If your company has decided on an expansion to Algeria, you have an exciting and challenging chapter ahead of you. However, recruiting and hiring employees can be difficult when you’re not familiar with the country’s laws.
G-P handles all aspects of the hiring process, from meeting Algeria’s employment compliance laws to hiring top candidates. Instead of learning how to hire Algeria employees on your own, companies can leverage our EOR model. We’ll hire the best individuals to work for your company, then we’ll add them to our payroll to ensure total compliance.
Recruiting in Algeria
If you decide to hire or relocate an individual from another country to Algeria, they will need a work permit to be eligible for a work visa. They must then obtain a visa from the Algerian embassy or consulate in their home country and show that visa upon arrival to the country.
The most common way to advertise jobs is through both general and specialized job sites as well as professional social networks.
Laws against discrimination in Algeria
Hiring and recruiting for your company involves more than finding the right talent — you have to meet employment compliance laws as well. The country’s constitution outlaws discrimination based on sex and requires that the government take action to ensure all citizens have equal rights and duties. In 2016, parliament introduced an article that encouraged businesses and public institutions to promote women to positions with greater responsibility.
Other rights and prohibitions included in the constitution are:
- The right to join and form unions, as long as the individuals are citizens.
- The right for unions to exercise collective bargaining actions.
- The prohibition of all forced or compulsory labor.
- The prohibition of the employment of minors in dangerous, unhealthy, or harmful work conditions.
- The prohibition of employment, salary, and work environment discrimination regarding age, gender, marital status, political beliefs, disability, national origin, union affiliation, and family ties.
The minimum legal age for employment in the country is 16, but younger children may work as apprentices with permission from their parents or a legal guardian.
How to hire employees in Algeria
When you decide on the candidate you want to hire, you need to create a written or oral employment contract. All contracts should be in Arabic and include essential information, such as compensation, benefits, termination requirements, paid time off, and more. You should also make sure all offer letters and contracts include salary and compensation amounts in Algerian Dinar instead of any other currency.
Algeria employment laws
Normal working hours are a part of Algeria’s employment compliance laws. Employees should work 44 hours a week over a 5- or 6-day workweek. They’re normally entitled to 1 day of rest each week, usually on Fridays. Employees cannot work more than 20% of their statutory normal hours as overtime. Employers need to pay overtime at no less than 50% of the employee’s hourly pay.
Onboarding in Algeria
Algeria employment compliance laws don’t typically apply to the onboarding process, which leaves you to create a training and onboarding program. We recommend reviewing all contracts with employees during their first day or week. Once both parties agree to the terms, you should sign the contract and keep a copy at your office.
If employees are stepping into a more technical position, you should provide job training that will help them succeed.
Grow globally with G-P.
G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 global employment platform, you have the recruitment tools and services you need to find your perfect full-time or contract match.
Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.