Tunisia (TN)
North Africa's most Mediterranean country, Tunisia blends Carthaginian ruins, Saharan Desert, and French-influenced cafés with a warm, hospitable culture.
Employment Rights
Sick leave, dismissal protection and red flags in Tunisia.
Tunisian employment is governed by the Code du Travail (Loi 66-27 and its amendments). Workers have formal legal protections, but enforcement depends on documented contracts and active use of the Inspection du Travail. The UGTT (Union Générale Tunisienne du Travail) is one of Africa's most powerful trade unions. Key reality for expats: your Autorisation de Travail ties you to a specific employer — leaving a job means the work permit lapses and must be reapplied for. Always have a written contrat de travail before starting work.
Sick leave
Rules: Notify your employer on or before the first day of absence. Obtain a medical certificate (certificat médical) from a licensed doctor on the first day if possible, or within 48 hours. Submit the certificate to your employer.
Doctor note: Certificate required from Day 1 in most sectoral conventions collectives. Some contracts require notification within 24 hours by phone plus written certificate within 3 days — check your specific contract.
Employer pay: Employer continues to pay full salary for the first 3 days in most sectors. From Day 4 to Day 6 months: CNSS pays a daily sickness allowance of 2/3 of your average daily salary (based on last 3 months contributions). Some sectoral conventions provide employer top-up to 100%.
Long-term: CNSS sickness allowance: up to 180 days per illness episode at 2/3 of average salary. For chronic/long-term illness, extension possible with CNSS medical board approval. After 6 months, long-term invalidity benefits may apply under CNSS invalidity pension provisions.
Dismissal protection
Law: Dismissal (licenciement) in Tunisia requires a legitimate reason and a prescribed procedure. The employer must: (1) invite the employee to a pre-dismissal interview (entretien préalable); (2) obtain prior authorisation from the Commission Régionale de Contrôle du Licenciement (CRCL) for economic dismissals affecting 10+ employees; (3) give proper written notice. Unfair dismissal claims can be filed at the Inspection du Travail and then the Tribunal du Travail (Labour Court).
Deadline to sue: No fixed statutory deadline for individual unfair dismissal claims under Tunisian law — claims should be filed at the Inspection du Travail as soon as possible after dismissal (within weeks, not months). Prompt action is essential as evidence fades and the Inspection du Travail prefers early intervention. Seek an avocat spécialisé en droit du travail immediately if dismissed without justification.
Probation
Période d'essai (probationary period): 3 months for ouvriers (workers), 4 months for maîtrise (supervisory), 6 months for cadres (managers/senior professionals). Either party may terminate with 48 hours written notice during the probationary period with no further obligation. Trial period may be renewed once with written mutual agreement.
Notice periods
Notice periods vary by sector and seniority (as set out in the applicable Convention Collective Sectorielle). General rule: 8 days for workers paid weekly/daily; 1 month for monthly-salaried employees; 3 months for senior managers (cadres supérieurs). Some sectoral conventions provide longer notice. Check the Convention Collective applicable to your sector (available from UGTT or the Inspection du Travail).
Working time
Max hours: 40 hours per week under the Code du Travail. Maximum 48 hours per week including overtime. Reduced to approximately 30 hours per week during Ramadan (by law, working time is shortened by 4 hours/day for Muslim workers). Summer hours: government ministries shift to 7am–2pm schedule (June–September).
Min rest: Minimum 11 hours rest between working periods. Minimum 30-minute break for shifts exceeding 6 hours. Weekly rest: minimum 24 consecutive hours (Friday is the traditional rest day in some sectors; Sunday or another day in others, depending on sector).
Overtime: Overtime requires employer authorisation. Rate: standard overtime hours (up to 48h/week) paid at 125% of normal rate. Weekend/public holiday overtime: 150%. Overtime is subject to a maximum regulated by sector. Employer cannot require unlimited overtime without extra pay regardless of what the contract says.
Vacation
Annual leave (congés payés): 1 working day per month of service during the first 5 years = 12 days/year. 1.33 working days/month (5–10 years service) = 16 days/year. 1.5 working days/month (10+ years) = 18 days/year. Many employers in modern sectors offer 20–25 days by convention. Plus all official public holidays (9–13 per year). Unused leave from the previous year must generally be taken within 15 months or it may lapse — check your contract.
Anti-discrimination
The Tunisian Constitution (2022) guarantees equality and non-discrimination. The Code du Travail prohibits dismissal or adverse treatment based on race, religion, sex, pregnancy, or trade union activity. However, enforcement mechanisms are weaker than in EU countries. LGBTQ+ discrimination in employment is not legally protected — same-sex relations are illegal in Tunisia. Workplace discrimination complaints can be filed with the Inspection du Travail.
Contract red flags
- !No written contrat de travail — verbal employment contracts are legally recognised but very difficult to enforce; always insist on a signed written contract.
- !Contract in Arabic only without a French translation — ensure you understand every clause, especially notice periods and non-compete clauses.
- !Salary below SMIG (DT 470.251/month for a 40-hour week from Jan 2026; DT 554.736/month for 48-hour regime) — unlawful regardless of what the contract says.
- !Missing Autorisation de Travail for foreign workers — working without it is illegal for both employee and employer.
- !Missing CNSS registration — employer failure to register you with CNSS is a legal offence; verify your CNSS affiliation number before your first month ends.
- !Probationary period exceeding 6 months for cadres — the Code du Travail sets maximum probation periods; exceeding them is void.
- !Non-compete clause without compensation (indemnité de non-concurrence) — Tunisian courts may not enforce non-competes without financial compensation for the restriction period; seek legal advice.
- !Salary paid cash without payslips — always request monthly payslips (bulletins de paie) for CNSS, tax, and dispute purposes.
Employment Rights
Unlock the complete Employment Rights guide for Tunisia — including every detail, document, tip and link you need.
Become a SupporterSupport the guide on Ko-fi · Unlocks every premium section, everywhere