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$249/month
$49/month
2% of gross salary / month
If you’re looking for a foothold for your business in North Africa, Tunisia might be just the option you need. Tunisia forecasts small but consistent economic growth of 2% through 2024/2025 and already has strong foreign investment — international companies currently produce 11% of revenues and employ 21% of formal private sector employees.
Horizons is a leading Tunisia Employer of Record (EOR), hiring and onboarding your Tunisia-based team, processing payroll, and ensuring full compliance with local labor and tax laws. A Tunisia EOR, also known as a Tunisia Professional Employer Organization (PEO), absorbs all local employer liabilities.
Hire in Tunisia, and pay employees through our platform or app.
Our Tunisia EOR solution is the most affordable on the market.
Fast Tunisia onboarding, hire in as little as 24 hours.
We draft compliant Tunisia labor contracts.
We manage all local benefits and compulsory contributions in Tunisia
It doesn’t stop with Tunisia — we hire employees globally.
An Employer of Record, or EOR, in Tunisia, is an HR service provider that formally hires Tunisian workers on behalf of client companies. This means those companies don’t need to set up legal entities in Tunisia.
The EOR, itself owning an entity in Tunisia, can act as the sole legal employer and hire locals to work directly for foreign firms. In addition, the EOR also manages the human resources (HR) functions related to these employees like payroll, benefits, and leave schedules. Most Tunisia EOR companies also operate as EORs throughout Africa and/or the Middle East.
A Tunisia EOR is also known as a Tunisia Professional Employer Organization (PEO).
Benefits of engaging a Tunisia EOR for your hiring in that country include:
Horizons stands out as a Tunisia EOR through:
When you engage a Tunisia EOR, it will:
To summarize, when your company engages a Tunisia EOR, your business is able to focus on strategic objectives and operational needs within Tunisia, with the EOR taking care of HR functions and legal compliance.
A crucial part of an EOR’s role is to maintain compliance with Tunisian labor and tax laws for its clients. The service provider has local expertise in this area that the client company can leverage. At the same time, however, it’s useful to become familiar with some of the major points of these statutes to know what you’ll need to provide for Tunisian workers.
Contracts with Tunisian workers can be open-ended or fixed-term. Fixed-term contracts cannot be established for longer than four years, however, and that includes extensions. The employee’s contract must state their role and responsibilities, compensation, benefits, and termination details.
No probationary period.
At completion of the project.
Max. one months per year of employment.
1 week-1 month depending on length of contract.
No notice period, unless early termination
No notice period unless early termination
3-6 months depending on type of position
1-3 months, depending on length of service
Less than 5 years service: 1 day's salary per month of service
5 Years+ service: 1.5 day's salary per month of service.
Tunisian workers working full-time must be employed for between 40-48 hours per week. Agricultural workers can work a maximum of 2700 over 300 days in a year (about 9 hours/day).
Overtime should not allow the employee’s work to exceed 60 hours in a week. If a worker already works 48 hours per week and they perform overtime work, these hours are paid at a premium of 75%. If a worker normally works less than 48 hours per week, they’re paid a 25% premium for overtime hours up to 48 hours. After this, they’re paid a 50% premium. Part-time workers get a 50% premium for overtime, while agricultural workers receive 25%.
125-150% of the standard hourly rate
150% of the standard hourly rate, or a day off (also known as ‘time and a half')
200% of the standard hourly rate (also known as ‘double time’ or a 'day in lieu').
Tunisia has a range of national public holidays that are celebrated annually. In 2025 these holidays are:
| Date | Holiday name |
|---|---|
| January 1 | New Year’s Day |
| March 20 | Independence Day |
| March 30 – April 2 | Eid al-Fitr Holiday (Tentative Date) |
| April 9 | Martyrs’ Day |
| May 1 | Labour Day |
| June 6 – June 8 | Eid al-Adha (Feast of Sacrifice) |
| June 26 | Ras el am el Hejri (Islamic New Year) |
| July 25 | Republic Day |
| August 13 | Women’s Day |
| September 4 | Prophet Muhammad’s Birthday |
| October 15 | Evacuation Day |
| December 17 | Revolution and Youth Day |
Employees in Tunisia are entitled to a minimum of 12 working days of paid annual leave each year.
This increases by one day per five-year period of employment to a maximum of 18 days per year. Workers aged 16-17 receive double this amount of paid leave, and workers aged 18-21 receive 18 days off per year.
The number of days of sick leave is not mandated by law in Tunisia. However, an employee who’s ill will normally not receive compensation for the first three days of an illness. After this, they’re entitled to receive compensation which is paid by Social Security. This compensation is paid for 180 days per year. In the first three years, an employee received two-thirds of their normal wages in compensation. This drops to 50% subsequently.
Expecting mothers are also entitled to 30 days off for maternity leave. During this time, they’re paid two-thirds of their regular wages through social security. To receive this pay, mothers have to have contributed to social security for 80 days in the last four quarters prior to the birth of their child. Fathers receive just one day off for paternity leave and must take this day during the first seven days following their child’s birth.
An EOR in Tunisia will ensure that all maternity leave obligations are fully complied with.
Workers in Tunisia can be terminated for personal (misconduct, ineptitude, etc.) or economic reasons (reorganization, lack of demand, business closing, etc.). Termination comes with one month’s notice for all open-ended contracts except where collective agreements indicate otherwise. Compensation for termination is paid at a rate of one day’s wages for each month the worker was with the company to a maximum of three months’ wages. Severance pay is due to all workers except those terminated due to serious fault on their own part.
The minimum guaranteed salary in Tunisia increased in 2020 to 365.73 dinars per month (about 115 USD) for people who work 40 hours/week. Workers on a 48-hour/week schedule must be paid at least 429.31 dinars per month (about 135 USD). The average monthly salary, however, sits at around 3,900 dinars/month (about 1,240 USD).
Tunisia does not have a mandated 13th-month salary. However, some employers offer this pay as an annual bonus to make their compensation packages more attractive.
Workers and employers pay into the National Social Security Fund. This fund provides protection for workers by paying the following benefits:
Employees are deducted 9.18% of their gross pay into this fund on every pay cycle. Employers must also contribute amounts equal to 16.57% of each employee’s gross salary. These contributions must be duly reported and paid every pay cycle to ensure compliance.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
An EOR lets you hire employees in Tunisia without needing to set up a legal entity there. This can save your company a huge amount of time, money, and effort. These organizations also speed up recruiting and onboarding processes. They typically have large talent pools to draw from and can fill openings much more quickly than foreign firms can on their own.
Tunisia’s labor laws, like that of any country, are extensive. They give good protections to workers by defining their working hours, minimum compensation, and much more. EORs let you leverage the knowledge of local staff to ensure that your Tunisian workers are always treated appropriately and compensated fairly in the eyes of the law. Their deductions and your employer contributions are also expertly calculated by the EOR as an essential part of their payroll function.
In Tunisia, the terms “Employer of Record” and “Professional Employer Organization” are generally used interchangeably.
Holiday Schedule in Tunisia [2025]
