal for reasons of absence or serious misconduct. If an employee with at least two years of service is terminated for reasons other than misconduct, they are entitled to compensation. Acceptable reasons for fair termination include misconduct and redundancy.
In Algeria, dismissed workers, except for serious misconduct, are entitled to a leave period with a minimum duration as per agreements. During this leave, they receive two hours daily for job search, accumulating over the leave. Notice periods vary:
In Algeria, termination due to redundancy is allowed only for economic reasons after exhausting all alternatives. The process involves collective bargaining and approval from the local labor administration. Severance pay varies based on employment duration:
Algeria has 10 mandatory national public holidays in a year.
Contributions to Algeria's social security system grant employees access to the following benefits:
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
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