Remote work in Algeria: what the law says, who offers it, how to negotiate it (2026)

Since 2020, many Algerian employees have tried working from home, and many employers saw the business carry on. Yet as of 31 October 2026, no Algerian law specifically organises remote work: the labour code, law no. 90-11 of 21 April 1990, does not mention it, and the only text that encouraged it — executive decree no. 20-69 of 21 March 2020 — was a public-health emergency measure. Remote work is not forbidden for all that: it is a way of performing the employment contract, set up by agreement. This guide explains what applies without signing anything, what to put in an amendment, and how to ask for it.

The legal framework: what applies without signing anything

Working from home does not change the nature of the contract: it remains a permanent or fixed-term contract governed by law 90-11, with the same rights and obligations. The table below shows what applies automatically to a remote worker and what must be set in writing, in the absence of a dedicated text.

Who offers remote work in Algeria, and how much

Fully remote work remains rare in published offers: of the 1,268 offers online on Chghol on 31 October 2026, only 4 mentioned it (customer support, sales, system administration). It mostly appears as hybrid work — two or three days at home — and in a few job families: software development and data, multilingual customer support, graphic design, writing and translation, digital marketing, accounting firms working on online software. It is rarer in banking, public administration and industry, where presence remains the rule. In practice, remote work is negotiated more often than advertised, usually after the probation period, once trust is established. Technical profiles get it more easily, especially if they have already succeeded in remote interviews.

Asking for remote work: the 5-step method

1. 1

   Choose the right moment

   After the probation period (see our guide on fixed-term, permanent contracts and probation), after a positive review, or when the company wants to cut office costs. For a new job, raise it at the end of the process, once the offer is made.

2. 2

   Propose a limited trial

   One or two days a week for two or three months, with a review. A reversible trial reassures a manager who has never led a remote team.

3. 3

   Show how you will be reached and how your work will be measured

   Hours, tools (messaging, video, task tracking), weekly deliverables. A remote worker is judged on results, not presence: propose the indicators yourself.

4. 4

   Sort out equipment and connection

   A company computer, a backup for outages (4G plan), a quiet place. If the connection in your area is unstable, say so and plan an office day for heavy tasks.

5. 5

   Get it in writing

   Ask for a dated, signed amendment covering the points in the table above. Keep a copy. Verbal permission disappears with the manager who gave it.

For employers: setting up remote work properly

For an SME, remote work widens the talent pool beyond the wilaya and helps retain technical profiles. Three rules prevent disputes. Write it down: a charter or company agreement for the common framework, then a signed individual amendment. Equip: provide the hardware and state who pays for the connection; a monthly flat allowance is simpler than reimbursing actual costs. Respect the rules: working time and rest apply at home as in the office, overtime remains due (see our guide on overtime and bonuses), and any tracking tool must be announced, proportionate and limited to what the work requires (law 18-07). To publish an offer that states the work mode, use the dedicated field on Chghol: candidates search for it.

“Work from home” scams

If you work remotely for several clients rather than one employer, you are no longer an employee: self-employed status lets you invoice legally and contribute to CASNOS.

Frequently asked questions