Tunisia is a north African country on the Mediterranean Sea. Mountainous in the North, Tunisia has hot, dry, semi-arid areas in the south, extending to the Sahara Desert. Berbers inhabited the area in ancient times, followed by the Romans, Muslims, and specifically, the Ottoman Empire. French colonization in the late 19th century led, eventually, to its independence in 1957, followed most recently by a revolution in 2011 which led to parliamentary elections and eventual vote for President in 2014. The major ethnic groups in Tunisia are the Arabs, Europeans, and Jews. Their official language is Arabic but two-thirds of the population also speak French. Tunisia’s economy, although struggling with the corruption endemic to many countries in the region, ranked as the least corrupt in North Africa according to Transparency International. The diversity ranges from agriculture, mining, and petroleum to manufacturing and tourism. Tunisia is famous for its beaches, good weather, and ‘affordable luxuries’ (New York Times) which attract millions of visitors a year.
In Tunisia, indefinite-term contracts are the standard form of employment agreement.
Fixed-term contracts not made in writing, those that do not state the term of the contract, or those that do not meet the requirements under law are assumed to be indefinite-term contracts. If an employee continues to provide services to an employer after a fixed-term contract ends, the contract is considered indefinite-term.
Tunisia's Labor Code does not explicitly prohibit the use of oral employment contracts. The employment relationship is proven by all means. However, fixed-term contracts must be concluded in writing and made in 2 copies: the employer keeps 1, and the other is issued to the employee.
Effective May 2025, Tunisia has prohibited the use of temporary work agencies and subcontracting of labor. Companies that previously relied on third-party temporary work agencies must now directly hire employees.
In Tunisia, probationary periods may not exceed 6 months and are renewable once for the same period. Employers and employees may terminate the employment contract during the probationary period in writing with 15 days' notice to the other party.
Tunisia's Labor Code sets a standard 48-hour workweek for most sectors and requires one weekly 24-hour rest period. The standard working hours may be reduced without going below a 40-hour week or an equivalent average established over a period of time other than a week (but not exceeding 1 year). In case of interruption of work, the law allows certain industries to increase the working duration to a maximum of 64 hours a week in order to take into account the loss of time resulting from the interruption.
Tunisia's Labor Code provides annual leave to all employees upon completion of at least 1 month of service. Employees over 21 are entitled to 1 day of leave per month for a total duration of 15 calendar days (12 working days) of annual leave.
The duration of annual leave for employees under 18 years of age is a total of 30 calendar days (24 working days) annually and accrues at the rate of 2 working days per month. The duration of annual leave for employees aged 18-21 years is a total of 21 calendar days (18 working days), accruing at the rate of 1.5 working days per month.
The amount of annual leave an employee is entitled to also increases with the employee's length of service by 1 additional day of leave for every 5 years of continuous service with the same employer, up to a maximum of 18 days. Employees are entitled to their regular wages and other benefits for the duration of their annual leave.
Tunisia's Labor Code does not specify the amount of paid sick leave to which an employee is entitled. Sick leave causes the employment contract to be suspended. Sick leave only constitutes a reason for termination if it is sufficiently serious or prolonged that the company's needs require the employer to replace the sick employee. Tunisia's social insurance fund provides sickness benefits to employees for up to 180 days a year after a 5-day waiting period. Two-thirds (66.7%) of the insured worker's average daily wage is paid for the first 3 years; 50% is paid for up to 180 days a year in each subsequent year. Benefits are paid every 2 weeks.
Female employees in Tunisia are entitled to 15 days of prenatal leave during the last month of their pregnancy and 3 months upon the child's birth and may request additional leave for up to 4 months at the end of the maternity leave. In the case of multiple births or the newborn is disabled, premature, or suffering from a medical condition, a female worker is entitled to an additional month. Leaves are granted upon the employee providing a medical certificate. Female employees are entitled to a leave of 1 month upon giving birth to a stillborn child.
Tunisia's Labor Code provides paternity leave to fathers upon their child's birth.
Private sector employees are entitled to 7 days of paternity leave or 10 days in the case of multiple births or if the newborn is disabled, premature, or suffering from a medical condition. The employee is entitled to 3 days of leave if the child is stillborn.
In Tunisia, employers and employees must give 1 month's notice in writing. This notice period is the same for all categories of employees. If the provisions of an individual or collective agreement require a longer period of notice, those provisions will be applied.
The employer must indicate the reasons for termination of employment in the notice letter. If compensation is paid in lieu of notice, the amount must be at least equal to wages payable for the notice period's length or its remainder. The employee has a right to time off to seek other employment during the second half of the notice period, without any salary loss.
In Tunisia, every employee bound by a contract of employment for an indefinite term and dismissed after the expiration of a probationary period is entitled to receive a severance allowance (unless the employee was dismissed for serious misconduct). The allowance is calculated based on 1 day’s salary (paid at the moment of the dismissal) for each month of active service with the same company.
The severance allowance cannot exceed 3 months’ salary, regardless of the duration of effective service. However, collective agreements can stipulate conditions that are more favorable to employees.
