Employ Candidates Compliantly in Algeria

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  1. Overview: Algeria
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Visa, work permit & immigration support
  5. Expand without a company set up
  6. Contractor vs. employee: which is better?
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Global HR Compliance in Algeria

The war for global talent has never been tougher. Attracting and keeping sought-after international employees requires knowledge. Whether your company is already engaging or planning to engage global workforce in Algeria, you need to trust that your operations are executed without flaw and without any unnecessary risks.

Businesses of all sizes face a devastating lack of information and support on global employment, taxation, and immigration in Algeria. There’s a common and significant gap between what’s required to be 100% compliant and what most organizations actually have at their disposal.

Acumen International can fill the gap in fragmented Global HR Compliance knowledge

We are experts in global workforce employment in Algeria, and our goal is to become your single provider. Instead of working with numerous local staffing agencies and legal advisors, Acumen International can solve your global business challenges and save you time, costs, and resources.

We act as an information service for corporate clients, agencies, and independent contractors and freelancers. Our Global HR Compliance service in Algeria will help you:

  1. Navigate legislation and local nuances of Algeria. You need to know what is acceptable and what can expose you to employment litigation as well as employee / independent contractor misclassification risk in Algeria.
  2. Avoid areas of possible risk. Certain areas and activities can create unnecessary risk, such as employer-employee relations. We can help you with worker classification, payroll and tax calculations, and social cost contributions.
  3. Handle currency exchanges and local invoicing in Algeria. We save you time and effort, freeing you from having to understand complicated regulations and tax calculations written in the local language and subject to frequent changes.
  4. Create employment contracts and handle compliant engagements. Our objective is to assist you with international HR compliance issues and offer you the best payment and taxation options in Algeria.
  5. Manage expatriate immigration and visa support nuances in Algeria. Acumen International provides information about the best scenarios of expat immigration and employment.
  6. Handle global recruitment issues. We can help you select the person and then employ him with our help. We advise you on local employment laws and implied compliance risks to determine the most cost-effective, compliant, and risk-free solution for you.
  7. Withdraw from the region in the least risky and most cost-effective way. If you choose to do so, we can help you withdraw from the region as simply as possible.

Our team of English-speaking professionals frees you from working through language nuances. Acumen International works 24/7 and can assist you whenever you need, regardless of time zones. Our goal is to create tailored labor solutions for you that are managed legally and in full compliance with the local employment laws.

With our knowledge and deep understanding of local nuances, you easily satisfy your need for skilled professionals in your global industry. With our qualified local partners, you can trust that your global workforce satisfies all local tax, social security, and immigration requirements in Algeria.

A Guide to Hiring & Firing in Algeria

#Employment Contracts
Concluding a contract of employment in writing is not mandatory in Algeria, oral contract is permissible. According to the Algerian labor law, an employee must be at least 16 years old to be able to conclude an employment contract. An employment contract can be given for part-term, full-term or indefinite period. In concluding an employment contract, the employer is required to specify the essential terms and conditions of the employment, including the duration, benefits of the relationship, the compensation rate and terms of termination.

# Minimum (Statutory) Employment Rules and Regulations in Algeria

# Hours of work
The normal weekly working time in Algeria is set at 40 hours spread over a 5-workday period. Employees are entitled to a complete day of weekly rest, usually on Friday.

# Probation period
An employer has the right to place a new employee on probation for a period that must not exceed 6 months or 12 months for employment of high positions. An employee or the employer has the right to end the employment relationship with no requirement of prior notice or compensation.

# Annual leave
There are 9 public holidays in Algeria: New Year’s Day, May Day, Eid al-Fitr, Independence Day, Eid al-Adha, Muharram, Day of Achura, Anniversary of the Revolution and The Prophets Birthday.

Employees are entitled to a yearly paid leave of 30 days maximum duration accumulated over a 12 months period on a 2.5 days basis. Rejection or renunciation of an annual leave is illegal in Algeria. Employees are entitled to an extra day off if they work during the statutory holidays.

# Parental leave
Pregnant employees are eligible to get a 14-day of paid maternity leave. Employees are required to take their maternity leave starting from at least a week prior to the time the employee will be admitted to the hospital. A male employee whose partner had just been delivered of a baby has the right to 3 days’ paternity leave paid by the employer, however, after the submission of a written notice and reason. Employees on maternity leave are entitled to a daily allowance that corresponds to her normal wage.

# Sick leave
Employees are entitled to a sick leave, usually paid for from the first day of illness unless otherwise stated by the law.

# Overtime
Overtime is legally acceptable if it is required or performed for reasons that are justifiable, i.e. when the circumstance involved really requires extra working hours. By law, the total number of hours an employee can work overtime must not be more than 20% of the statutory normal hours. An employer is required to compensate for an overtime with no lesser than 50 percent of the employee’s hourly pay.

# State minimum salary
The monthly minimum wage in Algeria is 18,000 Algerian dinars. Employees must not be paid anything lower than the legal minimum.

# Employment termination
A contract of employment can be terminated unilaterally by either of the parties, by mutual consent of both parties or due to expiration of the agreed upon duration of employment. Employees are entitled to compensation in cash upon dismissal if they have worked for the company for a minimum of 2 years or are dismissed for any reasons other than misconduct. Employees with at least 2 years work experience with the company is entitled to a pay that is equivalent to 30 days’ wage or 60 days’ wage if they have worked for at least 4 years or 75 days’ pay for 5 years’ experience or 150 days’ pay for 10 years’ experience or 300 days’ pay for 20 years’ service.

Acumen International can help you fast-track your possibilities of entering and expanding your business in Algeria by providing you with our Employer of Record services. Our unique mix of PEO/EOR solutions will enable you to jumpstart your global operations almost immediately, cost-effectively and compliantly without any need to set up a legal entity first or afterwards.

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