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Labor
Regulation
Labor relationships are governed by the Labor Code
(CT) as well as by sectorial collective agreements :
• The duration of the employment contract is unspecified
or specified, in which case the renewal should not exceed
four years in total
• The salary is fixed by the sectorial collective agreements
between the employer and the employee (on the basis of week
of 40 or 48 hours) but the productivity is also taken into
account
• On July 1st, 2002, the SMIG (minimal salary) is presented
as follows :
| Working hours |
Per Month |
Per Hour |
| 48 h./week |
202, 592 TD |
0, 974 TD |
| 40 h./week |
176, 799 TD |
0, 989 TD |
• Trial period could
extend to six months for subordinate staff, nine months for
supervisors and a year for executives
• Dismissal : The employer can decide to reduce the
personnel and terminate employment contracts for economic
or technical reasons; he can also lay off the employees
 Social
Security
All persons employed in Tunisia and entitled beneficiaries
are covered by the nationwide social security scheme. The
Social Security National Fund (CNSS) administers the private
sector.
Social benefits comprise :
Family allowances, social Security, health insurance, maternity,
old-age pensions, disability, and work accidents and diseases.
Employers, self employed and employees established in Tunisia
must be affiliated with a social security scheme.
All foreign nationals unless they choose otherwise, i.e. affiliate
with schemes in their countries of origin in accordance with
the conventions signed by Tunisia, must also be affiliated.
The contribution is calculated on the basis of total amount
of the paid wages, including all benefits, at the rate of
16% paid by the employer and 7,75% by the employee.
Vocational
training
Vocational training is financed by a tax of vocational training
fixed at 2% of total wages and salaries for companies operating
in the sectors other than those of manufacturing industries,
which pay the contribution of 1%.
Vocational training tax is partialy refunded to the companies.
The companies are encouraged to provide staff training thanks
to additional options :
• The Insertion and Vocational Fund (FIAP/C) finances,
at a rate of 70 %, the company’s needs analysis and
the elaboration of the training program, and 100%, of the
actions of personnel retraining
• The National In-service Training Program (PRONAFOC)
is open to PME, which has 100 permanent agents, or less
• The contribution to the financing of the training
schemes of the personnel of companies operating in technological
investments, in accordance with article 39 of the Code of
Investment Incentive, enables companies to profit from a State
financial assistance covering 50% of the training expenses,
with the ceiling of 125.000 TD
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