Tunisia

The indefinite-term contract (Contrat à Durée Indéterminée, CDI) is the standard and default form of employment in Tunisia. It has no predetermined end date, may be verbal or written (written is strongly recommended and customary practice is to draft in Arabic, often with a French version), and must specify identity of the parties, start date, job description, workplace, remuneration in TND, working hours, and any probation and notice terms. Termination requires just cause and, outside of probation, statutory notice and often severance.

Fixed-term contracts (Contrat à Durée Déterminée, CDD) may be used only for specific, legally recognized situations (e.g., temporary increase in activity, seasonal work, replacement of an absent employee, or a specific project/task). They must be in writing and state the reason and duration. Successive renewals beyond the statutory cumulative ceiling (in practice around 4 years) generally cause the contract to be reclassified as an indefinite contract. Employers should confirm current renewal limits, as recent labour reforms have tightened rules around precarious/fixed-term employment.

The Labour Code sets a general legal working-time ceiling of 48 hours per week (8 hours/day over 6 days) for non-agricultural activities, though a 40-hour week (5 days) is common in many companies and sectors and corresponds to a separate SMIG rate. Overtime is regulated and must be paid at a premium (typically 25%-50% above the base hourly rate depending on the hours and whether they fall on rest days), subject to sector collective agreements.

Probation length is capped by law at 6 months and may be renewed only once. Sector collective agreements often set shorter defaults that vary by category: around 6 months for workers/operational staff, up to 9 months for technicians and supervisors, and up to 12 months for executives/managers (cadres), within the overall statutory ceiling. During probation, either party may terminate the relationship with a shortened notice of 15 days and no severance obligation.

Tunisian labour law does not mandate a 13th or 14th month salary. However, an annual end-of-year bonus (prime de fin d'année/gratification) is a widespread customary practice, frequently required by sector collective bargaining agreements (conventions collectives) or established by company custom, particularly in larger organizations. Where offered, the amount and conditions (e.g., minimum seniority, pro-rating) are set by the applicable collective agreement or employment contract.

There is no dedicated statutory registry or restriction governing job titles in Tunisia, but the employment contract must accurately describe the employee's job/function, and the classification (echelon/category) often needs to align with the salary grid and professional classification set out in the applicable sector collective agreement, which affects minimum pay, benefits, and probation length for that category.