Hire in Tunisia
Begin your journey into human resources best practices and recruitment in Tunisia with the following insights.
Tunisian Currency
Tunisian Dinar (TND)
The Capital of Tunisia
Tunis
Time Zone in Tunisia
GMT+1
Important Facts About the Country of Tunisia
Introduction to Tunisia
Tunisia, officially known as the Republic of Tunisia, holds the distinction of being Africa’s northernmost country, with a population of 12.1 million. Geographically, it features Cape Angela, the continent’s northernmost point, and its capital, Tunis, positioned along the northeast coast, serves as the nation’s namesake. Tunisia gained independence in 1956 after the French conquest in 1881.
What to Know about Tunisia’s Geography
Situated midway between the Atlantic Ocean and the Nile Delta, Tunisia shares borders with Algeria to the west and southwest, and Libya to the southeast. The Mediterranean Sea graces its northern and eastern shores. Encompassing 163,610 square kilometers, Tunisia is renowned for its ancient architecture, vibrant souks, and picturesque blue coastlines.
Climate in Tunisia
Tunisia experiences a diverse climate influenced by its three distinct regions. In the northern mountainous area, the climate is Mediterranean, characterized by mild, rainy winters and hot, dry summers. Moving towards the southern Sahara Desert, the climate transitions to a hot, dry, and semiarid environment. The eastern coastal border features an arid steppe climate.
The Culture of Tunisia
Tunisia’s rich culture is a tapestry woven over 3,000 years, shaped by diverse influences from various civilizations. Phoenicians, Romans, Vandals, Byzantines, Arabs, Siculo-Normans, Turks, Italians, Maltese, and the French have each contributed to the cultural mosaic of Tunisia throughout its extensive history.
Religions Observed in Tunisia
Tunisia’s constitution officially recognizes Islam as the state religion, with over 98% of the population identifying as Muslims. The remaining approximately 2% follow Christianity or Judaism.
Languages Spoken in Tunisia
The primary language in Tunisia is Arabic, with most people using a form of Tunisian Arabic. Modern Standard Arabic is taught in schools. French holds importance in news reporting, education, and government, while English and Italian serve as secondary lingua francas to some extent.
Tunisian Human Resources at a Glance
Employment Law Protections in Tunisia
The Labor Code of 1966, most recently revised in 2017, serves as the key legislation overseeing employment relationships in Tunisia. This comprehensive code addresses various facets of employment, encompassing aspects such as working hours, holidays, wages, overtime, and leave entitlements. Moreover, sector-specific collective agreements, ministerial orders, and decrees contribute significantly to the regulation of employment relationships.
Employment Contracts in Tunisia
In Tunisia, employment contracts come in two forms: indefinite or limited duration. Although the Labor Code doesn’t mandate written contracts, it permits employment relationships to be established through various means. Nevertheless, it is strongly advisable to furnish employees with a written employment contract at the commencement of their tenure.
It’s crucial to highlight that fixed-term contracts must be documented in writing, with each party holding a copy.
Tunisia's Fixed Term Contract Terms
In Tunisia, employment contracts may be either open-ended or fixed-term, and they can involve part-time or full-time arrangements.
A fixed-term contract is allowed in the following cases:
- To fulfill tasks in the initial establishment or new assignments
- To address work resulting from an exceptional surge in demand
- The temporary substitution of an absent or suspended permanent employee
- Urgent repair and safety-related tasks
- Seasonal work or tasks not typically covered by permanent contracts
A fixed-term contract can also be established in other instances through mutual agreement, provided that the cumulative duration, including any extensions, does not surpass four years. If a fixed-term contract is extended beyond four years, it automatically transitions into an indefinite employment contract.
In terms of salary and additional benefits, employees under a fixed-term contract must not face discrimination compared to their permanent counterparts.
Pre-Employment Checks
Employers are permitted to seek criminal record information from employees, provided they obtain the employee’s prior consent. However, there are no legal constraints or mandates on pre-employment screening processes, including education and reference checks. Normally, a job applicant’s resume contains the requisite details concerning education and work experience. Employers may also request copies of diplomas or certificates of employment or internships as necessary.
Tunisia's Guidelines Regarding Probation Period/Trial Period
The duration of the probationary period is determined by either collective agreements or individual employment contracts. As per the Collective Framework Agreement, the maximum probation period is:
- Six months for execution employees
- Nine months for technicians
- One year for managers, supervisors, and executives
The probationary period may be extended once through mutual agreement.
Regulations and Rules Regarding Working Hours in Tunisia
The standard workweek comprises 48 hours, although certain sectors may adopt a 40-hour workweek. Employees are entitled to a minimum of 24 consecutive hours of rest within each seven-day period, typically falling on Friday, Saturday, or Sunday.
Tunisian Laws Regarding Overtime
The combined regular and overtime work hours per day are capped at 10 hours and, consequently, cannot exceed 60 hours weekly.
Extra compensation for overtime work must be provided at the following percentages in addition to the regular salary:
- For full-time employment spanning 48 hours per week, an additional 75% compensation is mandated.
- For full-time employment totaling fewer than 48 hours per week, a supplementary 25% is applicable for hours up to 48, and 50% thereafter.
- Part-time employment warrants a 50% increase in compensation for overtime hours.
Termination
Employers hold the right to terminate an employee based on grounds of serious misconduct, economic factors, or technological necessities. The law outlines specific instances of serious misconduct warranting dismissal, including intentional damage to company property, bribery, theft, and disclosure of trade secrets. The Labor Code mandates that the reason for dismissal be stated in written notice. Unfair dismissal occurs when not genuinely and seriously justified, entitling the employee to compensation beyond severance pay.
Employees are safeguarded against termination due to factors such as pregnancy, maternity leave, temporary work injury, illness, involvement in trade union activities, or military duties.
Tunisia's Requirements Regarding Notice Periods
To conclude an employment contract, a written notice of at least one month is obligatory for both parties. Extended notice periods may be agreed upon in contracts or collective bargaining agreements. Failure to provide adequate notice mandates payment of compensation equivalent to the notice period.
Particularly, notice periods for journalists, commercial travelers, and sales representatives range from one to three months. Employees have the liberty to actively pursue alternative employment during the latter half of their notice period, which is treated as work without wage or compensation reduction.
Severance Pay in Tunisia
Employees terminated after successfully completing their probationary period are eligible for severance pay, except in instances of dismissal for serious misconduct. The calculation for severance pay involves one day’s salary for each month of service, encompassing all bonuses and benefits. The maximum severance pay, regardless of the duration of employment, is capped at three months’ salary. Collective agreements may stipulate a higher amount. The employer is obligated to disburse the severance pay at the time of termination.
Post-Termination Restraints/Restrictive Covenants
Employers have the option to include non-competitive clauses in employment contracts, as long as these clauses are deemed reasonable, justified, and confined within specified time limits (typically up to two years) and geographical boundaries.
Data Protection
Tunisia’s data protection framework, led by the National Authority for the Protection of Personal Data (INPDP), is designed to align with the EU model. Employers are required to secure explicit written consent from employees before processing their personal data.
Tax and Social Security Information for Employers in Tunisia
Personal Income Tax in Tunisia
As a standard practice, employers must deduct income tax from employment income and submit it to the Tunisian tax authorities monthly.
Personal income tax is computed based on the following progressive rates:
| Annual Taxable Income (TND) | Tax Rate % |
|---|---|
| 0 – 5,000 | 0 |
| 5,001 – 20,000 | 26 |
| 20,001 – 30,000 | 28 |
| 30,001 – 50,000 | 32 |
| 50,001 and above | 35 |
Social Security in Tunisia
In Tunisia, individuals employed in the private sector fall under the coverage of the National Social Security Fund (CNSS). Employers bear the responsibility of enrolling their staff with CNSS within one month of their commencement of employment. Additionally, employers are obliged to deduct both employee and employer contributions to social security on a monthly basis, with quarterly submission to the relevant authorities.
Employers are mandated to contribute 16.57% of the employee’s monthly gross salary to CNSS, while employees are required to contribute 9.18%. Additionally, employers must contribute between 0.4% and 4.2% toward accident insurance. There is no salary cap imposed on CNSS contributions or accident insurance premiums. The following outlines the breakdown according to insurance categories.
| Category | Employee Contribution (%) | Employer Contribution (%) | Total |
|---|---|---|---|
| Old age, disability, survivors | 4.74 | 7.76 | 12.5 |
| Illness, maternity | 3.17 | 5.08 | 8.25 |
| Family Benefits | 0.89 | 2.21 | 3.10 |
| Social Security for Workers – State Special Fund | 0.38 | 1.52 | 1.90 |
| Employment injuries & occupational diseases | NA | Between 0.4% and 4% | Between 0.4% and 4% |
The aforementioned rates are provided as a general reference. Actual rates applied may vary.
Important Information for Tunisian Employees
Salary Payment
In Tunisia, employee salaries must be disbursed in the official currency, as stipulated by law or agreement. For hourly and daily workers, payment should occur at least weekly, whereas monthly employees are to be remunerated on a monthly schedule. Furthermore, it is not allowed to issue salary payments on the designated day of rest for employees.
Payslip
The employer must provide payslips to employees that include the following information:
- Employer’s name and address or business name of the establishment
- Social Security Fund contribution number of the employer
- Employee’s name and position
- Work period with the number of hours or days worked
- Breakdown of allowances and benefits, along with their respective amounts
- Total gross compensation owed to the worker
- Specification and amount of deductions from the gross pay
- Net take-home pay received by the employee
- Compensation payment date
Annual Leave
The duration of annual leave is determined by whether the employee is engaged in the agricultural sector or other sectors.
For those working in the agricultural sector, the leaves are as follows:
- Employees who have completed at least six months with the same employer are entitled to one working day per month for a maximum of 15 days (including 12 working days).
- For employees under the age of 18 years as of December 31 of each year, the entitlement is two working days per month for a maximum of 30 days (including 24 working days).
- For employees between the ages of 18 to 20 years as of December 31 of each year, the entitlement is 1.5 working days per month for a maximum of 22 days (including 18 working days).
For those working in non-agricultural sectors, the leaves are as follows:
- Employees who have completed at least one month with the same employer are entitled to one working day per month for a maximum of 15 days (including 12 working days).
- For employees under the age of 18 years as of December 31 of each year, the entitlement is two working days per month for a maximum of 30 days (including 24 working days).
- For employees between the ages of 18 to 20 years as of December 31 of each year, the entitlement is 1.5 working days per month for a maximum of 22 days (including 18 working days).
In these circumstances, one month of work is defined as 26 working days.
Sick Leave
The Labor Code does not specify the number of sick leave days. Employees are required to inform their employer within 48 hours of illness and must present a medical certificate. Social security covers the payment for sick leave.
Maternity & Parental Leave
Female employees have the right to 30 days of paid maternity leave. In cases of pregnancy-related illness or complications, an additional 15 days of leave are granted, supported by a medical certificate. Social security covers the payment for maternity leave.
Male employees are entitled to one day of paid paternity leave, to be taken within seven days of the child’s birth. The paternity leave is covered by social security.
Public Holidays
There are 12 national and religious holidays recognized in Tunisia. If employees are obligated to work on official holidays, they are entitled to compensation equivalent to 200% of their regular hourly wage.
Benefits to the Employee in Tunisia
Tunisian Statutory Benefits
These encompass annual leave, public holidays, sick leave, maternity leave, overtime pay, and paternity leave. Statutory benefits also encompass social security benefits.
Other Benefits
Common additional perks in Tunisia comprise performance-related bonuses, a private health insurance scheme, and similar benefits.
Rules Regarding Visas and Foreign Workers in Tunisia
General Information
Citizens from various countries, including the United States and European Union member states, can enter Tunisia without a visa for up to 90 days. However, individuals planning to stay beyond 90 days for business or conferences need to obtain a short-stay visa.
For those intending to engage in paid employment and stay longer than 90 days, a long-stay visa and residence permit are required upon arrival, even for citizens of visa-exempt countries. The residence permit is initially granted for a two-year period and can be renewed upon the expiration of the work contract, with renewals typically valid for up to five years.
Public Holidays Recognized by Tunisia in 2024
| Occasion | Date | |
|---|---|---|
| 1 | New Year’s Day | January 1 |
| 2 | Independence Day | March 20 |
| 3 | Martyrs’ Day | April 9 |
| 4 | Eid al-Fitr | April 10 |
| 5 | Eid al-Fitr Holiday | April 11 |
| 6 | Eid al-Fitr Holiday | April 12 |
| 7 | Labour Day | May 1 |
| 8 | Eid al-Adha | June 16 |
| 9 | Eid al-Adha Holiday | June 17 |
| 10 | Islamic New Year | July 7 |
| 11 | Republic Day | July 25 |
| 12 | Women’s Day | August 13 |
| 13 | Prophet Muhammad’s Birthday | September 15 |
| 14 | Evacuation Day | October 15 |
| 15 | Revolution and Youth Day | December 17 |
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