Female employees are entitled to 3 months of maternity leave with full pay, effective from the August 2024 reform. For multiple births or children with disabilities, an additional month is granted.

Previously, private sector maternity leave was 30 days. The updated legislation significantly improves this entitlement. Social security covers the maternity leave benefits.

Following the 2024 reform, fathers in the private sector are entitled to 7 days of paternity leave with full pay. For twins or children with disabilities, this extends to 10 days.

Previously, private sector paternity leave was only 1 day. Public sector employees receive 2 days.

Tunisian labor law does not currently provide a specific statutory parental leave entitlement beyond maternity and paternity leave. However, employees may negotiate additional unpaid leave arrangements with their employer.

Tunisia's leave laws do not specify a set number of paid sick days. Instead, absence due to sickness temporarily suspends the employment contract.

State social insurance covers sick payments for up to 180 days per year, after a waiting period of 5 days. Employees receive 2/3 (67%) of their average salary for the initial three years and 50% of their salary for up to 180 days in each following year.

Employees are entitled to bereavement leave as follows:

• 4 days for immediate family (parents, spouse, children, grandparents)
• 2 days for extended relatives or spouse's family members

There is no at-will termination in Tunisia outside the probation period. Employers must have a substantial and fair reason to terminate employment. The employee has the right to appeal to a discipline council before termination.

The employer must notify the employee of the intended dismissal, specifying the reasons for termination, in writing by registered letter or a personally delivered letter with acknowledgment of receipt as per the Tunisian Labor Code, Article 14.

Valid grounds for termination include:

• Economic redundancy circumstances
• Serious misconduct proven through disciplinary procedure
• Performance deficiencies
• Professional incompetence
• Repeated unjustified absences

Tunisian labor law mandates a minimum of one month's written notice for termination by either the employer or the employee.

• Less than 5 years of service: 1 month notice
• More than 5 years of service: 2 months notice

If proper notice is not provided, the terminating party must compensate the other with an amount equivalent to the wages payable for the remaining notice period. Collective bargaining agreements may stipulate longer notice periods.

Severance pay is calculated as one day's pay for every month of employment, up to a maximum of three months' pay.

Employees with indefinite-term contracts and those with fixed-term contracts are entitled to severance pay, provided the termination occurs before the expiry of their contract and is not due to serious misconduct.

Employees who resign or are dismissed for serious misconduct are not entitled to severance pay. Upon termination, employees must also be compensated for any unused vacation time.

Employees are entitled to a minimum of 12 working days of paid annual leave per year, accrued at 1 day per working month (up to 15 calendar days).

Seniority bonuses apply: employees earn an additional day of vacation for every 5 years of service at the same company, up to a maximum of 18 days total.

Tunisia observes 12 official public holidays annually.

National public holidays include:

• New Year's Day (January 1)
• Independence Day (March 20)
• Martyrs' Day (April 9)
• Labor Day (May 1)
• Republic Day (July 25)
• Women's Day (August 13)
• Evacuation Day (October 15)
• Revolution Day (December 17)
• Eid al-Fitr (varies)
• Eid al-Adha (varies)
• Islamic New Year (varies)
• Mawlid - Prophet's Birthday (varies)

The onboarding process is typically completed within 2-5 business days following client execution of the Statement of Work.

Salaries in Tunisia are typically paid on a monthly basis. Employers are required to pay employees on or before the last day of each month.

The 13th month salary is not mandatory in Tunisia but may be provided as a bonus depending on the employer's policy or collective bargaining agreements.

Employment contracts in Tunisia can be either fixed-term or indefinite-term. Written contracts are strongly recommended, though oral agreements are legally valid for indefinite-term employment.

Essential contract elements include:

• Employee and employer identification
• Commencement date
• Job title and description
• Compensation and benefits
• Working hours and schedule
• Duration (for fixed-term contracts)
• Termination provisions

Fixed-term contracts may be renewed up to a total maximum duration of 4 years. Beyond this period, the contract automatically converts to an indefinite-term agreement.

Probation periods are capped at six months, renewable once, for a maximum total of 12 months. Termination during the probation period requires a 15-day notice.

During the probation period, either party may terminate the employment relationship without providing a specific reason, subject to the notice requirement.