Onboarding a new employee in Algeria: the first 30 days, step by step (employer guide 2026)

You have found the right person: the job ad, the interviews and the negotiation are behind you. The first 30 days now decide whether they will stay. In an Algerian SME, they often go by without a plan: a makeshift desk, a contract signed “later”, a CNAS declaration forgotten until the first sick leave. This guide sets out, as of 1 November 2026, what the law requires of you during this period and what companies that keep their staff do on top of it. It continues our guide how to hire in Algeria, which stops at the signature.

The 30-day calendar in one table

The table separates what the law requires (and exposes you to a penalty if you forget it) from good practice (which mostly decides whether the new hire stays).

The formalities not to forget

The contract. An employment relationship can arise from a written or unwritten contract (law 90-11, art. 8), but a fixed-term contract must be in writing and state its reason and duration (art. 12); otherwise it is deemed to be permanent (art. 11). For a permanent contract, writing remains your best protection: it sets the position, grade, base pay and bonuses, place of work and probation length. Our guide on fixed-term, permanent contracts and probation details when a fixed-term contract is allowed.

The CNAS. The employer registers and declares each employee within 10 days of hiring (law 83-14 of 2 July 1983), including during probation and for a contract of a few weeks. This is done online in the CNAS employer area. Without a declaration, the employee is not covered in the event of a work accident or sick leave, and the company is exposed to surcharges, penalties and repayment of the benefits paid. The deductions to show on the first payslip are explained in our guide gross to net salary.

ANEM and the registers. Law no. 04-19 of 25 December 2004 requires employers to send their vacancies to ANEM and to inform it of the recruitments made. The staff register, numbered and initialled, is one of the compulsory books set by executive decree no. 96-98 of 6 March 1996: it is one of the first documents the labour inspectorate asks for during an inspection.

Health and safety. Law no. 88-07 of 26 January 1988 requires a pre-employment medical examination by the occupational health service (in-house, inter-company or under an agreement with a health facility) and information for the employee on the risks of the position. In construction, industry and the southern bases, no employee should start work before the safety induction and medical fitness.

Day one: 6 steps

1. 1

   Prepare the arrival the day before

   Workstation, computer or tools, protective equipment, badge, e-mail address, software access. Tell the team and reception: the new hire must be expected, not discovered.

2. 2

   Welcome them in person

   The direct manager receives the new hire at the agreed time, not a colleague who happens to be free. A tour of the premises, then introductions to each team member and to key people (payroll, IT, safety).

3. 3

   Sign and hand over the documents

   Contract in two copies, job description, internal rules, working hours, absence and sick-leave procedure (how soon to notify, where to send the certificate). Ask for the documents needed for the CNAS declaration and payroll.

4. 4

   Appoint a buddy

   An experienced colleague, other than the manager, to whom the new hire can ask the “small” questions for a month. In a team of 5, it is often the most effective and least costly measure.

5. 5

   Give a first simple, useful task

   A task that can be done within the day and is genuinely useful: it gives a first result and something to talk about. Avoid a whole day of reading procedures.

6. 6

   Check in at the end of the day

   Ten minutes: what was clear, what was not, the plan for the week. Put the date of the day-30 review in both calendars.

The plan for weeks 1 to 4

• Week 1 — understand. Customers, products, tools, who does what. Safety instructions for the position, first contacts with neighbouring departments. A short daily check-in with the manager.
• Week 2 — do it together. The new hire works in pairs on real files. Give them, in writing, 3 to 5 objectives for day 30, measurable: number of files handled, site followed, procedure mastered, customers met.
• Week 3 — do it alone. A first file handled independently, with review. It is the right moment to check that the CNAS declaration is registered and that the medical examination is done or scheduled.
• Week 4 — review. The manager prepares the day-30 review from the written objectives and asks the new hire for their own view: what helps, what holds them back, what does not match what was said at the interview.

The probation period: use it without abusing it

The probation period cannot exceed 6 months, or 12 months for highly qualified positions (law 90-11, art. 18), and its length must be set at the start. During probation, the employee has the same rights and obligations as employees in the same position (art. 19): same pay, CNAS declaration, accrued leave. Either party may end it without notice or compensation (art. 20), but never on discriminatory grounds (art. 17): a dated written note, even a short one, and the day-30 review protect you. Renewing or extending probation beyond these limits is not allowed. A successful probation is confirmed in writing: the new hire knows where they stand, and so do you.

Three special cases

Remote or hybrid employee. The same formalities apply; plan a first week on site if possible, and write in an amendment the days, the hours when they can be reached and the equipment provided (see our guide on remote work in Algeria). First job or recent graduate. Plan more pairing and more gradual objectives; if the position falls under an employment support scheme, check the conditions and documents with ANEM before day 1. Foreign employee. They cannot start before obtaining their work permit or temporary authorisation: the calendar above starts on that date.

Frequently asked questions