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Tunisia EOR & PEO

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Hire in Tunisia

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.

Facts & Stats

EOR Platform

Hire in Tunisia, and pay employees through our platform or app.

EOR Cost

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.

Local benefits

We manage all local benefits and compulsory contributions in Tunisia

180+ Countries

It doesn’t stop with Tunisia — we hire employees globally.

hire employees in Tunisia

What Is a Tunisia EOR?

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)

Save Money And Time with A Tunisia EOR

What Are the Benefits of a Tunisia EOR?

Benefits of engaging a Tunisia EOR for your hiring in that country include:

  1. No entity necessary: It can be time-consuming and costly to set up a formal legal entity or subsidiary in Tunisia. If you only need Tunisian workers to work remotely, setting up an entity isn’t necessary, but you do need a legal employer. The EOR fills this role and saves your company time and money in the process.
  2. Fast onboarding: If a foreign firm tries to enter the Tunisian job market and hire workers on its own, it may take months to work through the necessary formalities to onboard local staff on compliant contracts.  An EOR can hire and onboard employees within days.
  3. Controlled compliance: Hiring employees in an unfamiliar location can bring a range of legal headaches. With so many statutes and regulations applicable to employment in Tunisia,  foreign firms find themselves in non-compliance and penalized by the Ministry of Social Affairs. An EOR company in Tunisia, however, is familiar with all these laws and can ensure full compliance. 
  4. Language skills: Tunisians speak Arabic, French, and English. At least half are bilingual and this means you’ll be able to tap into some valuable skills when you use an EOR to hire Tunisian workers for your company. 
  5. Affordability: Tunisian workers can be employed at a lower rate than those in many countries around the world. While you also need to pay a service fee to a Tunisia EOR, this can still represent much less than the cost of recruiting and employing workers from other regions.
Horizons is Best IN Class

Why Choose Horizons?

Horizons stands out as a Tunisia EOR through:

  1. A strong regional presence in North Africa, meaning local staff are available to deal with any issues on the ground.
  2. Client-focused infrastructure. Horizons won’t oversell you on products and services you don’t need. Horizons offers the easiest platform to compliantly hire and pay people worldwide.
  3. Full cost-transparency. All Horizons charges are 100% transparent (onboarding, offboarding, deposit, no extra charges).
  4. A customer-first culture. Horizons is an efficient bootstrapped company. It is not an externally-funded company burning investor cash to aggressively acquire new clients. Horizons is the only EOR that grows with its customer, reflecting the level of care and personal attention provided to each customer. Horizons will carefully advise on the best setup in Tunisia: the type of contract needed, how to structure your benefits, and how to offboard a person while minimizing the risk of conflicts and extra cost
  5. A long-term partnership. Horizons is the only EOR platform with a recruitment arm — a direct response to client demand. If any employee is leaving, or if our clients want to explore a new country, Horizons can recruit new candidates directly for the client.  Horizons is:
    • The only EOR doing this in-house — no subcontracting
    • The only EOR doing this without a retainer — clients are only charged upon success
    • The only EOR charging just a 2% fee per month
Step-by-step Tunisia EOR

How Does a Tunisia EOR Work?

When you engage a Tunisia EOR, it will:

  1. Hire your Tunisia employees. The Tunisia EOR becomes the legal employer of your team in Tunisia, taking care of legal and HR responsibilities. This leaves you to focus on day-to-day company operations.
  2. Manage employment contracts and onboarding. The EOR assists in drafting compliant Tunisia labor contracts, including terms on salary, benefits, working hours, and termination procedures. It also manages the onboarding process, ensuring that employees are legally registered and understand their employment terms.
  3. Process payroll and handle employment taxes. The Tunisia EOR takes care of payroll processing, ensuring accurate calculation of wages, social benefits, and taxes according to Tunisian laws and regulations. It also handles all tax filings and ensures compliance with local tax laws, reducing the risk of penalties for non-compliance.
  4. Administer benefits. The Tunisia EOR can provide employees with access to competitive benefits packages, including health insurance, pension schemes, and other perks. Since EORs pool employees from multiple companies, they often can negotiate better rates for these benefits.
  5. Take care of exit procedures. If an employment relationship needs to end, the EOR handles the termination process in accordance with Tunisian labor law, including severance payments and the final settlement.

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.

stay compliant with Tunisia labor laws

Labor Laws

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. 

Employment contract types

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. 


Probationary period

No probationary period.


At completion of the project.


Max. one months per year of employment.


Probationary period

1 week-1 month depending on length of contract.

Termination notice period

No notice period, unless early termination


No notice period unless early termination


Probationary period

3-6 months depending on type of position

Termination notice period

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.

Working Hours in Tunisia

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%. 

Overtime must be compensated in the following way:

For a regular workday:

125-150% of the standard hourly rate

For a rest day:

150% of the standard hourly rate, or a day off (also known as ‘time and a half')

For a statutory holiday:

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 2024 these holidays are:

DateHoliday name
January 1New Year’s Day
March 20Independence Day
April 9Martyrs’ Day
April 10Eid al-Fitr (End of Ramadan)
April 11Eid al-Fitr
April 12Eid al-Fitr
May 1Labor Day
June 17Eid al-Adha (Feast of Sacrifice)
June 18Eid al-Adha
June 19Eid al-Adha
July 8Ras el am el Hejri (Islamic New Year)
July 25Republic Day
August 13Women’s Day
September 15Prophet Muhammad’s Birthday
October 15Evacuation Day
December 17Revolution and Youth Day

Paid time off

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. 

Sick leave in Tunisia

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.

Maternity leave in Tunisia

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.

Termination & severance in Tunisia

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.

hassle-free Tunisia compensation & benefits

Compensation & Benefits

Tunisia compensation laws

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).

13 month salary in Tunisia

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.

Social security contributions

Workers and employers pay into the National Social Security Fund. This fund provides protection for workers by paying the following benefits:

  • Family benefits (family allowances, maternity allowance)
  • Death benefits to family beneficiaries
  • Pensions (Old‐age pension, disability, and survivors’ pensions)

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

Hire in Tunisia in 24h without your own local entity.

With Horizons, you get quick service, transparent pricing, and expert support.

Frequently asked questions

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. 

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