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Compensation & Benefits in DzAlgeria.








Country Capital



Algerian dinar (DZD)

Two of your most important tools as an employer are compensation and benefits. You can reward hardworking, kind, and intelligent employees with increased compensation, and you can attract top candidates from the start with a strong Algeria benefits management plan. That said, you need to make sure you meet Algeria’s compensation and benefits laws to stay compliant.

G-P will help you start working quickly in Algeria without concerns about compensation and benefits. When we hire employees to work for you, we’ll add them to our payroll and existing benefits plan. Because we act as the Employer of Record, we’ll be the ones held compliant, so you can free up your time to run your company.

Algeria Compensation Laws

Algeria has a national minimum wage of 20,000 Algerian Dinars per month. The country last changed its minimum wage in June 2020. While collective bargaining agreements (CBAs) and trade unions are not very common in the country, they can impact minimum wage if your industry or company has a specific agreement.

Guaranteed Benefits in Algeria

Every employee needs to receive statutory benefits as part of your Algeria benefits management plan. Otherwise, you’ll risk being found noncompliant. Algeria has nine public holidays, and you should give employees those days off. Employees should also receive 30 days of paid annual leave that they accumulate over 12 months. In addition, you’re required to provide sick leave that you pay for from the first day of the illness unless otherwise required by law.

You’re also required to provide maternity leave for all pregnant female employees. They should receive 14 weeks of paid maternity leave at their normal wage, starting at least a week from the time they’re admitted to the hospital. Male employees can take three days of paid paternity leave as long as they submit a written notice and reason.

Algeria Benefits Management

When you give out the statutory benefits as part of your Algeria benefits management plan, you should also disperse additional benefits. While these benefits usually aren’t required by law, employees may expect them, and they can encourage greater retention rates. Talk to your employees to see which benefits they would appreciate the most, whether it’s additional private health insurance options, performance-based bonuses, or stock options.

Restrictions for Benefits and Compensation

Your company cannot perform any activities in Algeria legally until you have a registered entity in the country. A subsidiary will allow you to hire employees, add them to your payroll, and give out benefits, but it could take months to get there. G-P offers an alternative solution with Algeria compensation and benefits outsourcing. We’ll use our Algeria PEO to pay your employees and provide benefits right away while shouldering all matters of compliance.

Choose G-P Today

G-P wants to act as an extension of your team to help you succeed in Algeria. Contact us for more information about Algeria benefits and compensation outsourcing and how we can help.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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