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9.1ÌýÌýÌýÌý Employment legislation

The Tunisian employment legislation basically relies on:

1. Ìý

   •ÌýÌýÌýÌý the Labour Code, which is applicable to various business industries (see 1.1 for how to access the Labour Code)

2. Ìý

   •ÌýÌýÌýÌý the framework collective agreement signed between employers and employees' syndicates

3. Ìý

   •ÌýÌýÌýÌý the sectoral collective agreements that are specific for each business industry

Employment contracts

Labour Code, Art 6 provides a definition of an employment contract. The latter is articulated around three main components:

1. Ìý

   •ÌýÌýÌýÌý the existence of a subordinate relationship

2. Ìý

   •ÌýÌýÌýÌý the provision of services

3. Ìý

   •ÌýÌýÌýÌý a remuneration

The existence of an employment contract may be proved by any means.

Employment contracts are generally either a permanent contract or a fixed-term contract.

Under the permanent contract, employees may be subjected to a trial period (generally ranging from 6 to 12 months depending on the business industry) (Labour Code, Art 18).

A fixed-term contract including its renewals should not exceed a maximum period of four years. Any further period