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The Covid-19 pandemic had a significant impact on the Tunisian economy. Tunisia has experienced a sharper decline in economic growth than most of its regional peers. GDP growth declined by 8.8% in 2020, and unemployment increased from 15 to 17.8%. This unemployment crisis primarily affects women and young people aged 15 to 24 with around 41%. Tunisia’s attractiveness for foreign investors has not significantly improved over the past few years, even under the program. Reforming the sizeable state-owned enterprise sector and improving the overall business environment remain key challenges to foster job creation in the private sector. In 2020, Tunisia ranked #78 in the World Bank’s Ease of Doing Business index (Sources: World Bank, Focus Economics, and Euler Hermes).
A trusted professional employment organization with in-depth knowledge of the Tunisian market, XML International provides you with end-to-end personalised solutions to recruit and manage remote team members for your activities in Tunis or any other city in Tunisia regardless of the size of your organisation or your industry.
Employees will be employed pursuant to local labour laws, and all required social security and taxation will be paid to the local Authorities.
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Tunis
Tunisian Dinar TND
Arabic
Minimum wage in Tunisia is 434.76 Tunisian Dinar per month
Normal working hours in Tunisia are 8 hours per day and 40 hours per week.
Employees are entitled to a minimum of 21 consecutive days of paid leave per annum. National and religious holidays are not included. Collective agreements must provide at least one day of annual leave on full remuneration for every 17 days on which the employee worked or was entitled to be paid.
The national labour law may provide that sickness benefit may not be paid during the first 3 days of your absence. Minimally, a worker should be entitled to an income during first 6 months of illness. This income should be at least 45 per cent of the minimum wage. (Countries are free to opt for a system which guarantees 60 per cent of the last wages during the first 6 months of illness or even during the first year). A worker must be entitled to paid sick leave. During illness, a worker should be entitled to medical care without any additional cost. Employees and their family members should have access to the necessary minimal medical care at an affordable cost.
During the first 6 months of illness, a worker should not be fired.
If a worker is disabled due to an occupational disease or accident, he/she must receive a higher benefit. In the case of temporary or total incapacity/disability, a worker may at least be provided 50% of his average wage while in the case of fatal injury, the survivors may be provided with 40% of the deceased worker’s average wage in periodical payments.
Female employees are entitled to 30 days of paid maternity leave on the birth of a child.
In case of illness or complications arising due to pregnancy and confinement, a female worker is entitled to 15 days extra leave. Leaves are granted on provision of medical certificate.
Civil servants (female) are entitled to 02 months of maternity leave. The postnatal leave can be extended up to 04 months after the expiry of maternity leave. These extended leaves are optional.
Labour Code and Act No. 83-122 provide paternity leave to the male employees on
child’s birth. Private sector employees are entitled to 01 day of paternity leave, which
must be availed within 07 days of child’s birth. The leave must be taken after agreement
between the worker and employer. The paternity leave is paid by the Government
through Social Security Institution.
In order to terminate the indefinite term employment contract, the Labour Code
requires a written notice to the other party least 1 month prior to termination. Longer notice period can also be provided if there are provisions, which result from a contractual or collective agreement. The period of notice for journalists and commercial travellers and sales representatives varies between 1 and 3 months.
In accordance with the Labour Code, the duration of probationary period in an employment contract is governed by collective or individual agreement, by custom or by the law. The Labour Code does not set out any maximum or minimum duration for the probationary period. However, the duration of the probationary period is regulated by the Collective Framework Agreement.
The stipulated duration of trial period can be:
The standard VAT rate is 19%
(Sources: Wageindicator,
If you want to benefit from XML employment expertise in Tunisia, we invite you to fill the form below and we’ll get back to you shortly.
XML International, one of the best workforce solutions and employer of record services providers for Tunisia, supports the set-up and the management of your international workforce for all your activities in Tunisia. Our invaluable input consists of streamlining and handling for you the complete employment lifecycle of your teams in Tunisia. We give you all the keys to handle you staff in Tunis or any city in Tunisia. XML’s knowledge of Tunisian labour laws, tax and social security system, and employment regulations allows you to tackle the challenges of local compliance in Tunisia, navigate all the local complexities and avoid pitfalls.
Among our top priorities, compliance with Tunisian employment regulations and labour laws is number one. In addition to talent acquisition, recruitment services, and workforce management, we also ensure that our clients’ workforce management in Tunisia is aligned with Tunisian tax and social security rules and the latest immigration processes, including visas and work permits.
Here is the list of our core services supporting your activities in Tunisia
• GEO Services for Tunisia (PEO and EOR)
• Contingent Workforce Services for Tunisia
Take advantage of the targeted outsourcing solutions proposed by XML International for your expansion in Tunisia or for your employees already based there. We offer a comprehensive series of bespoke and scalable outsourcing solutions specially designed for the Tunisian market.
They range from professional employer organization employment (PEO), employer of record, and contingent workforce employment services, to help you grow effortlessly and successfully in Tunisia without any complications. We can also help you source, recruit, and onboard new team members locally, even if you don’t have an office in Tunisia.
XML provides you with everything you need to start doing business in Tunisia or to optimize your business if you are already operating there, leading to significant bottom-line savings and getting your business activities up and running in just days. Get in touch with the XML team to learn how we can boost your activities in Tunisia in a cost-effective way.
Get started now and make the most of business in Tunisia today!
XML has expertise and resources to meet your organization’s workforce needs wherever, and in whichever field these might be.