Algeria is a North African country with a Mediterranean coastline and a Saharan desert interior. The country covers an area of 2.38 million square kilometers, making it the world’s tenth-largest nation by area, and the largest nation in Africa. Algeria is bounded to the east by Tunisia and Libya, to the south by Niger, Mali, and Mauritania; to the west by Morocco and Western Sahara. The main economic drivers of Algeria are oil and gas.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Algeria.
Algerian dinar (DZD; دج)
Languages spoken :
Arabic and Tamazight (Berber)
43.85 million (2020 est.)
Minimum wage 2022 :
DZD 20,000 per month
Cost of Living index :
$ (135 of 139 countries)
Payroll Frequency :
VAT - standard rate :
GDP - real growth rate :
-5.10% (2020 est.)
The approximate time for sharing the contract with an employee in Uruguay is only 7 business days assuming no special requests or changes to our standard employment contract.
Our team ensures compliance with local employment legislation, as well as a quick and efficient onboarding process. The minimum onboarding time begins from the moment that WorkMotion has received all required information from both the client and the employee.
For more complex onboardings, this time may increase depending on the selected bouquet of contract inclusions and the right-to-work status of the employee.
The legal working time is set at 40 hours per week under normal working conditions. It is spread over at least five working days. When the working hours are carried out under the regime of the continuous session, the employer is required to arrange a break time that may not exceed one hour including half an hour considered as working time.
The employer may require any worker to work overtime in excess of the statutory working time without such hours exceeding 20% of the said statutory working time. Overtime worked gives rise to the payment of an increase which may in no case be less than 50% of the normal hourly wage.
The newly recruited worker may be subject to a probationary period of not more than six months. This period may be extended to 12 months for highly qualified jobs.
Dismissal entitles the worker who has not committed a serious misconduct to a period of leave, the minimum duration of which is fixed in collective agreements and employment contracts. During the duration of the leave,the dismissed worker is entitled to two hours per day, cumulative, ,to look for another job.
The paid leave is calculated at the rate of two and a half days per month of work without the overall duration exceeding 30 calendar days per year of work. Additional leave of not less than 10 days per year of work is granted to the worker practicing in the wilayas of the South.
The indemnity relating to the annual leave is equal to 1/12th of the total remuneration received by the worker during the reference year of the leave or in respect of the year preceding the leave.
Employees are entitled to 15 days of paid sick leave at half salary, and full salary from the 16th day of sickness onwards. Sick pay and the reimbursement of medical expenses are funded by the National Fund of Social Security, based on the mandatory social contributions paid by the employer and the employee.
Female employees receive 14 weeks of fully paid maternity leave (six weeks before the presumed date of confinement and eight weeks after), as well as 100% of medical benefits and hospitalization costs for up to eight days.
Male employees can take three days of paid emergency leave for the birth of a child.
The worker may benefit, subject to notification and prior justification to the employer, from absences without loss of remuneration for the following reasons:
Workers also get three paid working days off for the following family events:
The worker, regardless of the position held in the hierarchy, may not be paid for a period not worked without prejudice to the disciplinary measures provided for in the internal regulations.
Employers are mandated to contribute 12.5% of the gross wage towards social insurance.
In Algeria, health insurance is provided through social insurance. The purpose of social insurance is to cover medical expenses and to grant a replacement income to an employed person forced to stop work because of illness or accident other than an accident at work.
Employers are mandated to contribute 1.25% toward accident insurance.
Workers receive compensation in the event of:
Employers are mandated to pay 1% towards unemployment insurance.
Protection against involuntary loss of employment for economic reasons is a benefit covered by social security. Compensation for the risk of unemployment is made through the allocation of an unemployment benefit granted by the National Unemployment Insurance Fund and an early retirement whose management is entrusted to the National Pension Fund.
Employers are mandated to contribute 10% towards retirement and 0.25% towards the early retirement pension.
A retirement pension is granted to a worker who meets the following conditions:
No age condition is required for the salaried worker who has completed 32 years of activity.
The benefits relate to:
Reimbursement at the rate of 100% of the costs of hospitalization of the mother and infant in the delivery clinics, including the costs of incubators. Hospitalization in public health facilities is free of charge;
In addition, if the parturient is an employed worker, they are entitled to maternity leave for a period of 14 weeks paid at 100% of the salary subject to contributions.
It consists of the granting of a pension to the insured person under 60 years of age, with a disability that reduces the capacity to work or earn by at least 50%.
There are three categories of invalids and pensions whose rate varies from 60 to 80% depending on the severity of the condition. This rate is increased by 40% for invalids requiring the assistance of a third party.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.