Employment contracts and onboarding
Before engaging employees in Tunisia, assess written contract terms, eligibility to work, leave and benefit entitlements, required records and local registrations. Documentation may involve Arabic and French.
Hiring and workforce support in Tunisia.
Hire employees and engage independent contractors in Tunisia through Charter Pay's EOR and COR solutions. We coordinate the local employment arrangements, contractor onboarding and payroll administration.
Talk to our teamTUNISIA / COUNTRY SNAPSHOT
01Capital: Tunis
02Currency: Tunisian dinar (TND)
03Services: EOR + COR
Employment essentials in Tunisia.
Payroll, taxes and statutory contributions
Payroll administration in Tunisia may involve Tunisian dinar (TND), income-tax withholding, pension or other statutory contributions, record-keeping and local submission deadlines. Confirm current amounts and rules before processing.
COR and contractor classification
Independent contractor arrangements in Tunisia require a genuinely independent working relationship and appropriate invoicing and contracts. Charter Pay's COR service supports contractor onboarding, agreements, classification reviews and payment administration, structured for local requirements.
A practical approach to hiring in Tunisia.
Charter Pay is a people-led outsourced workforce service. We scope the operating model, arrange local partners where needed, and coordinate agreed administration rather than selling a self-service software product.
01
Discuss your Tunisia workforce plans
Share the roles, expected start dates, worker classifications and whether you have an existing entity in Tunisia.
02
Confirm the EOR or COR arrangement
We verify local employing or contracting feasibility, documentation, administration and the specific service provider responsibilities.
03
Coordinate ongoing workforce support
With an agreed arrangement, we coordinate local onboarding, employment or contractor administration and payroll support as applicable in Tunisia.
Employment guide to Tunisia.
What to know about employment agreements, worker rights and payroll when planning to hire in Tunisia. Review the current rules and your role's circumstances before offering a contract.
Employment contracts & probation
The main employment rules to review include Tunisian Labour Code and applicable sectoral collective agreements. Set out remuneration, employment type, working location, probation and any required employee documentation, with appropriate language arrangements (Arabic and French).
Working hours, pay & overtime
Review regular working hours, overtime rules, paid rest and the minimum-wage rules applicable to the specific sector.
Annual leave & family benefits
Determine statutory leave, maternity and illness protection, public holidays and any improvements under the sector collective agreement.
Payroll & statutory payments
Plan income-tax withholding, National Social Security Fund (CNSS) registration and any mandatory contributions. Confirm currency and payslip handling with reference to Tunisian dinar (TND).
Notice, dismissal & severance
Ending employment requires checking contractual notice, lawful grounds and the procedure established by Tunisian Labour Code and applicable sectoral collective agreements. Verify accrued leave, benefits and any sector-specific severance or final payments.
Non-citizen hires & contractors
Check right-to-work or immigration permission for foreign nationals in Tunisia. Employee-versus-contractor classification depends on the actual degree of independence and local treatment; confirm contracting and tax arrangements.
Relevant legal framework: Tunisian Labour Code and applicable sectoral collective agreements.
General overview only. Verify current employment law, statutory rates and sector instruments before relying on it.
Income tax and statutory contributions.
Reference income-tax bands and payroll contributions in Tunisia. Residency, salary base, statutory ceilings and payroll period affect the final calculation.
Personal income tax / PAYE
Annual taxable income, 2026 schedule excluding solidarity surtax (TND)
Up to 5,0000%
5,001–10,00015%
10,001–20,00025%
20,001–30,00030%
30,001–40,00033%
40,001–50,00036%
50,001–70,00038%
Above 70,00040%
Employee deductions
CNSS and newly added unemployment-fund contribution combined: generally 9.68% of gross wages (9.18% plus 0.5%).
Employer contributions
General social-security contribution: 17.07% of gross wages including the extra 0.5% unemployment-fund contribution. Special treatment applies to certain wholly exporting industrial companies.
Other payroll considerations
The 2026 social solidarity contribution is 0.5% of taxable income subject to progressive income tax, with an exemption for some low-earning salary-only workers. A professional-expense deduction of 10%, capped at TND 2,000, applies after compulsory social contributions.
General guidance only; confirm current deductions, contributions, deductions and sector-specific rules before running payroll.
Talk to us about Tunisia.
Tell us what type of employment, contractor or payroll support you need in Tunisia. We'll review the local options and next steps.