Legal employment for your global team
Your global team, locally employed
Set up and manage entities
Manage all admin tasks from one place
Premium benefits for your global team
Relocate your team anywhere
Localised employment contracts
Algeria is one of North Africa’s largest economies, known for its natural resources and expanding infrastructure. With a youthful an educated population, Algeria offers a promising environment for businesses looking to grow in the MENA region. The country's stable minimum wage, regulated working hours, and structured tax system make it an important destination for remote hiring and expansion.
Algeria’s labour market is governed by a formal legal framework that defines employment contracts, taxes, benefits, and employer responsibilities. While navigating local rules can be challenging, Algeria’s growing talent pool and strategic location make it an attractive choice for companies expanding in the region.
Get all the details on local regulations, minimum wage, employee entitlements, and social contributions in our full hiring guide.
Employment contracts in Algeria must be documented in writing and align with the Algerian Labour Law. Both fixed-term and permanent contracts are legally recognised and must clearly state the terms of employment, duties, and compensation.
Notice periods: In Algeria, notice periods depend on collective agreements and the employee’s length of service. Employers must add five extra days per year of service, up to 30 days. If no agreement applies, the legal minimum is unclear, though it may range from six to twelve months for skilled roles.
Termination of employment: Permitted under specific grounds such as misconduct, redundancy, or mutual agreement. Local legal advice is recommended to ensure compliance.
Want to learn more about employment contracts in Algeria? Get our full template now!
Algerian employers are required to offer mandatory benefits, including social security and health coverage. To remain competitive, many also provide additional perks.
Mandatory benefits: Social security contributions (healthcare, pensions), paid leave, overtime pay.
Common perks: Transport allowances, performance bonuses.
Leave policies: Annual leave, sick leave, maternity leave, paternity leave, hajj leave, marriage/bereavement leave
Want to learn more about all the employee benefits available in Algeria?
VAT: 19%
Want to find out more about Algeria’s tax allowances and similar tax regulations? Click here to read more now!
Payroll in Algeria must comply with local employment laws and deadlines. Wages must be paid in DZD unless otherwise agreed upon, and accurate payroll reporting is mandatory.
Salary payment deadline: The last working day of each month
Taxes and contributions payment deadline: 20th of the following month
Payroll declarations deadline: Annual declarations from 30 April to 1 June
Payroll currency: Algerian Dinar (DZD)
Want to learn more about Algeria’s regulations about payroll, salaries, and contributions? Click here to read more now!
Labour relations in Algeria are regulated by the Labour Code and the Social Security Code. These define the responsibilities of employers and protect employee rights.
Total employment cost:
Minimum wage: DZD 20,000 per month
Probation period: Up to 6 - 12 months, depending on the level of seniority.
Want to learn more about Algeria’s regulations about employment types, employer obligations, and work conditions? Click here to read more now!
Using EOR services in Algeria allows you to legally employ individuals in the country without opening legal entities there. The EOR takes over all the legal responsibilities as an official employer, including:
Using PEO services in Algeria provides HR and administrative support, while you remain the legal employer. PEO services are ideal for employers who already have legal entities in Algeria but need support to manage their workforce operations, including:
Native Teams provides a payroll calculator adjusted per Algeria’s labour laws. Estimate gross-to-net salaries, tax withholdings, and employer costs in Algeria with our localised calculator. Designed to meet all payroll and compliance requirements.
Note: The information provided above is for general guidance only and should not be considered a substitute for legal advice. We strongly recommend consulting with qualified professionals who specialise in local labour laws before making any hiring decisions. While the data was accurate at the time of writing, labour regulations are subject to change, and it is your responsibility to stay informed about the latest developments.
Last update: July 30, 2025
Whether you're paying full-time employees or gig workers, we make it easy, efficient, and people-first in 85+ countries, with 70% less admin work.
Step 1
Step 2
Download Algeria Guide
Please fill out the form to receive a free copy of our Algeria payroll and benefits guide
Freelancers or gig workers are typically registered as independent contractors and manage their own taxes. As a client, you aren’t responsible for tax withholdings but must ensure the relationship doesn’t mimic full-time employment.
When working with freelancers or gig workers, it’s also essential to have a clear contract that outlines the scope of services, duties, payment terms, and other key details.
