Public Sector Salaries in Libya 2025 — Full Guide to Law 18/2023

Law No. 18 of 2023, promulgated by the Libyan House of Representatives, fundamentally restructures the salary framework for national employees working in entities funded by the public treasury. It introduces a multifaceted approach to compensation, emphasising a balance between basic pay and performance-driven incentives.

The law’s intent is clear: to streamline salaries across diverse public sectors, enhance transparency, and ensure that the compensation structure aligns with the strategic priorities of Libya’s national development goals.

Context and Strategic Importance

Libya’s public sector has long been plagued by inconsistencies in salary structures, performance evaluations, and wage increments. Prior to the introduction of Law No. 18 of 2023, salary determination was often opaque, with different public entities adhering to disparate pay scales. This has historically contributed to inefficiencies in government operations and created disparities that fueled discontent among public employees. By promulgating this law, the Libyan government aims to resolve these issues, thereby enhancing workforce morale and aligning public sector employment conditions with international standards.

The strategic significance of this law cannot be overstated. It comes at a time when Libya is grappling with economic uncertainty and seeking to stabilise its public institutions. In this context, reforming the salary structure is not merely an economic necessity but a political imperative aimed at solidifying government authority, ensuring equitable pay distribution, and enhancing productivity across all public sectors.

Legal Framework Governing Salaries in Libya

At its core, Law No. 18 of 2023 sets the legal foundation for how salaries are to be determined and adjusted across the public sector. Article 1 of the law underscores its jurisdiction, affirming that it applies to all national employees in public entities, except for those in specific high-ranking judicial, legislative, and sovereign positions.

Moreover, the law grants the Council of Ministers and House of Representatives discretionary powers to issue regulations, decisions, and forms necessary for its implementation. This includes determining overtime pay, leadership position salaries, and financial incentives for committee work. Notably, this provision allows for sector-specific adjustments to salary scales while adhering to the overall framework established by the law.

The law meticulously categorises public sector employees into distinct job groups, each governed by its own salary scale and performance metrics. These categories include but are not limited to education, healthcare, security services, judicial roles, regulatory bodies, and the oil and gas sector. Each sector is addressed individually, with specific performance bonuses tied to the unique demands of the role.

Sectoral Breakdown of Public Sector Salaries in Libya

Basic salaries

Grade	Tied Grade	Annual Bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,000	11	1,011	1,022	1,033	1,044	1,055	1,066	1,077	1,088	1,099	1,110
2	1,055	11	1,067	1,078	1,089	1,100	1,111	1,122	1,133	1,144	1,155	1,166
3	1,111	13	1,124	1,137	1,150	1,163	1,176	1,189	1,202	1,215	1,228	1,241
4	1,178	13	1,191	1,204	1,217	1,230	1,243	1,256	1,269	1,282	1,295	1,308
5	1,244	18	1,262	1,280	1,298	1,316	1,334	1,352	1,370	1,388	1,406	1,424
6	1,333	18	1,351	1,369	1,387	1,405	1,423	1,441	1,459	1,477	1,495	1,513
7	1,422	20	1,442	1,462	1,482	1,502	1,522	1,542	1,562	1,582	1,602	1,622
8	1,522	20	1,542	1,562	1,582	1,602	1,622	1,642	1,662	1,682	1,702	1,722
9	1,622	27	1,649	1,676	1,703	1,730	1,757	1,784	1,811	1,838	1,865	1,892
10	1,755	27	1,782	1,809	1,836	1,863	1,890	1,917	1,944	1,971	1,998	2,025
11	1,915	27	1,942	1,969	1,996	2,023	2,050	2,077	2,104	2,131	2,158	2,185
12	2,075	27	2,102	2,129	2,156	2,183	2,210	2,237	2,264	2,291	2,318	2,345
13	2,235	33	2,269	2,302	2,335	2,368	2,401	2,434	2,467	2,500	2,533	2,566
14	2,435	33	2,469	2,502	2,535	2,568	2,601	2,634	2,667	2,700	2,733	2,766
15	2,635	33	2,669	2,702	2,735	2,768	2,801	2,834	2,867	2,900	2,933	2,966
16	2,880	33	2,913	2,946	2,979	3,012	3,045	3,078	3,111	3,144	3,177	3,210

Education Sector Salaries in Libya

The education sector is one of the largest in the Libyan public workforce, and Law No. 18 of 2023 devotes significant attention to it. Teachers, trainers, inspectors, mentors, and school principals are each placed in their respective salary brackets based on their grade and responsibilities. For instance, teachers and trainers enjoy a 15% performance bonus, whereas school principals and inspectors can receive up to 25% in performance-based pay.

The law also outlines specific provisions for academic positions at universities and research institutions, where performance bonuses can reach as high as 50%. This incentivises excellence in educational leadership and research, which is critical for developing a knowledge-based economy.

Teacher – Trainer

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,150	13	1,163	1,176	1,189	1,202	1,215	1,228	1,241	1,254	1,267	1,280
2	1,214	13	1,227	1,240	1,253	1,266	1,279	1,292	1,305	1,318	1,331	1,344
3	1,278	15	1,293	1,308	1,323	1,338	1,353	1,368	1,383	1,398	1,413	1,428
4	1,354	15	1,370	1,385	1,400	1,415	1,430	1,445	1,460	1,475	1,490	1,505
5	1,431	20	1,451	1,471	1,491	1,511	1,531	1,551	1,571	1,591	1,611	1,631
6	1,533	20	1,554	1,574	1,594	1,614	1,634	1,654	1,674	1,694	1,714	1,734
7	1,635	23	1,658	1,681	1,704	1,727	1,750	1,773	1,796	1,819	1,842	1,865
8	1,750	23	1,773	1,796	1,819	1,842	1,865	1,888	1,911	1,934	1,957	1,980
9	1,865	31	1,896	1,927	1,958	1,989	2,020	2,051	2,082	2,113	2,144	2,175
10	2,019	31	2,049	2,080	2,111	2,142	2,173	2,204	2,235	2,266	2,297	2,328
11	2,203	31	2,233	2,264	2,295	2,326	2,357	2,388	2,419	2,450	2,481	2,512
12	2,387	31	2,417	2,448	2,479	2,510	2,541	2,572	2,603	2,634	2,665	2,696
13	2,571	38	2,609	2,647	2,685	2,723	2,761	2,799	2,837	2,875	2,913	2,951
14	2,801	38	2,839	2,877	2,915	2,953	2,991	3,029	3,067	3,105	3,143	3,181
15	3,031	38	3,069	3,107	3,145	3,183	3,221	3,259	3,297	3,335	3,373	3,411
16	3,312	38	3,350	3,388	3,426	3,464	3,502	3,540	3,578	3,616	3,654	3,692

Inspector, Mentor, and School Principal

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,250	14	1,264	1,278	1,292	1,306	1,320	1,334	1,348	1,362	1,376	1,390
2	1,319	14	1,333	1,347	1,361	1,375	1,389	1,403	1,417	1,431	1,445	1,459
3	1,389	17	1,405	1,422	1,439	1,456	1,473	1,490	1,507	1,524	1,541	1,558
4	1,472	17	1,489	1,506	1,523	1,540	1,557	1,574	1,591	1,608	1,625	1,642
5	1,555	22	1,578	1,600	1,622	1,644	1,666	1,688	1,710	1,732	1,754	1,776
6	1,667	22	1,689	1,711	1,733	1,755	1,777	1,799	1,821	1,843	1,865	1,887
7	1,778	25	1,803	1,828	1,853	1,878	1,903	1,928	1,953	1,978	2,003	2,028
8	1,903	25	1,928	1,953	1,978	2,003	2,028	2,053	2,078	2,103	2,128	2,153
9	2,028	33	2,061	2,094	2,127	2,160	2,193	2,226	2,259	2,292	2,325	2,358
10	2,194	33	2,228	2,261	2,294	2,327	2,360	2,393	2,426	2,459	2,492	2,525
11	2,394	33	2,428	2,461	2,494	2,527	2,560	2,593	2,626	2,659	2,692	2,725
12	2,594	33	2,628	2,661	2,694	2,727	2,760	2,793	2,826	2,859	2,892	2,925
13	2,794	42	2,836	2,878	2,920	2,962	3,004	3,046	3,088	3,130	3,172	3,214
14	3,044	42	3,086	3,128	3,170	3,212	3,254	3,296	3,338	3,380	3,422	3,464
15	3,294	42	3,336	3,378	3,420	3,462	3,504	3,546	3,588	3,630	3,672	3,714
16	3,600	42	3,641	3,683	3,725	3,767	3,809	3,851	3,893	3,935	3,977	4,019

Administrative – Service

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,100	12	1,112	1,124	1,136	1,148	1,160	1,172	1,184	1,196	1,208	1,220
2	1,161	12	1,173	1,185	1,197	1,209	1,221	1,233	1,245	1,257	1,269	1,281
3	1,222	15	1,237	1,252	1,267	1,282	1,297	1,312	1,327	1,342	1,357	1,372
4	1,295	15	1,310	1,325	1,340	1,355	1,370	1,385	1,400	1,415	1,430	1,445
5	1,369	20	1,388	1,408	1,428	1,448	1,468	1,488	1,508	1,528	1,548	1,568
6	1,467	20	1,486	1,506	1,526	1,546	1,566	1,586	1,606	1,626	1,646	1,666
7	1,564	22	1,586	1,608	1,630	1,652	1,674	1,696	1,718	1,740	1,762	1,784
8	1,674	22	1,696	1,718	1,740	1,762	1,784	1,806	1,828	1,850	1,872	1,894
9	1,784	29	1,814	1,843	1,872	1,901	1,930	1,959	1,988	2,017	2,046	2,075
10	1,931	29	1,960	1,989	2,018	2,047	2,076	2,105	2,134	2,163	2,192	2,221
11	2,107	29	2,136	2,165	2,194	2,223	2,252	2,281	2,310	2,339	2,368	2,397
12	2,283	29	2,312	2,341	2,370	2,399	2,428	2,457	2,486	2,515	2,544	2,573
13	2,459	37	2,496	2,533	2,570	2,607	2,644	2,681	2,718	2,755	2,792	2,829
14	2,679	37	2,716	2,753	2,790	2,827	2,864	2,901	2,938	2,975	3,012	3,049
15	2,899	37	2,935	2,972	3,009	3,046	3,083	3,120	3,157	3,194	3,231	3,268
16	3,168	37	3,204	3,241	3,278	3,315	3,352	3,389	3,426	3,463	3,500	3,537

Faculty members in Universities, Research Centers, Higher Institutes, and Equivalent

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
8	Teaching assistant	2,283	30	2,313	2,343	2,373	2,403	2,433	2,463	2,493	2,523	2,553	2,583
9	Research Assistant	2,433	40	2,473	2,513	2,553	2,593	2,633	2,673	2,713	2,753	2,793	2,833
10	Assistant Lecturer	2,633	40	2,673	2,713	2,753	2,793	2,833	2,873	2,913	2,953	2,993	3,033
11	lecturer	2,873	40	2,913	2,953	2,993	3,033	3,073	3,113	3,153	3,193	3,233	3,273
12	Assistant Professor	3,113	40	3,153	3,193	3,233	3,273	3,313	3,353	3,393	3,433	3,473	3,513
13	Associate Professor	3,353	50	3,403	3,453	3,503	3,553	3,603	3,653	3,703	3,753	3,803	3,853
14	professor	3,653	50	3,703	3,753	3,803	3,853	3,903	3,953	4,003	4,053	4,103	4,153
15		3,953	50	4,003	4,053	4,103	4,153	4,203	4,253	4,303	4,353	4,403	4,453
16		4,320	50	4,370	4,420	4,470	4,520	4,570	4,620	4,670	4,720	4,770	4,820

Administrative – Service

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,150	13	1,163	1,176	1,189	1,202	1,215	1,228	1,241	1,254	1,267	1,280
2	1,214	13	1,227	1,240	1,253	1,266	1,279	1,292	1,305	1,318	1,331	1,344
3	1,278	15	1,293	1,308	1,323	1,338	1,353	1,368	1,383	1,398	1,413	1,428
4	1,354	15	1,370	1,385	1,400	1,415	1,430	1,445	1,460	1,475	1,490	1,505
5	1,431	20	1,451	1,471	1,491	1,511	1,531	1,551	1,571	1,591	1,611	1,631
6	1,533	20	1,554	1,574	1,594	1,614	1,634	1,654	1,674	1,694	1,714	1,734
7	1,635	23	1,658	1,681	1,704	1,727	1,750	1,773	1,796	1,819	1,842	1,865
8	1,750	23	1,773	1,796	1,819	1,842	1,865	1,888	1,911	1,934	1,957	1,980
9	1,865	31	1,896	1,927	1,958	1,989	2,020	2,051	2,082	2,113	2,144	2,175
10	2,019	31	2,049	2,080	2,111	2,142	2,173	2,204	2,235	2,266	2,297	2,328
11	2,203	31	2,233	2,264	2,295	2,326	2,357	2,388	2,419	2,450	2,481	2,512
12	2,387	31	2,417	2,448	2,479	2,510	2,541	2,572	2,603	2,634	2,665	2,696
13	2,571	38	2,609	2,647	2,685	2,723	2,761	2,799	2,837	2,875	2,913	2,951
14	2,801	38	2,839	2,877	2,915	2,953	2,991	3,029	3,067	3,105	3,143	3,181
15	3,031	38	3,069	3,107	3,145	3,183	3,221	3,259	3,297	3,335	3,373	3,411
16	3,312	38	3,350	3,388	3,426	3,464	3,502	3,540	3,578	3,616	3,654	3,692

Healthcare Sector Salaries in Libya

Healthcare professionals, particularly doctors, pharmacists, laboratory researchers, and nursing staff, are another key group addressed by the law. Their salary scales reflect both their professional qualifications and the critical nature of their roles within the public sector. The healthcare sector is further divided into tiers, with higher-level positions, such as senior physicians and specialist doctors, receiving up to 50% in performance bonuses, while lower-level administrative roles have performance bonuses capped at 20-30%.

This differentiated approach is intended to ensure that the most skilled professionals in the healthcare field are adequately compensated, addressing the longstanding issue of brain drain, where qualified Libyan doctors and healthcare professionals seek employment abroad due to insufficient local compensation.

Doctors, Pharmacists, Laboratory Researchers, Higher Nursing, and Equivalent

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
8	Medical Technologist, Laboratory Researcher, Pharmacist	2,283	30	2,313	2,343	2,373	2,403	2,433	2,463	2,493	2,523	2,553	2,583
9	Third physician (physician, laboratory researcher, nurse specialist)	2,433	40	2,473	2,513	2,553	2,593	2,633	2,673	2,713	2,753	2,793	2,833
10	Second doctor (doctor, laboratory researcher, nursing specialist)	2,633	40	2,673	2,713	2,753	2,793	2,833	2,873	2,913	2,953	2,993	3,033
11	Senior Physician (Physician, Laboratory Researcher, Nursing Specialist)	2,873	40	2,913	2,953	2,993	3,033	3,073	3,113	3,153	3,193	3,233	3,273
12	Second Specialist (by specialty)	3,113	40	3,153	3,193	3,233	3,273	3,313	3,353	3,393	3,433	3,473	3,513
13	Senior Specialist (depending on specialisation)	3,353	50	3,403	3,453	3,503	3,553	3,603	3,653	3,703	3,753	3,803	3,853
14	Consultant (by specialty)	3,653	50	3,703	3,753	3,803	3,853	3,903	3,953	4,003	4,053	4,103	4,153
15		3,953	50	4,003	4,053	4,103	4,153	4,203	4,253	4,303	4,353	4,403	4,453
16		4,320	50	4,370	4,420	4,470	4,520	4,570	4,620	4,670	4,720	4,770	4,820

Allied Medical Professions and Equivalent

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
5	Health Assistant	1,618	23	1,641	1,664	1,687	1,710	1,733	1,756	1,779	1,802	1,825	1,848
6	Third health technician (physiotherapy, radiology, laboratories, nursing, nutrition, dental technician)	1,733	23	1,756	1,779	1,802	1,825	1,848	1,871	1,894	1,917	1,940	1,963
7	Second Health Technician (Physiotherapy, Radiology, Laboratories, Nursing, Nutrition, Dental Technician)	1,849	26	1,875	1,901	1,927	1,953	1,979	2,005	2,031	2,057	2,083	2,109
8	Senior Health Technician (Physiotherapy, Radiology, Laboratories, Nursing, Nutrition, Dental Technician)	1,979	26	2,005	2,031	2,057	2,083	2,109	2,135	2,161	2,187	2,213	2,239
9		2,109	35	2,143	2,178	2,213	2,248	2,283	2,318	2,353	2,388	2,423	2,458
10		2,282	35	2,317	2,352	2,387	2,422	2,457	2,492	2,527	2,562	2,597	2,632
11		2,490	35	2,525	2,560	2,595	2,630	2,665	2,700	2,735	2,770	2,805	2,840
12		2,698	35	2,733	2,768	2,803	2,838	2,873	2,908	2,943	2,978	3,013	3,048
13		2,906	43	2,949	2,992	3,035	3,078	3,121	3,164	3,207	3,250	3,293	3,336
14		3,166	43	3,209	3,252	3,295	3,338	3,381	3,424	3,467	3,510	3,553	3,596
15		3,426	43	3,469	3,512	3,555	3,598	3,641	3,684	3,727	3,770	3,813	3,856
16		3,744	43	3,787	3,830	3,873	3,916	3,959	4,002	4,045	4,088	4,131	4,174

Administrative – Service

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,200	13	1,213	1,226	1,239	1,252	1,265	1,278	1,291	1,304	1,317	1,330
2	1,267	13	1,280	1,293	1,306	1,319	1,332	1,345	1,358	1,371	1,384	1,397
3	1,333	16	1,349	1,365	1,381	1,397	1,413	1,429	1,445	1,461	1,477	1,493
4	1,413	16	1,429	1,445	1,461	1,477	1,493	1,509	1,525	1,541	1,557	1,573
5	1,493	21	1,515	1,536	1,557	1,578	1,599	1,620	1,641	1,662	1,683	1,704
6	1,600	21	1,621	1,642	1,663	1,684	1,705	1,726	1,747	1,768	1,789	1,810
7	1,706	24	1,730	1,754	1,778	1,802	1,826	1,850	1,874	1,898	1,922	1,946
8	1,826	24	1,850	1,874	1,898	1,922	1,946	1,970	1,994	2,018	2,042	2,066
9	1,946	32	1,978	2,010	2,042	2,074	2,106	2,138	2,170	2,202	2,234	2,266
10	2,106	32	2,138	2,170	2,202	2,234	2,266	2,298	2,330	2,362	2,394	2,426
11	2,298	32	2,330	2,362	2,394	2,426	2,458	2,490	2,522	2,554	2,586	2,618
12	2,490	32	2,522	2,554	2,586	2,618	2,650	2,682	2,714	2,746	2,778	2,810
13	2,682	40	2,722	2,762	2,802	2,842	2,882	2,922	2,962	3,002	3,042	3,082
14	2,922	40	2,962	3,002	3,042	3,082	3,122	3,162	3,202	3,242	3,282	3,322
15	3,162	40	3,202	3,242	3,282	3,322	3,362	3,402	3,442	3,482	3,522	3,562
16	3,456	40	3,496	3,536	3,576	3,616	3,656	3,696	3,736	3,776	3,816	3,856

Military, Police, and Security Services Salaries in Libya

Security remains a critical concern for Libya, and Law No. 18 of 2023 recognises the importance of adequately compensating personnel in the military, police, and security services. These sectors are highly stratified, with officers, enlisted personnel, and civil servants each receiving different levels of compensation based on their rank and responsibilities. Officers, particularly those with university qualifications, enjoy a higher starting salary and a performance bonus of up to 25%. Non-officer personnel receive lower bonuses, reflecting the hierarchical nature of the security services.

The inclusion of these detailed provisions aims to ensure that the military and police services remain attractive career options for qualified Libyan nationals, thereby strengthening national security and stability.

Officer – Civil Servant with a University Qualification or Equivalent

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
7	Second Lieutenant	1,778	25	1,803	1,828	1,853	1,878	1,903	1,928	1,953	1,978	2,003	2,028
8	First Lieutenant	1,903	25	1,928	1,953	1,978	2,003	2,028	2,053	2,078	2,103	2,128	2,153
9	captain	2,028	33	2,061	2,094	2,127	2,160	2,193	2,226	2,259	2,292	2,325	2,358
10	forerunner	2,194	33	2,228	2,261	2,294	2,327	2,360	2,393	2,426	2,459	2,492	2,525
11	presenter	2,394	33	2,428	2,461	2,494	2,527	2,560	2,593	2,626	2,659	2,692	2,725
12	Colonel	2,594	33	2,628	2,661	2,694	2,727	2,760	2,793	2,826	2,859	2,892	2,925
13	dean	2,794	42	2,836	2,878	2,920	2,962	3,004	3,046	3,088	3,130	3,172	3,214
14	brigade	3,044	42	3,086	3,128	3,170	3,212	3,254	3,296	3,338	3,380	3,422	3,464
15		3,294	42	3,336	3,378	3,420	3,462	3,504	3,546	3,588	3,630	3,672	3,714
16		3,600	42	3,641	3,683	3,725	3,767	3,809	3,851	3,893	3,935	3,977	4,019

Personnel

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
1	A gun	1,150	13	1,163	1,176	1,189	1,202	1,215	1,228	1,241	1,254	1,267	1,280
2	Deputy corporal	1,214	13	1,227	1,240	1,253	1,266	1,279	1,292	1,305	1,318	1,331	1,344
3	sergeant	1,278	15	1,293	1,308	1,323	1,338	1,353	1,368	1,383	1,398	1,413	1,428
4	Second Sergeant	1,354	15	1,370	1,385	1,400	1,415	1,430	1,445	1,460	1,475	1,490	1,505
5	Chief Staff Sergeant	1,431	20	1,451	1,471	1,491	1,511	1,531	1,551	1,571	1,591	1,611	1,631
6	Chief Sergeant	1,533	20	1,554	1,574	1,594	1,614	1,634	1,654	1,674	1,694	1,714	1,734
7	Second Assistant Officer	1,635	23	1,658	1,681	1,704	1,727	1,750	1,773	1,796	1,819	1,842	1,865
8	First Assistant Officer	1,750	23	1,773	1,796	1,819	1,842	1,865	1,888	1,911	1,934	1,957	1,980
9	Assistant Officer	1,865	31	1,896	1,927	1,958	1,989	2,020	2,051	2,082	2,113	2,144	2,175
10	Deputy Code of Secondary	2,019	31	2,049	2,080	2,111	2,142	2,173	2,204	2,235	2,266	2,297	2,328
11	First Deputy Officer	2,203	31	2,233	2,264	2,295	2,326	2,357	2,388	2,419	2,450	2,481	2,512
12	Deputy Officer	2,387	31	2,417	2,448	2,479	2,510	2,541	2,572	2,603	2,634	2,665	2,696

Municipal Guard, Customs, and Administrative Employees Salaries in Libya

Law No. 18 of 2023 provides a detailed breakdown of salaries for municipal guards, customs officers, and administrative employees in these sectors. Similar to other security-related roles, personnel in these areas are compensated based on their rank and qualifications, with officers and civil servants receiving higher salaries and bonuses compared to lower-ranking personnel.

Officer – Civil Servant with a University Qualification or Equivalent

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
7	Second Lieutenant	1,778	25	1,803	1,828	1,853	1,878	1,903	1,928	1,953	1,978	2,003	2,028
8	First Lieutenant	1,903	25	1,928	1,953	1,978	2,003	2,028	2,053	2,078	2,103	2,128	2,153
9	captain	2,028	33	2,061	2,094	2,127	2,160	2,193	2,226	2,259	2,292	2,325	2,358
10	forerunner	2,194	33	2,228	2,261	2,294	2,327	2,360	2,393	2,426	2,459	2,492	2,525
11	presenter	2,394	33	2,428	2,461	2,494	2,527	2,560	2,593	2,626	2,659	2,692	2,725
12	Colonel	2,594	33	2,628	2,661	2,694	2,727	2,760	2,793	2,826	2,859	2,892	2,925
13	Brigadier General	2,794	42	2,836	2,878	2,920	2,962	3,004	3,046	3,088	3,130	3,172	3,214
14	brigade	3,044	42	3,086	3,128	3,170	3,212	3,254	3,296	3,338	3,380	3,422	3,464
15		3,294	42	3,336	3,378	3,420	3,462	3,504	3,546	3,588	3,630	3,672	3,714
16		3,600	42	3,641	3,683	3,725	3,767	3,809	3,851	3,893	3,935	3,977	4,019

Personnel

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
1	A gun	1,150	13	1,163	1,176	1,189	1,202	1,215	1,228	1,241	1,254	1,267	1,280
2	Deputy corporal	1,214	13	1,227	1,240	1,253	1,266	1,279	1,292	1,305	1,318	1,331	1,344
3	corporal	1,278	15	1,293	1,308	1,323	1,338	1,353	1,368	1,383	1,398	1,413	1,428
4	Chief Staff Sergeant	1,354	15	1,370	1,385	1,400	1,415	1,430	1,445	1,460	1,475	1,490	1,505
5	Chief Sergeant	1,431	20	1,451	1,471	1,491	1,511	1,531	1,551	1,571	1,591	1,611	1,631
6	First Assistant Officer	1,533	20	1,554	1,574	1,594	1,614	1,634	1,654	1,674	1,694	1,714	1,734
7	Assistant Officer	1,635	23	1,658	1,681	1,704	1,727	1,750	1,773	1,796	1,819	1,842	1,865
8	Deputy Officer	1,750	23	1,773	1,796	1,819	1,842	1,865	1,888	1,911	1,934	1,957	1,980
9		1,865	31	1,896	1,927	1,958	1,989	2,020	2,051	2,082	2,113	2,144	2,175
10		2,019	31	2,049	2,080	2,111	2,142	2,173	2,204	2,235	2,266	2,297	2,328
11		2,203	31	2,233	2,264	2,295	2,326	2,357	2,388	2,419	2,450	2,481	2,512
12		2,387	31	2,417	2,448	2,479	2,510	2,541	2,572	2,603	2,634	2,665	2,696

Armed Forces Salaries in Libya

Given the strategic importance of the armed forces in Libya’s national security framework, Law No. 18 of 2023 provides a comprehensive salary structure for military personnel. This structure takes into account rank, qualifications, and years of service, with officers and university-educated personnel receiving higher compensation than enlisted personnel and non-commissioned officers.

Officer – Civil Servant with a University Qualification or Equivalent

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
7	Second Lieutenant	1,849	26	1,875	1,901	1,927	1,953	1,979	2,005	2,031	2,057	2,083	2,109
8	First Lieutenant	1,979	26	2,005	2,031	2,057	2,083	2,109	2,135	2,161	2,187	2,213	2,239
9	captain	2,109	35	2,143	2,178	2,213	2,248	2,283	2,318	2,353	2,388	2,423	2,458
10	forerunner	2,282	35	2,317	2,352	2,387	2,422	2,457	2,492	2,527	2,562	2,597	2,632
11	presenter	2,490	35	2,525	2,560	2,595	2,630	2,665	2,700	2,735	2,770	2,805	2,840
12	Colonel	2,698	35	2,733	2,768	2,803	2,838	2,873	2,908	2,943	2,978	3,013	3,048
13	dean	2,906	43	2,949	2,992	3,035	3,078	3,121	3,164	3,207	3,250	3,293	3,336
14	brigade	3,166	43	3,209	3,252	3,295	3,338	3,381	3,424	3,467	3,510	3,553	3,596
15	team	3,426	43	3,469	3,512	3,555	3,598	3,641	3,684	3,727	3,770	3,813	3,856
16	General	3,744	43	3,787	3,830	3,873	3,916	3,959	4,002	4,045	4,088	4,131	4,174

Soldiers & Personnel

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
1	soldier	1,200	13	1,213	1,226	1,239	1,252	1,265	1,278	1,291	1,304	1,317	1,330
2	First Soldier	1,267	13	1,280	1,293	1,306	1,319	1,332	1,345	1,358	1,371	1,384	1,397
3	Deputy corporal	1,333	16	1,349	1,365	1,381	1,397	1,413	1,429	1,445	1,461	1,477	1,493
4	corporal	1,413	16	1,429	1,445	1,461	1,477	1,493	1,509	1,525	1,541	1,557	1,573
5	Company Sergeant	1,493	21	1,515	1,536	1,557	1,578	1,599	1,620	1,641	1,662	1,683	1,704
6	Arafa Unit President	1,600	21	1,621	1,642	1,663	1,684	1,705	1,726	1,747	1,768	1,789	1,810
7		1,706	24	1,730	1,754	1,778	1,802	1,826	1,850	1,874	1,898	1,922	1,946
8		1,826	24	1,850	1,874	1,898	1,922	1,946	1,970	1,994	2,018	2,042	2,066
9		1,946	32	1,978	2,010	2,042	2,074	2,106	2,138	2,170	2,202	2,234	2,266
10		2,106	32	2,138	2,170	2,202	2,234	2,266	2,298	2,330	2,362	2,394	2,426
11		2,298	32	2,330	2,362	2,394	2,426	2,458	2,490	2,522	2,554	2,586	2,618
12		2,490	32	2,522	2,554	2,586	2,618	2,650	2,682	2,714	2,746	2,778	2,810

Aviation and Maritime Sectors Salaries in Libya

Recognising the critical role of aviation and maritime professionals in supporting Libya’s oil and gas industry, as well as the broader economy, Law No. 18 of 2023 introduces a specialised salary structure for technical jobs in these sectors. Employees working in technical aviation and maritime roles are eligible for performance bonuses of up to 25%, while administrative staff receive a lower bonus of 15%.

Technical Jobs

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,250	14	1,264	1,278	1,292	1,306	1,320	1,334	1,348	1,362	1,376	1,390
2	1,319	14	1,333	1,347	1,361	1,375	1,389	1,403	1,417	1,431	1,445	1,459
3	1,389	17	1,405	1,422	1,439	1,456	1,473	1,490	1,507	1,524	1,541	1,558
4	1,472	17	1,489	1,506	1,523	1,540	1,557	1,574	1,591	1,608	1,625	1,642
5	1,555	22	1,578	1,600	1,622	1,644	1,666	1,688	1,710	1,732	1,754	1,776
6	1,667	22	1,689	1,711	1,733	1,755	1,777	1,799	1,821	1,843	1,865	1,887
7	1,778	25	1,803	1,828	1,853	1,878	1,903	1,928	1,953	1,978	2,003	2,028
8	1,903	25	1,928	1,953	1,978	2,003	2,028	2,053	2,078	2,103	2,128	2,153
9	2,028	33	2,061	2,094	2,127	2,160	2,193	2,226	2,259	2,292	2,325	2,358
10	2,194	33	2,228	2,261	2,294	2,327	2,360	2,393	2,426	2,459	2,492	2,525
11	2,394	33	2,428	2,461	2,494	2,527	2,560	2,593	2,626	2,659	2,692	2,725
12	2,594	33	2,628	2,661	2,694	2,727	2,760	2,793	2,826	2,859	2,892	2,925
13	2,794	42	2,836	2,878	2,920	2,962	3,004	3,046	3,088	3,130	3,172	3,214
14	3,044	42	3,086	3,128	3,170	3,212	3,254	3,296	3,338	3,380	3,422	3,464
15	3,294	42	3,336	3,378	3,420	3,462	3,504	3,546	3,588	3,630	3,672	3,714
16	3,600	42	3,641	3,683	3,725	3,767	3,809	3,851	3,893	3,935	3,977	4,019

General

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,150	13	1,163	1,176	1,189	1,202	1,215	1,228	1,241	1,254	1,267	1,280
2	1,214	13	1,227	1,240	1,253	1,266	1,279	1,292	1,305	1,318	1,331	1,344
3	1,278	15	1,293	1,308	1,323	1,338	1,353	1,368	1,383	1,398	1,413	1,428
4	1,354	15	1,370	1,385	1,400	1,415	1,430	1,445	1,460	1,475	1,490	1,505
5	1,431	20	1,451	1,471	1,491	1,511	1,531	1,551	1,571	1,591	1,611	1,631
6	1,533	20	1,554	1,574	1,594	1,614	1,634	1,654	1,674	1,694	1,714	1,734
7	1,635	23	1,658	1,581	1,704	1,727	1,750	1,773	1,796	1,819	1,842	1,865
8	1,750	23	1,773	1,796	1,819	1,842	1,865	1,888	1,911	1,934	1,957	1,980
9	1,865	31	1,896	1,927	1,958	1,989	2,020	2,051	2,082	2,113	2,144	2,175
10	2,019	31	2,049	2,080	2,111	2,142	2,173	2,204	2,235	2,266	2,297	2,328
11	2,203	31	2,233	2,264	2,295	2,326	2,357	2,388	2,419	2,450	2,481	2,512
12	2,387	31	2,417	2,448	2,479	2,510	2,541	2,572	2,603	2,634	2,665	2,696
13	2,571	38	2,609	2,647	2,685	2,723	2,761	2,799	2,837	2,875	2,913	2,951
14	2,801	38	2,839	2,877	2,915	2,953	2,991	3,029	3,067	3,105	3,143	3,181
15	3,031	38	3,069	3,107	3,145	3,183	3,221	3,259	3,297	3,335	3,373	3,411
16	3,312	38	3,350	3,388	3,426	3,464	3,502	3,540	3,578	3,616	3,654	3,692

Planning, Finance, and Regulatory Bodies Salaries in Libya

Law No. 18 of 2023 also covers employees working in Libya’s planning and finance sectors, as well as those employed by regulatory bodies responsible for oversight, investigation, and governance. These employees are critical to the effective functioning of Libya’s public institutions, and the law ensures they are compensated accordingly.

General

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,300	14	1,314	1,328	1,342	1,356	1,370	1,384	1,398	1,412	1,426	1,440
2	1,372	14	1,387	1,401	1,415	1,429	1,443	1,457	1,471	1,485	1,499	1,513
3	1,444	17	1,462	1,479	1,496	1,513	1,530	1,547	1,564	1,581	1,598	1,815
4	1,531	17	1,548	1,565	1,582	1,599	1,616	1,633	1,650	1,667	1,684	1,701
5	1,618	23	1,641	1,664	1,687	1,710	1,733	1,756	1,779	1,802	1,825	1,848
6	1,733	23	1,756	1,779	1,802	1,825	1,848	1,871	1,894	1,917	1,940	1,963
7	1,849	26	1,875	1,901	1,927	1,953	1,979	2,005	2,031	2,057	2,083	2,109
8	1,979	26	2,005	2,031	2,057	2,083	2,109	2,135	2,161	2,187	2,213	2,239
9	2,109	35	2,143	2,178	2,213	2,248	2,283	2,318	2,353	2,388	2,423	2,458
10	2,282	35	2,317	2,352	2,387	2,422	2,457	2,492	2,527	2,562	2,597	2,632
11	2,490	35	2,525	2,560	2,595	2,630	2,665	2,700	2,735	2,770	2,805	2,840
12	2,698	35	2,733	2,768	2,803	2,838	2,873	2,908	2,943	2,978	3,013	3,048
13	2,906	43	2,949	2,992	3,035	3,078	3,121	3,164	3,207	3,250	3,293	3,336
14	3,166	43	3,209	3,252	3,295	3,338	3,381	3,424	3,467	3,510	3,553	3,596
15	3,426	43	3,469	3,512	3,555	3,598	3,641	3,684	3,727	3,770	3,813	3,856
16	3,744	43	3,787	3,830	3,873	3,916	3,959	4,002	4,045	4,088	4,131	4,174

Investigator, Inspector, and Oversight Member

Grade	Profile	Tied Grade	Annual bonus	Annual increase
				1	2	3	4	5	6	7	8	9	10
8	Auxiliary investigation	2,283	30	2,313	2,343	2,373	2,403	2,433	2,463	2,493	2,523	2,553	2,583
9	Fourth-degree investigation, follow-up member, censorship	2,433	40	2,473	2,513	2,553	2,593	2,633	2,673	2,713	2,753	2,793	2,833
10	Third-degree investigation, follow-up member, censorship	2,633	40	2,673	2,713	2,753	2,793	2,833	2,873	2,913	2,953	2,993	3,033
11	Second-Class Investigation, Follow-up Member, Censorship	2,873	40	2,913	2,953	2,993	3,033	3,073	3,113	3,153	3,193	3,233	3,273
12	First-class investigation, follow-up member, censorship	3,113	40	3,153	3,193	3,233	3,273	3,313	3,353	3,393	3,433	3,473	3,513
13	Second observer	3,353	50	3,403	3,453	3,503	3,553	3,603	3,653	3,703	3,753	3,803	3,853
14	Senior Controller	3,653	50	3,703	3,753	3,803	3,853	3,903	3,953	4,003	4,053	4,103	4,153
15	Senior Controller, Assistant Undersecretary	3,953	50	4,003	4,053	4,103	4,153	4,203	4,253	4,303	4,353	4,403	4,453
16	Agent	4,320	50	4,370	4,420	4,470	4,520	4,570	4,620	4,670	4,720	4,770	4,820

Cabinet Office and Judicial Bodies Salaries in Libya

Law No. 18 of 2023 further outlines compensation for employees working within the Cabinet Office and judicial bodies, reflecting the importance of these institutions in Libya’s government structure. Employees in these roles are eligible for performance bonuses ranging from 20-30%, depending on their rank and responsibilities.

Administrative and Service

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,200	13	1,213	1,226	1,239	1,252	1,265	1,278	1,291	1,304	1,317	1,330
2	1,267	13	1,280	1,293	1,306	1,319	1,332	1,345	1,358	1,371	1,384	1,397
3	1,333	16	1,349	1,365	1,381	1,397	1,413	1,429	1,445	1.461	1,477	1.493
4	1,413	16	1,429	1,445	1,461	1,477	1,493	1,509	1,525	1,541	1,557	1,573
5	1,493	21	1,515	1,536	1,557	1,578	1,599	1,620	1,641	1,662	1,683	1,704
6	1,600	21	1,621	1,642	1,663	1,684	1,705	1,726	1,747	1,768	1,789	1,810
7	1,706	24	1,730	1,754	1,778	1,802	1,826	1,850	1,874	1,898	1,922	1,946
8	1,826	24	1,850	1,874	1,898	1,922	1,946	1,970	1,994	2,018	2,042	2,066
9	1,946	32	1,978	2,010	2,042	2,074	2,106	2,138	2,170	2,202	2,234	2,266
10	2,106	32	2,138	2,170	2,202	2,234	2,266	2,298	2,330	2,362	2,394	2,426
11	2,298	32	2,330	2,362	2,394	2,426	2,458	2,490	2,522	2,554	2,586	2,618
12	2,490	32	2,522	2,554	2,586	2,618	2,650	2,682	2,714	2,746	2,778	2,810
13	2,682	40	2,722	2,762	2,802	2,842	2,882	2,922	2,962	3,002	3,042	3,082
14	2,922	40	2,962	3,002	3,042	3,082	3,122	3,162	3,202	3,242	3,282	3,322
15	3,162	40	3,202	3,242	3,282	3,322	3,362	3,402	3,442	3,482	3,522	3,562
16	3,456	40	3,496	3,536	3,576	3,616	3,656	3,696	3,736	3,776	3,816	3,856

National Planning Council, Public Liberties and Human Rights

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,300	14	1,314	1,328	1,342	1,356	1,370	1,384	1,398	1,412	1,426	1,440
2	1,372	14	1,387	1,401	1,415	1,429	1,443	1,457	1,471	1,485	1,499	1,513
3	1,444	17	1,462	1,479	1,496	1,513	1,530	1,547	1,564	1,581	1,598	1,615
4	1,531	17	1,548	1,565	1,582	1,599	1,616	1,633	1,650	1,667	1,684	1,701
5	1,618	23	1,641	1,664	1,687	1,710	1,733	1,756	1,779	1,802	1,825	1,848
6	1,733	23	1,756	1,779	1,802	1,825	1,848	1,871	1,894	1,917	1,940	1,963
7	1,849	26	1,875	1,901	1,927	1,953	1,979	2,005	2,031	2,057	2,083	2,109
8	1,979	26	2,005	2,031	2,057	2,083	2,109	2,135	2,161	2,187	2,213	2,239
9	2,109	35	2,143	2,178	2,213	2,248	2,283	2,318	2,353	2,388	2,423	2,458
10	2,282	35	2,317	2,352	2,387	2,422	2,457	2,492	2,527	2,562	2,597	2,632
11	2,490	35	2,525	2,560	2,595	2,630	2,665	2,700	2,735	2,770	2,805	2,840
12	2,698	35	2,733	2,768	2,803	2,838	2,873	2,908	2,943	2,978	3,013	3,048
13	2,906	43	2,949	2,992	3,035	3,078	3,121	3,164	3,207	3,250	3,293	3,336
14	3,166	43	3,209	3,252	3,295	3,338	3,381	3,424	3,467	3,510	3,553	3,596
15	3,426	43	3,469	3,512	3,555	3,598	3,641	3,684	3,727	3,770	3,813	3,856
16	3,744	43	3,787	3,830	3,873	3,916	3,959	4,002	4,045	4,088	4,131	4,174

Cabinet Office

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,300	14	1,314	1,328	1,342	1,356	1,370	1,384	1,398	1,412	1,426	1,440
2	1,372	14	1,387	1,401	1,415	1,429	1,443	1,457	1,471	1,485	1,499	1,513
3	1,444	17	1,462	1,479	1,496	1,513	1,530	1,547	1,564	1,581	1,598	1,615
4	1,531	17	1,548	1,565	1,582	1,599	1,616	1,633	1,650	1,667	1,684	1,701
5	1,618	23	1,641	1,664	1,687	1,710	1,733	1,756	1,779	1,802	1,825	1,848
6	1,733	23	1,756	1,779	1,802	1,825	1,848	1,871	1,894	1,917	1,940	1,963
7	1,849	26	1,875	1,901	1,927	1,953	1,979	2,005	2,031	2,057	2,083	2,109
8	1,979	26	2,005	2,031	2,057	2,083	2,109	2,135	2,161	2,187	2,213	2,239
9	2,109	35	2,143	2,178	2,213	2,248	2,283	2,318	2,353	2,388	2,423	2,458
10	2,282	35	2,317	2,352	2,387	2,422	2,457	2,492	2,527	2,562	2,597	2,632
11	2,490	35	2,525	2,560	2,595	2,630	2,665	2,700	2,735	2,770	2,805	2,840
12	2,698	35	2,733	2,768	2,803	2,838	2,873	2,908	2,943	2,978	3,013	3,048
13	2,906	43	2,949	2,992	3,035	3,078	3,121	3,164	3,207	3,250	3,293	3,336
14	3,166	43	3,209	3,252	3,295	3,338	3,381	3,424	3,467	3,510	3,553	3,596
15	3,426	43	3,469	3,512	3,555	3,598	3,641	3,684	3,727	3,770	3,813	3,856
16	3,744	43	3,787	3,830	3,873	3,916	3,959	4,002	4,045	4,088	4,131	4,174

Administrative Staff in Judicial Bodies

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,300	14	1,314	1,328	1,342	1,356	1,370	1,384	1,398	1,412	1,426	1,440
2	1,372	14	1,387	1,401	1,415	1,429	1,443	1,457	1,471	1,485	1,499	1,513
3	1,444	17	1,462	1,479	1,496	1,513	1,530	1,547	1,564	1,581	1,598	1,615
4	1,531	17	1,548	1,565	1,582	1,599	1,616	1,633	1,650	1,667	1,684	1,701
5	1,618	23	1,641	1,664	1,687	1,710	1,733	1,756	1,779	1,802	1,825	1,848
6	1,733	23	1,756	1,779	1,802	1,825	1,848	1,871	1,894	1,917	1,940	1,963
7	1,849	26	1,875	1,901	1,927	1,953	1,979	2,005	2,031	2,057	2,083	2,109
8	1,979	26	2,005	2,031	2,057	2,083	2,109	2,135	2,161	2,187	2,213	2,239
9	2,109	35	2,143	2,178	2,213	2,248	2,283	2,318	2,353	2,388	2,423	2,458
10	2,282	35	2,317	2,352	2,387	2,422	2,457	2,492	2,527	2,562	2,597	2,632
11	2,490	35	2,525	2,560	2,595	2,630	2,665	2,700	2,735	2,770	2,805	2,840
12	2,698	35	2,733	2,768	2,803	2,838	2,873	2,908	2,943	2,978	3,013	3,048
13	2,906	43	2,949	2,992	3,035	3,078	3,121	3,164	3,207	3,250	3,293	3,336
14	3,166	43	3,209	3,252	3,295	3,338	3,381	3,424	3,467	3,510	3,553	3,596
15	3,426	43	3,469	3,512	3,555	3,598	3,641	3,684	3,727	3,770	3,813	3,856
16	3,744	43	3,787	3,830	3,873	3,916	3,959	4,002	4,045	4,088	4,131	4,174

Oil and Gas Sector Salaries in Libya

Perhaps one of the most important sectors addressed by Law No. 18 of 2023 is the oil and gas industry, which is central to Libya’s economy. Employees in this sector are eligible for performance bonuses of up to 50%, making it one of the most highly compensated sectors in the country. This reflects both the strategic importance of the oil and gas industry and the high-risk, high-reward nature of the work.

General

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,500	17	1,517	1,534	1,551	1,568	1,585	1,602	1,619	1,636	1,653	1,670
2	1,583	17	1,600	1,617	1,634	1,651	1,668	1,685	1,702	1,719	1,736	1,753
3	1,667	20	1,686	1,706	1,726	1,746	1,766	1,786	1,806	1,826	1,846	1,866
4	1,766	20	1,786	1,806	1,826	1,846	1,866	1,886	1,906	1,926	1,946	1,966
5	1,886	27	1,893	1,920	1,947	1,974	2,001	2,028	2,055	2,082	2,109	2,136
6	2,000	27	2,026	2,053	2,080	2,107	2,134	2,161	2,188	2,215	2,242	2,269
7	2,133	30	2,163	2,193	2,223	2,253	2,283	2,313	2,343	2,373	2,403	2,433
8	2,283	30	2,313	2,343	2,373	2,403	2,433	2,463	2,493	2,523	2,553	2,583
9	2,433	40	2,473	2,513	2,553	2,593	2,633	2,673	2,713	2,753	2,793	2,833
10	2,633	40	2,673	2,713	2,753	2,793	2,833	2,873	2,913	2,953	2,993	3,033
11	2,873	40	2,913	2,953	2,993	3,033	3,073	3,113	3,153	3,193	3,233	3,273
12	3,113	40	3,153	3,193	3,233	3,273	3,313	3,353	3,393	3,433	3,473	3,513
13	3,353	50	3,403	3,453	3,503	3,553	3,603	3,653	3,703	3,753	3,803	3,853
14	3,653	50	3,703	3,753	3,803	3,853	3,903	3,953	4,003	4,053	4,103	4,153
15	3,953	50	4,003	4,053	4,103	4,153	4,203	4,253	4,303	4,353	4,403	4,453
16	4,320	50	4,370	4,420	4,470	4,520	4,570	4,620	4,670	4,720	4,770	4,820

General Salaries for Employees Not Covered by Specific Tables

In addition to the sector-specific salary structures, Law No. 18 of 2023 also provides a general salary scale for employees who do not fall under any of the specified categories. These employees are typically lower-ranking staff who are not accommodated in the staffing tables of more specialised sectors. Performance bonuses for these employees are capped at 10%.

General

Grade	Tied Grade	Annual bonus	Annual increase
			1	2	3	4	5	6	7	8	9	10
1	1,100	12	1,112	1,124	1,136	1,148	1,160	1,172	1,184	1,196	1,208	1,220
2	1,161	12	1,173	1,185	1,197	1,209	1,221	1,233	1,245	1,257	1,269	1,281
3	1,222	15	1,237	1,252	1,267	1,282	1,297	1,312	1,327	1,342	1,357	1,372
4	1,295	15	1,310	1,325	1,340	1,355	1,370	1,385	1,400	1,415	1,430	1,445
5	1,369	20	1,388	1,408	1,428	1,448	1,468	1,488	1,508	1,528	1,548	1,568
6	1,467	20	1,486	1,506	1,526	1,546	1,566	1,586	1,606	1,626	1,646	1,666
7	1,564	22	1,586	1,608	1,630	1,652	1,674	1,696	1,718	1,740	1,762	1,784
8	1,674	22	1,696	1,718	1,740	1,762	1,784	1,806	1,828	1,850	1,872	1,894
9	1,784	29	1,814	1,843	1,872	1,901	1,930	1,959	1,988	2,017	2,046	2,075
10	1,931	29	1,960	1,989	2,018	2,047	2,076	2,105	2,134	2,163	2,192	2,221
11	2,107	29	2,136	2,165	2,194	2,223	2,252	2,281	2,310	2,339	2,368	2,397
12	2,283	29	2,312	2,341	2,370	2,399	2,428	2,457	2,486	2,515	2,544	2,573
13	2,459	37	2,496	2,533	2,570	2,607	2,644	2,681	2,718	2,755	2,792	2,829
14	2,679	37	2,716	2,753	2,790	2,827	2,864	2,901	2,938	2,975	3,012	3,049
15	2,899	37	2,935	2,972	3,009	3,046	3,083	3,120	3,157	3,194	3,231	3,268
16	3,168	37	3,204	3,241	3,278	3,315	3,352	3,389	3,426	3,463	3,500	3,537

Law No. 18 of 2023: A Strategic Overhaul of Public Sector Salaries in Libya

Law No. 18 of 2023 marks a significant reform in Libya’s public sector compensation framework, addressing long-standing challenges in fairness, transparency, and efficiency. The law’s provisions represent a crucial step toward aligning public sector compensation with global best practices while addressing the unique needs of Libya’s workforce.

Below is a more detailed breakdown of the law’s strategic implications:

1. Fairness and Transparency in Salary Structures

• Standardisation: Salaries are now uniform across sectors, based on job grades and qualifications, ensuring predictable pay progression and reducing wage disparities.
• Sector Clarity: Detailed salary tables for education, healthcare, security, and other sectors promote transparency, enhancing trust between employees and the government.

2. Performance-Based Pay: Motivating Efficiency

• Incentivising Excellence: Bonuses tied to individual and sector performance—ranging from 10% to 50%—motivate employees to meet benchmarks, fostering a competitive, results-oriented public workforce.
• Creating Accountability: Linking compensation to performance enhances professionalism, driving employees to continuously improve and uphold high standards.

3. Tailored Compensation for Strategic Sectors

• Education, Healthcare, and Oil & Gas: Key sectors benefit from custom salary structures, with healthcare and oil professionals earning up to 50% performance bonuses. This incentivises retention of talent crucial to national development.
• Security and Armed Forces: Security personnel receive structured salary increases and performance bonuses of up to 30%, ensuring competitive pay in roles critical to national stability.

4. Retaining and Attracting Talent

• Mitigating Brain Drain: Competitive salaries and performance bonuses reduce the outflow of highly skilled professionals, especially in education, healthcare, and oil sectors.
• Global Competitiveness: The law makes public sector employment financially attractive, allowing Libya to compete for talent in the global labor market.

5. Institutional Strengthening and Employee Morale

• Improving Morale: Clear paths for salary progression based on performance improve employee satisfaction, reducing arbitrary pay practices and promoting long-term commitment.
• Enhancing Public Services: Institutions can now attract, retain, and motivate qualified employees, driving efficiency and better public service delivery.

6. Governance and Dispute Resolution

• Grievance Mechanisms: Employees can raise salary disputes through structured procedures, ensuring fairness and safeguarding rights. This promotes integrity and trust in the compensation system.
• Oversight: Clear institutional oversight ensures that salaries are administered transparently and funds managed effectively.

7. Supporting Economic Stability and Growth

• Aligning with National Goals: The framework supports national economic goals by motivating employees to contribute to efficiency, job creation, and long-term growth.
• Fiscal Responsibility: The system balances competitive compensation with the public treasury’s capacity, ensuring economic sustainability.

This comprehensive reform strengthens Libya’s public sector, ensuring fair, transparent, and merit-based compensation across all sectors critical to national development.