Understand the regulations on vacation and other types of leave in Tunisia
In Tunisia, the provision of paid vacation leave for employees is determined by their age. Those who are under 18 years old or over 50 years old are entitled to 18 working days of paid leave annually. Meanwhile, employees who fall within the age bracket of 18 to 50 years old are given 12 working days of paid leave each year.
The allocation of vacation leave is contingent on continuous employment under the same employer.
There is a provision for employees to carry over a portion of their unused leave to the succeeding year. However, this is subject to the agreement of the employer.
The scheduling of vacation leaves is typically a collaborative decision between employers and employees, adhering to the guidelines set by the Labor Code.
In Tunisia, public holidays are a blend of national and religious observances.
The national holidays in Tunisia include:
As a majority Muslim nation, Tunisia also observes Islamic holidays that follow the lunar calendar:
In Tunisia, employees are entitled to various types of leave. These include annual leave, sick leave, maternity leave, paternity leave, and other notable leave types such as bereavement leave and pilgrimage leave.
Employees are entitled to paid annual leave with the length based on their age: those under 18 or over 50 years of age get 18 working days, while those between 18 and 50 get 12 working days.
Employees are entitled to paid sick leave after completing a probationary period with their employer (duration varies). Sick leave requires a medical certificate and the specific length depends on seniority.
Female employees are entitled to 30 days of paid maternity leave.
Male employees are entitled to 2 days of paid paternity leave following the birth of their child.
Employees may be entitled to a short period of paid leave following the death of an immediate family member.
This type of leave may be granted for Muslim employees to perform the Hajj pilgrimage.
Employers may offer more generous leave provisions than the legal minimums. Certain sectors may have additional leave provisions negotiated within collective agreements.
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