8 Amendments to the Labor Code
Amendments to the Labor Code came into force, modifying some points of the labor legislation and updating rules, adapting them to the current reality. All contracts are covered by these amendments, even those concluded before their entry into force. However there are some exceptions: in fixed-term employment contracts, the rules on admissibility, renewal and duration can only be applied to contracts concluded after 1 October 2019; in temporary employment contracts, the rules regarding renewal only apply to contracts concluded after 1 October 2019. 1. Fixed-Term Contracts The maximum duration of fixed-term contracts is now 2 years, with a limit of three renewals. However, the total duration of the renewals cannot exceed the duration of the initial contract period. For example, in a fixed-term contract of 12 months, only three renewals of four months each are possible.
So as not to exceed the total duration of the permitted renewals (12 months of the initial contract). Companies cannot hire for a fixed term using only the justification of hiring a young person looking for a first job or a long-term unemployed person. And in the case of opening a new activity of uncertain duration, it is only possible to hire for a fixed
Algeria Phone Number term if the company has less than 250 workers (before the changes, companies with less than 750 workers were allowed). These new amendments also include an extra contribution to Social Security for companies that sign fixed-term contracts in greater numbers than the sector average. This amount will only be assigned from 2021. 2. Open-Term Contracts Fixed-term contracts also underwent changes, namely in the maximum duration, which is now 4 years .
Very short term contracts are now extended to all sectors, increasing the maximum number of days, which becomes 35. However, the total duration of contracts concluded between the same worker and the same employer cannot exceed the 70 working days . Intermittent work With the new changes, the minimum period of work per year is now equal to or greater than 5 months, 3 of which must be consecutive (previously, the period of work had to be 6 or more months, with 4 months of consecutive work). The employee with an intermittent employment contract is obliged to inform the company, if he intends to carry out another activity during periods of inactivity, so that the 2nd company proceeds with the discount of the 20% compensation for inactivity assumed by the 1st company.