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Population
Tunisia has about 12 million inhabitants (as of 2023). The population is ethnically relatively homogeneous, with most people of Arab descent. There is also a Berber minority and a small community of European and Jewish descent.
Capital
The capital of Tunisia is Tunis, the largest city in the country and the economic, political, and cultural center. Tunis is located on the Mediterranean coast and is known for its historic Medina and modern districts.
Economic Power
Tunisia has a diversified economy based on agriculture, mining, manufacturing, and tourism. The country produces and exports olive oil, dates, and textiles. The tourism sector has traditionally been an important part of the economy, but it has suffered in recent years due to political unrest and security issues. In recent years, Tunisia has worked to modernize its economy through reforms and expand the IT and service sectors. Despite these efforts, unemployment remains high, especially among young people.
Culture
Tunisia’s culture is a blend of Arab, Berber, and European influences, shaped by the country’s long history as a Mediterranean trading center. Tunisian cuisine, music, and traditional crafts reflect this cultural diversity. Islam is the dominant religion, and religious festivals and traditions play an important role in social life. Tunisia has a rich film and theater scene and is known for its vibrant festivals.
Currency
The official currency of Tunisia is the Tunisian Dinar (TND).
Health Insurance and Social Security System
Tunisia has a relatively well-developed social security system that covers health insurance, pensions, maternity leave, work accident, and disability insurance. The “Caisse Nationale de Sécurité Sociale” (CNSS) and the “Caisse Nationale d’Assurance Maladie” (CNAM) manage the social security benefits. Healthcare is either free or heavily subsidized for most citizens, although quality and availability are often limited in rural areas.
Costs for Employers
Employers in Tunisia are required to contribute to social security, with contributions amounting to around 16-20% of gross salary. These contributions cover pensions, health insurance, and other social security benefits. The exact contribution rates may vary depending on the industry and type of employment.
Salaries and Bonuses
Salaries in Tunisia vary depending on the industry, qualifications, and position. There is a legal minimum wage, which is regularly adjusted. Bonuses are common in many companies, particularly in the form of year-end or performance-related payments. However, they are not legally required and depend on company policies.
Payroll
Payroll must account for legal deductions for taxes and social security contributions. Employers must calculate these deductions correctly and remit them to the appropriate authorities. The payroll also includes information about any bonuses and other compensation.
Public Holidays
Public holidays in Tunisia include New Year’s Day (January 1), Revolution Day (January 14), Independence Day (March 20), Labor Day (May 1), Republic Day (July 25), Women’s Day (August 13), and various religious holidays such as Eid al-Fitr and Eid al-Adha, which vary according to the Islamic lunar calendar.
Working Hours
The regular working hours in Tunisia are generally 40 hours per week, spread over five working days. During Ramadan, shorter working hours are often observed for Muslims. Overtime is legally regulated and must be paid additionally.
Vacation
Employees are entitled to at least 18 to 24 paid vacation days per year, depending on the length of service. The exact number of vacation days may be determined by collective agreements or individual contracts. In addition, there are paid public holidays.
Incapacity for Work
In the event of incapacity due to illness, employees must provide a medical certificate. The social security system covers the cost of sick pay, with the amount and duration of payment depending on the length of service. Employers are required to continue paying wages for a certain period.
Termination/Severance Pay
Tunisia’s labor law requires that terminations be justified, with a notice period that varies depending on the length of service. Severance pay is required in cases of wrongful termination and is based on the length of service and the individual circumstances of the termination. Employees have protection against unjustified dismissals.