Employee benefitsin Algeria

The National Social Insurance Fund for Salaried Workers covers insured employees and eligible dependants for medical care, medicines, hospital treatment, dental care and optical services. Reimbursement is generally 80% of regulated tariffs, with 100% coverage for qualifying chronic conditions and specified protected groups. Reimbursement against a regulated tariff can leave costs above that tariff payable by the patient.

Some employers add supplementary medical cover. At Société Générale Algérie, employees and eligible family members receive medical, specialist and pharmacy support with access to partner clinics. The employer’s scheme rules determine the covered people and claims.

A court can order reinstatement for an unlawful dismissal. If either party refuses reinstatement, compensation is at least 6 months of salary, with possible additional damages. A failure to follow mandatory dismissal procedures can result in cancellation of the dismissal and compensation for the period until the procedure is completed.

Société Générale Algérie offers staff loans at 0% interest for vehicle purchases, housing and family projects. Loans are repayable finance, with approval and repayment terms determined by the employer.

Employees working in Algeria’s southern provinces receive at least 10 additional days of paid annual leave each year, on top of the 30-day basic entitlement for a full year. Collective agreements set the conditions for granting the additional leave.

Employees accrue 2.5 days of paid annual leave per month of work, up to 30 calendar days for a complete year. The reference year runs from 1 July to 30 June; new hires start accruing on recruitment. Leave compensation equals one-twelfth of total remuneration in the relevant reference year. Maternity, sickness, occupational injury and statutory rest periods count toward accrual. An illness during annual leave allows the employee to interrupt it and use sick-leave protection instead.

Eligible insured employees receive 50% of daily net salary for the first 15 days of medically certified sickness, rising to 100% from day 16. Hospitalisation or recognised long-term illness qualifies for 100% from the first day. The National Social Insurance Fund for Salaried Workers pays the cash benefit. Initial eligibility generally requires 15 days or 100 hours worked in the preceding quarter, or 60 days or 400 hours in the preceding 12 months.

Employees receive 3 paid working days for their own marriage, the marriage of a child or other descendant, a child’s circumcision, or the death of their spouse. The same leave applies when a parent, grandparent, child, other direct ancestor or descendant, or sibling of the employee or spouse dies. Advance notification and justification are required; death documentation can follow the absence.

Employees can take paid absence once during their working career to perform the pilgrimage to the Islamic holy sites. They must notify the employer and provide the required justification.

An insured employee who stops all paid work for maternity receives 150 consecutive days of maternity benefit at 100% of daily salary after social-security contributions and income tax. The benefit can start up to 42 days before the expected birth. An early birth does not shorten the 150 days.

If the newborn has a disability, congenital malformation or serious illness requiring care or medical intervention, the mother can request 50 additional consecutive days, followed by up to 165 further days where medically justified. A supporting pediatric medical file must be submitted at least 15 days before each preceding benefit period expires. The National Social Insurance Fund for Salaried Workers administers the benefit. Eligibility requires at least 15 days of work during the preceding 3 months or 60 days during the preceding 12 months, with medical certification.

Employees receive 3 paid working days when their child is born. The absence must be notified to the employer; supporting evidence can be supplied afterwards for a birth. This family-event entitlement is paid by the employer.

Société Générale Algérie grants 30 days of exceptional paid leave from the third month of pregnancy under its employer policy. This is an employer enhancement alongside statutory maternity protection.

Société Générale Algérie provides 14 days of paid paternity leave under its employer policy. This exceeds the 3 working-day statutory birth-event entitlement. The employer sets eligibility and scheduling.

Société Générale Algérie provides a staff transport service to support employees’ commutes. Routes and access are determined by the employer.

Employers can combine flexible hours with remote work for eligible roles. Société Générale Algérie discloses flexible daily and weekly schedules; Yassir recruits hybrid engineers in Algiers. The role and employer policy determine office attendance.

Employment can arise from a written or oral agreement and from the actual performance of work for an employer. An unwritten employment relationship is presumed indefinite. Fixed-term contracts must be written, identify their duration and justify a legally permitted temporary reason, such as replacement of an absent employee, seasonal demand or a time-limited project.

The ordinary minimum recruitment age is 16. Apprenticeship contracts follow their separate legal rules. A minor needs permission from their legal guardian and cannot be assigned dangerous or unhealthy work.

The national guaranteed minimum wage is DZD 24,000 per month from 1 January 2026. It corresponds to a 40-hour working week, 173.33 hours per month and a legal hourly rate of DZD 138.46. Employers must apply any higher binding rate in the relevant collective agreement.

The normal working week is 40 hours, spread across at least 5 working days. Daily working span must not exceed 12 hours. In continuous schedules, the employer provides a break of no more than 1 hour, of which 30 minutes count as work. Employees receive a full day of weekly rest, ordinarily Friday.

Overtime must respond to an exceptional business necessity and is normally limited to 20% of statutory weekly hours, equivalent to 8 hours on a 40-hour week. It attracts at least a 50% premium above normal hourly pay. Special emergency exceptions require the statutory consultation and notification procedures. Work on a legal rest day attracts compensatory rest of equal duration and the applicable overtime premium.

Probation may last up to 6 months, or up to 12 months for highly qualified positions. Collective bargaining determines the applicable period. Employees retain the rights and obligations of comparable employees during probation, and the period counts toward service if they are confirmed. Either party can end the relationship during probation without notice or compensation.

For dismissal without serious misconduct, the minimum notice period is set by the relevant collective agreement. During notice, the dismissed employee receives 2 paid hours per day, which can be accumulated, to seek another job. The employer can pay the full remuneration for the notice period instead. Disciplinary dismissal requires the legally prescribed procedure, including a written decision and an opportunity for the employee to be heard with a coworker’s assistance.

The general social-security contribution is 34.5% of assessable pay: 25% paid by the employer, 9% deducted from the employee, and 0.5% charged to the social-works fund. It finances sickness and maternity insurance, work injury, retirement, unemployment and early retirement. The employer’s 25% comprises 11.5% social insurance, 1.25% work injury, 11% pension, 1% unemployment and 0.25% early retirement. Any separate housing or sector-specific levies require their own calculation.