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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
The Tunisian Labour Code is the go-to for employment procedures. Contracts can be oral or written but must be transparent about conditions.
Tunisia offers cost-effective labor, making it attractive for foreign companies. With a 17% unemployment rate, there's a good pool of skilled workers available.
Tunisia's service sector covers telecom, ICT, logistics, tourism, and more. Growth in this sector is tied to improved infrastructure, education, and foreign investment.
Laws like the 2014 Constitution and the 1966 Labour Code ensure fair pay, dispute resolution, safe workplaces, and prevent discrimination.
In Tunisia hiring follows key laws like the 2014 Constitution and the 1966 Labour Code, ensuring fair pay. Employment contracts can be fixed or indefinite, even project-specific. Verbal agreements are legally binding, but for fixed-term contracts, a written agreement is a must. A written contract should include:
Probationary period is determined by collective agreements, individual contracts, and common practices. For most other collective agreements, the probationary period stands at:
The standard workweek is five days, with working hours not exceeding 48 hours and a minimum requirement of 40 hours.
If an employee works beyond their regular workweek, they are entitled to overtime pay, which includes a wage supplement. The overtime pay rates are determined by the employee's regular weekly working hours:
The minimum pay rates in Tunisia are determined based on the employee's regular weekly working hours. For those working 48 hours per week, the minimum monthly wage is set at 491.50 TND. For employees with a 40-hour workweek, the minimum monthly earnings should be at least 417.56 TND.
No mandatory provision for a 13th salary exists in Tunisia. However, employees might be eligible for various bonuses as per the terms outlined in a collective bargaining agreement.
Income tax in Tunisia varies on a progressive scale ranging from 0% to 35%. The calculation considers individual factors, including household status and the number of children, which can influence the overall tax rates.
To qualify for an old-age pension in Tunisia, one needs to be 60 (or 50 for hazardous jobs) with 10 or 15 years of contributions. The pension is 40% of their average earnings in the 10 years before retiring, plus 0.5% for every extra three months of contributions after 10 years. The pension amount ranges from 66.7% to 80% of their average earnings, but it can't exceed six times the legal monthly minimum wage.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Tunisia tailored to your needs.
To end employment in Tunisia, an employer must have a substantial and fair reason. The employee, before termination, has the right to appeal to a discipline council. Acceptable legal grounds for dismissal include:
A notice period is mandatory, and the minimum duration is one month. However, this period can be extended if specified in the employee agreement.
Employees are eligible for severance pay unless terminated for misconduct. The calculation involves one day's pay for each month of employment, with a maximum cap of three months' pay.
In Tunisia, there are 15 public holidays, providing employees with designated days off.
The social security system in Tunisia is sustained through contributions from both employers and employees, with rates based on salaries.
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