Employer of Record in Algeria

Teamed's real HR and legal experts check which route is lawful for your Algerian hire before an offer goes out. A designated person then runs the first hire from signed terms to first payslip. Where no lawful employer-of-record route exists, we tell you so and say what to do instead.

Where an employer-of-record route is lawful, the fee is from $599 per employee per month, with zero FX markup in any currency. A contractor who becomes an employee keeps their record, and the same employee can graduate to your own Algerian entity later. Run the Crossover Calculator to see the month the model flips. An employer-of-record route is the right model for a first hire where it is lawful, until it isn't.

The social security fund publishes a total of 34.5%, split as 25% for the employer, 9% for the employee and 0.5% for social services. We count the 0.5% on the employer side. Employers can also owe a training tax and an apprenticeship tax of up to 1% each, but only on the part they do not spend on training. The training tax does not apply below 20 staff.

The cost guide has the worked table at five pay levels.

Hiring directly means taking on the employer's duties yourself: registering with the social security fund (CNAS), withholding income tax on wages and following the Labour Law on contracts, hours, leave and dismissal. A foreign hire also needs a work permit tied to one employer.

Because the rules on fixed-term work and on job placement are strict, the EOR vs entity guide sets out the routes and what each one needs.

You progress from contractor to EOR to your own Algerian entity on one platform under Teamed's Graduation Model, where each step is lawful.

The legal week is set by Ordonnance n° 97-03, which repealed the Labour Law's original 44 hours. Some online copies of the Labour Law still print 44. Redundancies follow Décret législatif n° 94-09, and the fines for most breaches were rewritten by Loi n° 17-11.

Tax comes from the Direct Taxes Code, and social security from the CNAS rules and Loi n° 83-14.

Employees working in the southern wilayas get at least 10 extra days of leave a year. Three paid working days are due for a family event such as a marriage, a birth or a death.

The public holiday list sits in a separate law, so we don't print one. The hiring guide sets out each rule.

The employer also pays social security to the CNAS. From the 2026 finance law, the annual salary statement must give each employee's national identification number.

The tax and payroll guide has the full scale and worked examples.

Notice is set by collective agreements, not by the Labour Law. A collective redundancy at an employer with more than nine staff needs a social plan, and a dismissed employee admitted to unemployment insurance gets three months of pay.

The termination guide covers the procedure, the redundancy rules and why we found no statutory severance formula for an individual dismissal.

Fixed-term work is the exception. A contract is open-ended unless the law lists the case, and a fixed-term contract outside the list is treated as open-ended and can carry a fine for each worker.

Placement is regulated. Only approved bodies may register, select and present workers to an employer, and an employer must notify its vacancies to the employment agency. Our experts check the route first.