Leverage our Employer of Record (EOR) service in Tunisia to hire top talent, ensure full compliance, and accelerate your growth in Francophone North Africa. Benefit from a skilled, bilingual workforce and seamless access to key markets like Algeria, Morocco, and Libya.
Our Employer of Record (EOR) service in Tunisia enables you to expand your operations in North Africa seamlessly, while ensuring full compliance with Tunisian labor laws. FMC Group takes care of all local administrative and regulatory responsibilities, allowing you to focus on driving your business forward.
Clients have seen strong performance in roles such as sales, marketing, business development, distributor management, and technical support or maintenance. As your local presence grows, you retain the flexibility to transition employees into your own legal entity if needed.
Tunisia is an ideal location to hire employees for your North African expansion. The country maintains stable diplomatic and economic ties with neighboring markets like Algeria, Morocco, and Libya. It offers access to a cost-effective, highly educated workforce with strong language proficiency in both French and English.
To learn more, we invite you to watch our free on-demand webinar: “Tunisia and Morocco as a Hub for Developing Your Business in Francophone North-Africa”
You can also stay updated by subscribing to our monthly Business News North Africa.
Get in Touch with Us
Ms. Imen Hamdi
Recruitment Manager Tunisia
EOR solutions are ideal for businesses seeking rapid, compliant, and low-risk entry into Tunisia’s market. Benefit from in-country expertise, focus on your core business, while the legal, payroll, and HR complexities are fully managed on your behalf.
1. Initial consultation:
Begin by scheduling a free consultation with our team. We’ll walk you through the process and answer any initial questions to ensure a smooth start.
2. Talent acquisition:
You can either provide your selected candidate or take advantage of our international recruitment services to find the right talent for your needs.
3.Contracting & client onboarding:
We’ll work with you to define the salary, benefits, and employment terms, and clarify any contract-related questions.
Once aligned, we prepare:
4. Employee onboarding & HR administration:
Your employee is formally hired under FMC Group’s Tunisian legal entity, based on the agreed terms. We handle all HR-related tasks including contract formalities, payroll, and health insurance, while ensuring ongoing compliance with local legislation.
5. Employee management:
You maintain full operational oversight and direct the employee’s day-to-day work. FMC Group handles all administrative aspects—onboarding, payroll, statutory compliance—on your behalf.
6. Additional services (optional): company car & travel reimbursement:
If your employee requires a company vehicle, we’ll manage the entire process and deliver the car directly. Travel expenses can also be reimbursed through FMC Group, following your approval.
At FMC Group, we do more than offer Employer of Record services, we build lasting human partnerships. Our difference lies in our belief that international employment is, first and foremost, about people. While we leverage digital tools to ensure efficiency, compliance, and transparency, we never let automation replace real human connection.
Unlike many EOR providers that adopt a tech-first approach focused on scaling for themselves, we prioritize what works best for you. Our systems are designed to save you time, reduce your internal workload, and prevent administrative complications, not to shift the burden back to your team.
With over 25 years of international market experience and 15+ years in direct employment management, we’ve earned the trust of global companies seeking a reliable, responsive, and knowledgeable partner. Our dedicated team in Tunisia takes the time to understand your business and your people, because no two clients, and no two employees, are alike.
We use smart, user-friendly tools to make life easier for employees:
But when it comes to issues that need a human touch, we’re always just a phone call or visit away. Every employee you entrust to us matters, and we make sure they feel that way.
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More InformationEmploying an Employer of Record (EOR) in Tunisia is a strategic solution for many types of organizations seeking compliant, efficient, and rapid hiring in the country. Typical users include:
The day-to-day management and supervision of employees are handled directly by your team. You retain complete control over task assignments, performance monitoring, and operational direction, ensuring your employees remain fully integrated with your business objectives.
Employees register their travel costs using our dedicated expense management software. Each expense submission includes a summary sheet and copies of all relevant receipts. Your employee sends these to you for review and approval. Once you approve the expenses, FMC Group processes and pays out the reimbursements promptly to the employee.
Employees submit all leave requests through our HR software platform. Employees send their requests directly to you for approval. After you approve, FMC Group finalizes the leave in the HR system and ensures accurate tracking and record-keeping. We also monitor leave balances and provide you with regular, transparent reports on leave usage.
For any salary adjustments or bonus payments, your team simply informs FMC Group of the approved changes, with the employee’s salary serving as the basis for calculating these adjustments and related benefits. We then handle the implementation and ensure that all payments are processed accurately and on time.
This structured approach ensures clear communication, efficient HR administration, and full compliance, while you maintain control over your team’s daily activities in Tunisia.
In Tunisia, an Employer of Record (EOR) arrangement, such as with FMC Group, is based on two key contractual agreements that outline the respective roles and obligations of the client company, the EOR provider, and the employee:
Through a service agreement, the client company appoints FMC Group as the legal employer of record, thereby transferring full responsibility for:
The client company directs the employee’s daily activities, performance, and perational decisions but does not appear as the legal employer.
The agreement specifies the scope of services, service fees, liabilities, confidentiality, and dispute resolution measures to safeguard both parties and ensure seamless collaboration
FMC Group signs a local employment contract directly with the employee and is listed as the official employer, assuming full legal responsibility for compliance. Employment contracts in Tunisia must cover:
FMC Group ensures all essential terms are in line with the Tunisian Labor Code and current legislative reforms, such as the standardization of permanent (open-ended) contracts (CDI) and the restrictions on fixed-term contracts (CDD). The employee goes about their day-to-day work for the client company but remains employed and paid by the FMC Group.
Stakeholder | Responsibilities |
EOR Provider | Legal employer, contract drafting, payroll, benefits, compliance, HR admin, terminations |
Client Company | Business operations, employee supervision, performance management, work direction |
Employee | Signs local contract with EOR, performs day-to-day role for client company |
Onboarding an employee through an EOR in Tunisia can typically be completed swiftly, usually within a few business days (from 2 to 15 days) once all required documentation is provided and contracts are signed. This allows companies to scale up quickly and efficiently
Sectoral collective agreements (conventions collectives sectorielles) are negotiated agreements that supplement or enhance the provisions of the Tunisian Labor Code for specific industries. They set minimum standards for wages, benefits, working hours, overtime, health and safety, termination procedures, and seniority. Additional protections or entitlements beyond the statutory minimum, often tailored to the characteristics of a particular sector such as banking, textiles, or metalworking.
Under the new labor law in Tunisia, fixed-term contracts (CDD) are only allowed in three specific cases: temporary replacement, short-term increase in workload, or seasonal work. Any fixed-term contract that does not meet these conditions is automatically converted into a permanent contract (CDI), even without a new agreement or trial period.
The notice period for terminating an employee in Tunisia is governed by the Tunisian Labor Code and must be stipulated in the employment contract.
The probation period in Tunisia can last up to six months, renewable once if needed. Either the employer or the employee may terminate the contract during probation by providing a mandatory 15 days’ written notice. All wages and benefits accrued up to the final working day during the notice period must be paid in full.
Once the probation period has ended, the rules for termination change. For employees on permanent (indefinite) contracts, the statutory minimum notice period is generally one month. For executives and certain senior roles, the notice period may be extended up to three months, depending on the employment contract or relevant collective agreements. The notice period applies equally to both the employer and employee, and longer periods can be mutually agreed upon in the employment contract.
Written Notice: Notice of termination must be given in writing, and the notice period begins the day after delivery.
Wages and Benefits: Employees are entitled to receive their usual salary and benefits throughout the notice period.
Immediate Dismissal: Immediate termination without notice is only permissible in cases of gross misconduct or serious fault, as defined by the Labor Code.
At FMC Group, we ensure all employment terminations comply strictly with Tunisian Labor Law, providing proper documentation, transparent communication, and accurate calculation of final settlements. This approach safeguards your business from legal risk and ensures a smooth transition for both your company and your employees in Tunisia.
Salaries in Tunisia are subject to progressive income tax rates and mandatory social security contributions. Tunisian employees pay personal income tax (Impôt sur le Revenu des Personnes Physiques – IRPP) ranging from 0% to 40%, depending on their income bracket. This results in a noticeable gap between gross and net salaries. Both employers and employees are also required to contribute to the CNSS (Caisse Nationale de Sécurité Sociale), which covers healthcare, pensions, family allowances, and workplace injury benefits. The employee contribution is generally around 9.68% of gross salary, while the employer contribution typically reaches approximately 17.07%, though rates can vary slightly depending on the sector.
Cost Component | Amount (TND) | Rate / Notes |
Total Cost of Employment | 6053.50 |
|
Employer CNSS Contribution | 853.50 | 17.07% of gross salary |
Work Accident Insurance | 25.00 | ~0.5% (varies by sector) |
FOPROLOS (Housing Fund) | 50.00 | 1% of gross salary |
TFP (Training Fund) | 100.00 | 2% of gross salary |
Economic Loss of Employment Fund (2025) | 25.00 | 0.5% of gross salary |
Gross Salary | 5000.00 | Agreed gross monthly salary |
Employee CNSS Contribution | 484.00 | 9.68% of gross salary |
Income Tax (IRPP) | 1165.25 | Calculated from progressive 2025 tax brackets |
Social Solidarity Contribution (CSS) | 21.75 | 0.5% of taxable income (> TND 5,000/year) |
Net Salary | 3329.01 |
|
Employee benefits in Tunisia combine legally mandated entitlements and widely adopted supplementary perks, allowing employers to build competitive, compliant compensation packages tailored to the local workforce.
All employees in Tunisia are covered by a comprehensive social security regime managed by the National Social Security Fund (CNSS) for private sector workers or the National Pension and Social Insurance Fund (CNRPS) for public sector employees. The social security system provides healthcare coverage, pension and disability benefits, work injury and occupational disease insurance, family and maternity benefits, sick leave, unemployment and death benefits.
To enhance their value proposition, many Tunisian employers, particularly multinationals and large companies, offer additional benefits, such as:
Holiday gifts/bonuses: During major holidays or company anniversaries, many employers provide token gifts, gift cards, or special bonuses to foster a positive workplace culture.
Employers in Tunisia are advised to ensure full compliance with statutory requirements and stay informed of evolving market practices. A well-structured benefits package, blending mandatory coverage and attractive supplements, helps attract and retain key talent in competitive industries.
FMC Group charges a fixed monthly fee per employee in Tunisia. This fee covers a full range of administrative, HR, payroll, and legal compliance services, ensuring smooth local operations.
In Tunisia, 19% VAT (2025) is applicable on all EOR service invoices when the service is delivered locally, in accordance with Tunisian tax regulations.
FMC Group also offers end-to-end recruitment services in Tunisia upon request. This includes sourcing and pre-selecting qualified candidates, coordinating interviews, managing the hiring process, and supporting onboarding, allowing clients to streamline their expansion.
Yes, FMC Group provides customized cost estimations for EOR employment in Tunisia. We deliver a clear and detailed breakdown of total employment costs based on your role specifications, benefits structure, and compliance needs—helping you plan accurately and remain fully compliant with local labor laws.
To receive a tailored quotation, please contact FMC Group with your job details and hiring preferences.
When terminating an Employer of Record (EOR) employment in Tunisia, employers must consider several mandatory costs and legal steps to ensure compliance and a seamless offboarding process for both employer and employee.
The core framework is the Labour Code, as amended by Law No. 2025-9 of 21 May 2025, which:
Collective bargaining agreements (CBAs) may provide more generous terms; where they do, the CBA prevails.
Item | 2025 Rule | Cost Impact |
Maximum duration | 6 months, renewable once (total 12 months) | None if respected |
Termination notice | 15 calendar days before the end of probation | Pay in lieu of the notice if not given |
Severance | Not due when employment ends during probation | TND 0 |
Either party may terminate during probation for any reason, provided the 15-day notice (or pay in lieu) is honoured.
After the probation period, once the employee is confirmed, the notice period extends to between one and three months, depending on the industry. Employers should refer to the applicable collective bargaining agreement to determine the exact duration.
Failure to give full notice obliges the employer to pay compensation equal to the employee’s full salary (base pay + allowances + benefits) for the unserved portion.
Severance (“indemnité de licenciement”) is mandatory unless the dismissal is for serious misconduct (“faute grave”) proved through the statutory disciplinary procedure. Resignations and mutually agreed terminations are exempt.
Length of Service | Formula | Absolute Cap |
All tenures beyond probation | 1 day’s gross salary × months of service | 3 months’ salary maximum |
Collective agreements in sectors such as construction, insurance and textiles may raise the formula to 1 month’s salary per year of service, with caps up to 6–12 months
Employee with 42 months’ service, monthly gross TND4,200:
Remedy | Statutory Range | Conditions |
Compensation for unfair dismissal | 2 months’ salary per year of service; capped at 36 months | Awarded by the labour court when dismissal lacks a “genuine and serious” reason |
Procedural breach compensation | 1–4 months’ salary | Applies where the reason was valid but procedural steps were skipped |
Reinstatement | Historically available only by mutual agreement; Law 2025-9 introduces a limited statutory reinstatement option enforceable by labour courts in cases of mass outsourcing violations | Employer refusal can trigger the compensation ranges above |
Payment Type | Personal Income Tax (PIT) | CNSS Contributions | Stamp Duty |
Severance pay up to statutory cap | Exempt from PIT | Excluded from CNSS base for the portion above the statutory formula | None |
Severance above statutory cap or contractual/CBA top-ups | Taxable at progressive PIT rates (0%–40%) | Subject to CNSS on taxable portion | None |
Pay in lieu of notice | Fully taxable at progressive PIT rates | Normal CNSS contributions apply | None |
Annual-leave payout | Fully taxable | Normal CNSS contributions apply | None |
Tip: Although severance within the legal ceiling is PIT-free, employers must still report the amount on the employee’s year-end tax certificate for transparency.
While Tunisia still lacks a dedicated collective-dismissal chapter, labour inspectors must approve any group lay-off motivated by economic or technological reasons; their opinion, although advisory, is highly influential.
A reputable EOR in Tunisia:
By delegating these complex steps, businesses safeguard compliance, protect brand reputation and provide a transparent, dignified off-boarding experience for Tunisian employees.
Maximum Weekly Hours: According to the Tunisian Labor Code, the standard full-time workweek is 48 hours. However, many sectors have adopted a 40-hour workweek (8 hours per day over 5 days) through collective agreements or company policies, especially in the private sector and larger companies.
Any work beyond the legal weekly working hours (usually 48 or as defined by agreement/sector) is regarded as overtime.
Overtime is subject to an annual ceiling, typically 170 hours per year, but this can vary by collective agreement.
Overtime is compensated at a higher rate, usually 25% above the standard hourly rate for the first 8 overtime hours per week, and 50% above for additional hours.
Night work (typically between 10 PM and 5 AM) may be compensated at even higher rates.
Alternatively, compensatory rest may be offered, subject to employer-employee agreement.
Category | Regulation | Additional Notes |
Max. Weekly Hours | 48 (often 40 in practice/agreements) | 8–10 hours/day |
Overtime Rate | 25%–50% surcharge (per code/agreements) | Night work surcharges apply |
Annual Overtime Limit | ~170 hours/year | Check sectoral agreements |
Sunday/Public Holiday Work | Paid double or compensatory time off | Some sectors exempted |
Breaks | 1 hour for >6h/day; 30 min for shorter day |
|
Holiday gifts/bonuses: During major holidays or company anniversaries, many employers provide token gifts, gift cards, or special bonuses to foster a positive workplace culture.
Employers in Tunisia are advised to ensure full compliance with statutory requirements and stay informed of evolving market practices. A well-structured benefits package, blending mandatory coverage and attractive supplements, helps attract and retain key talent in competitive industries.
Eligibility and duration: All employees are entitled to sick leave upon presenting a medical certificate. employees must generally present the medical certificate within 48 hours of the first day of absence to ensure proper justification of the leave. Collective bargaining agreements may specify shorter or longer deadlines.
Some employers may voluntarily top up social security payments, but this is not mandatory
Employment cannot be terminated due to illness unless the absence is so long or serious that operational needs require replacement
Maternity leave:
Paternity leave:
Bereavement leave:
Marriage leave:
These provisions ensure comprehensive legal protection and job security for employees in Tunisia, with the possibility for employers to offer additional benefits by agreement or company policy.
Hiring EOR employees in Tunisia is highly feasible, thanks to the country’s growing talent pool, strong educational system, and increasing numbers of multilingual and internationally trained professionals.
With FMC Group as your EOR partner in Tunisia, you gain access to a structured and localized recruitment process. We begin by crafting precise job descriptions that align with your business needs and comply with local labor regulations. Our recruitment team manages the entire hiring cycle, from sourcing and shortlisting candidates to conducting interviews that evaluate both technical skills and cultural fit. We also take care of all pre-employment formalities, including document verification to ensure full compliance with Tunisian laws.
Once the top candidates are selected, we present them to you for final approval, giving you full control over your talent choices. Whether you are seeking sales professionals, engineers, or executive managers, FMC Group helps you recruit the best-fit employees in Tunisia quickly and compliantly.
By leveraging our deep knowledge of the Tunisian market and our established recruitment network, we ensure a smooth and efficient onboarding process. Our team handles all legal, payroll, and HR compliance responsibilities so you can focus on your core business.
Already found a candidate? FMC Group can also hire them directly on your behalf through our EOR solution.
Tunisia’s strategic location at the crossroads of Europe, Africa, and the Middle East offers significant advantages for international businesses. Situated just 140 km from the southern coast of Europe and with direct sea routes to key Mediterranean ports, Tunisia serves as a natural hub for logistics and distribution in the Euro-Med region.
The country benefits from modern port infrastructure, expanding road and rail networks, and well-connected international airports. Tunisia has signed numerous free trade agreements, including with the EU (as part of the Association Agreement), COMESA, and the Arab Free Trade Area, giving businesses access to over 800 million consumers across Europe, Africa, and the Middle East.
Thanks to its proximity to Europe and its competitive operating costs, Tunisia has become an attractive nearshoring destination for companies looking to reduce time-to-market while maintaining quality and compliance standards.
Tunisia has a young, educated, and highly trainable workforce. Over 60% of the population is under the age of 35, and the country produces tens of thousands of university graduates each year, especially in fields such as engineering, IT, business, and healthcare.
Tunisian professionals are known for their:
Tunisia’s robust education system, supported by public and private universities, specialized training centers, and government-backed employability programs, ensures a continuous pipeline of skilled talent for both technical and managerial roles.
Bloc A 2, Carthage Center,
Rue du Lac de Constance,
Tunis 1053, Tunisia
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