How to hire remote employees in


In the next few minutes, we’ll clear up all your questions about hiring remotely in Algeria: You’ll learn how you can hire there without setting up your own physical entity, spending thousands of dollars in fees, or wading into months of legal red tape. Shall we?

Country snapshot

Algerian Dinar (DZD)

What to know before you hire in 


Hiring in Algeria can be notoriously difficult—but not when you know what you’re doing. If you want to hire remote talent in Algeria, you have two options: Hire people as contractors, or hire them as employees.

If you want to successfully hire in 


, you have two options:

Hire talent as contractors

Laws about hiring contractors are significantly more simple in 


. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.

Hire talent as employees

This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in 


 is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.

Why hire independent contractors in 


Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in 



It’s the fastest way to hire globally

Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.

It’s a lot cheaper

It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.

It’s more flexible for you & your team

Hiring contractors in 


 means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.

Can be less risky than hiring employees

Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.

Some people want to be employees

The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.

You might not have as much control over your talent

Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.

How can I pay people in 



If you’re hiring contractors in 


, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.

Hiring and paying your team in 


Hire and pay with Panther

Pay everyone with a single click
Get great currency conversion rates
Pay $0 in platform fees
Run payroll in seconds
Let Panther automatically create & store invoices
Let Panther automatically write locally-compliant contracts
Let Panther automatically file local tax documents

Hire and pay without Panther

Pay all your contractors individually
Do all currency conversions yourself
Shoulder the burden of platform fees
Spend hours each month making payments
Manually track & store invoices
Manually write & sign contracts
Manually file relevant tax documents

Let Panther save you from hiring headaches.

Sign up today for $0

If you want to hire employees in 


If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Algeria than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Algeria.

Taxes in 


Employer tax

Social Security



Work accidents

Individual tax


Paid Time Off (PTO)

PTO is calculated by the:

  • Employees should also receive 30 days of paid annual leave that they accumulate over 12 months.

Public Holidays

There are 10 public holidays.

Sick Days

Employees are entitled to sick leave usually paid for from the day of illness.

Sick leaves are provided where employees receive a portion of their salary during the first 15 days of absence due to illness.

This increases after 16 days of sickness, or if the employee is admitted to the hospital.

Maternity Leave

Mothers who must stop working because of pregnancy are entitled to a daily indemnity of 100% of the daily salary for their position (average of the actual salary), for a maximum of the  subsequent 14 weeks. The mother must stop working at least one week before confinement.

To obtain these benefits and indemnities, a registered doctor or qualified medical auxiliaries must have assisted at the birth. During the first six months, employees are entitled if they worked at least:

  • nine days or 60 hours during the three preceding months; or
  • 36 days or 240 hours during the 12 preceding months

Paternity Leave

Male employees can take up to three days of paid emergency leave for the birth of a child.

Parental Leave

Female workers may take part-time paid parental leave for up to 18 weeks, in this case they will receive 50% of maternity benefits and 50% of their wages.

Other Leave

Jury Duty Leave and Voting Leave (Leave due to Public Interest) - Not specified by law.

Military Leave -Not Specified by law.

Marriage Leave

Employees are entitled to three days' paid leave.

Bereavement Leave

Employees are entitled to three days' paid leave.


Termination Process

Employers must provide notice of dismissal absence and serious misconduct by the employee.

The notice period is six months (or up to 12 months for skilled employees), plus five days for each year of service up to a maximum of 30 days.

Employees should get compensation in cash if they are dismissed, for several reasons.

  • They have worked for the company for at least two years.
  • If they are terminated for reasons other than misconduct

Notice Period

The notice period is equal to the trial period duration, plus five days per year for the number of years you have been working in the company.

Severance Pay

The Severance Pay in Algeria depends on the Duration of Employment:

Severance Pay (Layoff)                           

Mandatory -1 month

Collective Agreement - 1 month

Minimum Employment Period - 12 months

Probation Period

Probation period is 6 months.

Employee requirements in 


Working Hours

The working week typically runs from Sunday to Thursday and the maximum prescribed working hours for an employee is 40 hours per week (based on a five day week) and eight hours per day (exclusive of a one hour break).

Friday is the statutory day of rest each week.

Women are not permitted to work between 9pm and 5am unless specific exceptions are granted by the Labour Inspectorate where the nature of the activity/job role requires.


Employees may only be required to work overtime by their employer in exceptional circumstances, for example where it is crucial to ensure the completion of a piece of work or project.

Overtime hours must not exceed 20% of the maximum working hours (i.e. eight hours per week) and an employee must not be required to work more than a total of 12 hours per day.

Where an employee is required to work additional hours, they are entitled to overtime pay, of a minimum of 150% of the normal hourly wage. If circumstances require the employee to work on their weekly day off, they must be granted another day off (in lieu) and 150% off their wage for the overtime period.

By law, no employee can be forced to work overtime for more than 8 hours a week. Employees working overtime are entitled to an extra payment of at least 50% of their regular hourly pay.

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