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$249/month
$49/month
2% of gross salary / month
Libya is a country with great potential and untapped markets in agriculture, renewable energy, and tourism. With a low cost-of living and at the cross-roads between Africa and the Middle East, Libya is an excellent option for global businesses looking to set up operations within the region.
Horizons’ Libya Employer of Record (EOR) solution enables global companies to hire in Libya quickly and cost-effectively.
Hire in Libya, and pay employees through our platform or app.
Our Libya EOR solution is the most affordable on the market.
Fast Libya onboarding, hire in as little as 12 hours.
We draft compliant Libya labor contracts.
We manage all Libya mandatory benefits.
It doesn’t stop with Libya — we hire employees globally.
An Employer of Record (EOR) in Libya is an organization that recruits and manages local workforces on behalf of foreign employers. For an agreed fee, an EOR assumes the role of a local entity for its client’s business and legal liability for compliance with Libyan regulations. An EOR then manages hiring, contracts, onboarding, payroll, benefits, and all aspects of employment right through to termination. Working with EOR is the simplest and safest way for a foreign employer to gain reliable access to talent within Libya.
The term Libya Employer of Record (EOR) is usually used interchangeably with the term Libya Professional Employer Organization (PEO).
An EOR in Libya is a one-stop shop for recruitment and employee management within the territory. It allows foreign businesses to hire quickly, efficiently, and at the best possible value. It creates a mutually profitable arrangement between itself, the foreign business, and local workers. Among the specific benefits of a Libya EOR are:
Horizons stands out as a Libya EOR through:
An EOR in Libya is an organization that connects foreign employers to local employees by establishing and maintaining a triangle of relationships. It works on behalf of global businesses to create a labor force in Libya and manages all aspects of recruitment and employment. This generates opportunities for Libyan workers while filling the client company’s need for high-value talent in the region.
In delivering this service, a Libya EOR will:
As part of its agreement with a foreign client company, a Libya EOR takes responsibility for making sure all local labor laws and regulations are followed at every step of the employment process. It also shoulders liability in the event it fails in this duty. This allows the client business to operate with minimal risk and enjoy continuity of service at every stage.
Law No. (12) For 2010 concerning Labor Relations stipulates two main types of contract which should be offered to workers in Libya.
Regardless of the type offered, all employment contracts in Libya should contain clauses detailing the parties, job description, compensation, benefits, working hours, and termination procedures.
No probationary period.
At completion of the project.
Not applicable
Typically 3 to 6 months
7 to 30 days
Not applicable
Typically 3 to 6 months
30 days
1 month salary per year of service
Law No. 12 of 2010 concerning Labor Relations (Article 13) states employees in Libya should work no more than 48 hours in a standard week or 10 hours in a standard day. The General People’s Congress (GPC) also reserves the right to lower this maximum for certain industries. A break of at least one hour should be taken during any working day of six hours or more. One rest day should be offered every week. Overtime is permitted on mutual agreement up to a maximum of three hours per day and paid at 150% of standard hourly rates. If an employee works their rest day, they should be offered 150% of pay or an alternate day off within the next three days.
125% to 150% of the standard hourly rate
150 to 200% of the standard hourly rate
200% to 300% of the standard hourly rate
In 2025, workers in Libya will be entitled to 13 days of paid leave for public holidays. This includes four secular days – Revolution Day, Martyrs’ Day, Liberation Day, and Independence Day – plus nine days in line with the Islamic Calendar.
| Date | Holiday name |
|---|---|
| 17 Feb 2025 | Libyan Revolution Day |
| 19 Mar 2025 | Commemoration of the Victory over Gaddafi |
| 31 Mar – 2 Apr 2025 | Eid-al-Fitr Holiday (Tentative Date) |
| 1 May 2025 | May Day / Labour Day |
| 5 Jun 2025 | Day of Arafah (Tentative Date) |
| 6 Jun – 8 Jun 2025 | Eid al-Adha (Feast of Sacrifice) |
| 27 Jun 2025 | Muharram (Tentative Date) |
| 4 Sep 2025 | Prophet Muhammad’s Birthday (Mawlid) |
| 16 Sep 2025 | Martyrs’ Day (Omer Almukhtar Day) |
| 23 Oct 2025 | Liberation Day |
| 24 Dec 2025 | Independence Day |
The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:
no leave entitlement
21 days of paid leave annually
21 days of paid leave annually
21 days of paid leave annually
Employers in Libya are obliged to grant sick leave when necessary. This is set at a total of 45 days for continuous illness, or 60 days for irregular absences. Medical certificates may be required to validate illness or injury.
no leave entitlement
45 days of paid leave annually
45 days of paid leave annually
45 days of paid leave annually
Not mandatory (depends on the contract and agreement with the employer)
Not mandatory (depends on the contract and agreement with the employer)
Not mandatory (depends on the contract and agreement with the employer)
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
Maternity leave entitlement in Libya is set at 14 weeks with full pay, with at least six weeks taken after the birth. No official paternity leave is mandated, so this will be at the discretion of the employer. Similarly, there are no guidelines for compassionate leave for bereavement, marriage, or public service, so this must be negotiated at the time of hiring.
Law No. 12 of 2010 on Labor Relations states every full-time worker in Libya is entitled to 30 days of paid vacation each year, in addition to public holidays. This is increased to 45 days for anyone who is 50 years old or older or who has worked with the same employer continuously for 20 years. During this period, workers should also be granted time off to complete a Hajj pilgrimage on one occasion.
Except in the case of dismissal for gross misconduct, Law No. 58 of 1970 on Labor stipulates any employee on a monthly salary should be given 30 days written notice for termination of employment. For those on shorter salary structures, the period is 15 days. While on notice, employees must be given at least two hours leave to search for a new position. Libyan nationals are not legally entitled to any severance pay, but Law No. 12 for 2010 Concerning Labor Relations says expatriate workers should receive between 15 and 30 days’ pay for each year of employment depending on length of service and type of contract.
Social security contributions are mandatory for both employees and employers. Employee contributions are set to 5.125% of the monthly gross and between 14 to 15% for employers (depending if local or foreign entities). These contributions are withheld by the employer and paid monthly to the Libyan Social Security Agency (INAS).
There’s a separate contribution of 1% of the monthly gross salary collected for the Social Unity Fund.
Libyan law states that all persons working in Libya, including expatriates, are subject to social security contributions. Some countries might have reciprocal agreements with Libya regarding social security contributions. There’s a possibility of exemptions for foreign nationals working in specific roles.
Some countries might have reciprocal agreements with Libya regarding social security contributions. These agreements could potentially reduce contribution rates for residents of those countries working in Libya. However, this wouldn’t eliminate the obligation to contribute entirely.
Individual income tax in Libya is levied on income derived from employment within the country, applicable to both Libyan citizens and foreign nationals working there.
An additional tax called the Jehad Tax is also levied on taxable income.
Libya has a public healthcare system that provides basic medical services to citizens. This includes primary care, emergency services, and some specialized treatments. There is also a private healthcare sector in Libya, which offers more extensive services for those who can afford it. Private hospitals and clinics may offer more comprehensive medical care and faster access to treatments.
Health insurance coverage in Libya is not as widespread as in some other countries. It is primarily limited to certain sectors or provided by international companies for expatriates and higher-income individuals.
Since May 22, 2023, Libya’s minimum wage has been set at LYD 1,000.00 per month, which is a little over $200.
Employees in Libya have no automatic entitlement to a 13th-month salary. This, along with any contracted performance bonuses and allowances towards housing, transportation, or meals should be negotiated at the time of hire.
Compulsory social contributions in Libya are set at 14.25% of a worker’s gross salary. 10.5% of this should be covered by the employer, and the remaining 3.75 by the employee. Employers are also obliged to withhold and donate 1% of every worker’s salary to the Social Solidarity Fund. Additional taxes are placed on Palestinian nationals working in Libya.
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Ensuring total compliance with local labor laws is a key element of an EOR’s role. An EOR does this by applying its experience and maintaining awareness of all regulations and upcoming changes. It also protects its client businesses by accepting full liability in the rare event a dispute or issue occurs.
The only challenge of hiring through an EOR in Libya is finding the right one. Every foreign business should look for experience, expertise, and a proven track record of providing the best talent at the right price when deciding which EOR to work with in Libya.
Holiday Schedule in Libya [2025]
