Tunisia Work Permit Guide for Employers. 2026
Processing: 4–12 weeks | End-to-end: 2–4 months. Authority: MEFP. Last reviewed: May2026
Tunisia Labour Code Reform — Law No. 9 of 2025
- Open-ended contracts (CDI) now the default — fixed-term contracts (CDD) restricted to specific circumstances only: temporary workload increases or replacing absent workers
- Fixed-term contracts auto-convert to indefinite if employment continues beyond expiry
- Subcontracting prohibited — fine of TND 10,000 per violation
- Maximum probation: 6 months, renewable once
- Social Solidarity Contribution (CSS) 0.5% extended through FY2026
- Investment Law No. 2016-71 Article 6 quota still in force: 30% years 1–3 → Attestation; 10% from year 4 → above limit requires Visa de contrat; minimum 4 foreign executives always permitted → Attestation
Tunisia’s work authorisation system requires employers to resolve a critical distinction before any application begins: does the employee fall into a category qualifying for an Attestation de non soumission (exemption certificate), or do they require the full Visa de contrat de travail (work contract visa)?
The answer determines the MEFP form, the justification required, and the processing pathway — all confirmed on the official MEFP website (emploi.gov.tn), fetched directly May 2026. The Investment Law No. 2016-71 Article 6 executive quota (30% years 1–3; 10% from year 4; minimum 4 always) is the most operationally important threshold for international employers.
Quick answer
Employer identifies category → Attestation de non soumission (exemption: managers, Investment Law quota, hydrocarbons/mining, international orgs, Moroccan nationals) OR Visa de contrat de travail (full authorisation: no-Tunisian-equivalent, spouses of Tunisians, quota exceedances, seconded staff, hotels, sports) → submit via moe.mfpe.gov.tn or MEFP offices → 4–12 weeks processing → employee gets entry visa at Tunisian consulate → enters Tunisia → employer registers with CNSS (employer 20.07% + employee 9.18%) → employee applies for residence permit. Investment Law quota: 30% years 1–3 / 10% from year 4 / min 4 always. SMIG: TND 528.32/month (48h) from 1 Jan 2025. Labour Code Law No. 9/2025: CDI default; CDD restricted; subcontracting prohibited.
Where Tunisia work authorisation applications are submitted
Foreign worker authorisation in Tunisia is handled by the Ministry of Employment and Vocational Training, the MEFP. The required document depends on the worker category, but employers generally submit through one of three routes:
- Online MEFP portal: the preferred route for most applications, as it allows digital submission, tracking and easier follow-up.
- Central MEFP office in Tunis: suitable for employers based in Tunis or cases requiring direct administrative follow-up with the central authority.
- Regional Directorate: used by employers outside Tunis, through the directorate responsible for the employer’s location.
The submission channel does not change the legal requirements. The key compliance issue is whether the file contains the correct employment contract, worker category evidence, employer documents and supporting justification for hiring a foreign national.
The Investment Law executive quota — the eligibility threshold checked before any application
The 30%/10%/4-executive thresholds that determine document type and compliance: under Article 6 of Investment Law No. 2016-71 of 30 September 2016, every Tunisian-registered company must track its ratio of foreign supervisory and executive staff against its total executive headcount.
These are statutory thresholds, not advisory targets, that determine which MEFP document applies. The clock starts from the date of legal creation or actual commencement of activity, whichever the company chooses at setup.
| Period / Condition | Expat Quota | Rules & Visa Impact |
|---|---|---|
| Years 1–3 | 30% | Up to 30% of total executives may be foreign → Attestation de non soumission applies |
| From year 4 | 10% | Must reduce to 10% → workers above 10% require Visa de contrat de travail |
| Always | Min. 4 | Minimum 4 foreign executives always permitted → always qualifies for Attestation regardless of ratios |
Workers exceeding the 30%/10% limit do not lose their right to work, they require the Visa de contrat de travail route. Employers must track this ratio annually, a company passing its year-3 anniversary without reviewing the foreign executive proportion may unknowingly fall out of Attestation eligibility for new hires. Certain professions are reserved exclusively for Tunisian nationals under specific legislation (confirm with MEFP before applying).
Legal employment in Tunisia only exists where all three authorisations are valid simultaneously. Allowing any one to lapse while the others remain active creates an irregular status for both employee and employer.
The three authorisations — all required, all synchronised
1. MEFP Work Authorisation
Attestation de non soumission or Visa de contrat de travail — applied for by the employer before the employee travels. Employer-specific and role-specific. Must be renewed annually before expiry.
2. Entry Visa
Applied for at a Tunisian embassy or consulate using the MEFP authorisation document. Required before travel. Separate from the work authorisation. Even visa-free nationals require the MEFP document to obtain the correct entry status.
3. Residence Permit
Applied for after arrival from Interior Ministry authorities (approx. TND 100–200). Issued for the same duration as the MEFP work authorisation. Must be renewed simultaneously. Does not authorise employment on its own.
Work permit fees in Tunisia
| Fee / Contribution | Amount / Rate | Notes |
| Work authorisation | TND 150–300 | Attestation or visa de contrat. Varies by category and MEFP form. |
| Residence permit | TND 100–200 | Applied for after arrival through Interior Ministry authorities. |
| Employer CNSS | 20.07% | Employer social security contribution, calculated on gross salary from first payroll. |
| Employee CNSS | 9.18% | Employee social security contribution, deducted from gross salary. |
Fee exemptions apply to Moroccan nationals (bilateral agreement — Attestation form ae10_fr, free of charge) and foreign experts under government-to-government cooperation agreements (form ae9_fr). The MEFP’s online portal at moe.mfpe.gov.tn provides category-specific payment guidance at the point of submission. Employer pays the MEFP work authorisation fee; residence permit fees are typically the employee’s responsibility.
How to hire a foreign national in Tunisia
Employer identifies the correct MEFP document type and category
Before preparing any documents, confirm whether the employee qualifies for the Attestation de non soumission or requires the Visa de contrat de travail (using the category table below). For Investment Law companies, calculate the current ratio of foreign executives against total executive headcount and confirm the year of operation (30% limit years 1–3; 10% from year 4; minimum 4 always on Attestation). Download the correct MEFP form from emploi.gov.tn — each category has a unique form number for initial issuance and a separate form for renewal.
Employer prepares and submits application to MEFP
For Attestation: company registration documents (trade register, tax card), evidence confirming exempt category (director appointment letter, investment eligibility, sector licence), and employment contract. For Visa de contrat: additionally a written justification that no Tunisian equivalent is available in the speciality, the employee’s detailed CV and qualifications, and sector-specific supporting documents per the MEFP form. Submit online at moe.mfpe.gov.tn, or in person at the Ministry or Regional Directorate. Processing: 4–12 weeks (Attestation faster; Visa de contrat involves substantive review).
MEFP issues authorisation document — 4–12 weeks
The MEFP reviews the application. Attestation categories: faster — confirms category eligibility. Visa de contrat: longer — the MEFP assesses whether the employer has genuinely demonstrated that no Tunisian equivalent exists in the speciality. Both documents must be obtained before the employee travels to Tunisia. The document is not transferable between employers, a change of employer requires a new application.
Employee applies for entry visa at Tunisian embassy or consulate
With the MEFP authorisation, the employee applies for the appropriate entry visa at the Tunisian embassy or consulate in their country of residence. The MEFP document (Attestation or Visa de contrat) is a mandatory enclosure. Processing time varies by consulate and nationality. The employee cannot enter Tunisia for employment purposes on a tourist or visit visa — the correct employment visa category must be used from the outset.
Employee enters Tunisia — employer registers with CNSS from first payroll
After arrival, the employer registers the employee with the CNSS (Caisse Nationale de Sécurité Sociale) and begins monthly contributions: employer 20.07% of gross salary; employee 9.18%. The employment contract must comply with Labour Code Law No. 9 of 2025 — CDI (open-ended) by default unless the specific CDD circumstances apply. The contract must specify: employee grade, monthly gross salary, working hours regime (48h or 40h), and applicable sectoral collective agreement.
Employee applies for residence permit from Interior Ministry authorities
The employee applies for a residence permit (approximately TND 100–200) from the relevant Interior Ministry authorities. The residence permit is issued for the same duration as the MEFP work authorisation and must be renewed simultaneously with it. Both must be renewed before their respective expiry dates; the MEFP authorisation and the residence permit are legally independent documents: letting either lapse creates an irregular status.
| Stage / Requirement | Estimated Timeline | Description / Additional Info |
|---|---|---|
| Category identification | – | Attestation vs Visa; Investment Law quota check |
| MEFP processing | 4–12 weeks | Before applying: Online or at Ministry offices |
| Entry visa | Weeks | Tunisian consulate — MEFP document required |
| CNSS + residence | – | After arrival: registration + residence permit |
| Total end-to-end | 2–4 months | Category ID to residence in hand |
Documents required for Tunisia work authorisation
Employer documents, submitted to MEFP (all categories)
| Document | Notes |
|---|---|
| MEFP application form — correct category number | Specific form per category (ae1–ae10 for Attestation; p1–p13 for Visa de contrat). Download from emploi.gov.tn. Separate initial (établissement) and renewal (renouvellement) forms. |
| Commercial registration certificate | Confirming the employer is a registered Tunisian entity in good standing |
| Tax registration card | Current Tunisian tax identification confirming employer’s tax status |
| Signed employment contract | Compliant with Labour Code Law No. 9/2025 (CDI default); specifies grade, salary, working hours regime (48h or 40h), and applicable sectoral collective agreement |
| Category-specific supporting document | Attestation: director appointment letter, Investment Law eligibility proof, sector licence as applicable. Visa de contrat: written justification of no-Tunisian-equivalent, secondment agreement, bilateral agreement reference, or sector document as required by the specific MEFP form |
Employee documents — submitted with application and at Tunisian consulate
| Document | Notes |
|---|---|
| Valid passport | Minimum 6 months validity; copy of biographical page for MEFP; original at consulate for visa stamping |
| Passport photographs | Recent; conforming to Tunisian consulate specifications; typically 2 for visa application |
| CV / Résumé Required — Visa de contrat categories | Demonstrating relevant professional experience and qualifications; supports the no-Tunisian-equivalent justification |
| Educational certificates and professional qualifications Required — Visa de contrat categories | Relevant to the applied role; may require MEFP equivalence recognition for certain qualification levels |
| Evidence of legal immigration status in current country | Required if the employee holds a passport from a different country than where the visa application is being made |
Complete MEFP category reference (confirmed from official emploi.gov.tn, fetched directly May 2026)
| Category | Type | Form numbers |
|---|---|---|
| Foreign employer, manager, co-manager with full powers, or legal representative of a Tunisian company | Attestation | ae1_fr / ar1_fr |
| Foreign supervisory/executive staff — Investment Law No. 2016-71 companies within the 30%/10% quota or minimum 4 | Attestation | ae2_fr / ar2_fr |
| Workers in hydrocarbons sector companies | Attestation | ae5_fr / ar5_fr |
| Workers in mining sector companies | Attestation | ae6_fr / ar6_fr |
| Workers at international organisations or associations | Attestation | ae8_fr / ar8_fr |
| Foreign experts under government-to-government cooperation or technical assistance agreements | Attestation | ae9_fr / ar9_fr |
| Moroccan nationals (bilateral agreement — free of charge) | Attestation | ae10_fr / a10r_fr |
| Foreigners recruited because no Tunisian equivalent exists in the speciality | Visa contrat | p1e / p1r |
| Spouses of Tunisian nationals holding work contracts | Visa contrat | p2e / p2r |
| Foreign supervisory/executive staff — Investment Law companies exceeding the 30%/10% quota limit | Visa contrat | p3e / p3r |
| Foreign supervisory/executive staff in mining exploitation sector | Visa contrat | p4e / p4r |
| Foreign supervisory/executive staff in hydrocarbons exploitation sector | Visa contrat | p5e / p5r |
| Foreign agents seconded from parent companies (partnerships/cooperation between Tunisian and foreign companies) | Visa contrat | p6e / p6r |
| Foreign agents seconded to branches of parent companies holding contracts in Tunisia | Visa contrat | p7e / p7r |
| French Young Professionals (Franco-Tunisian professional exchange agreement) | Visa contrat | p8e / p8r |
| Swiss Young Professionals | Visa contrat | Specific MEFP forms |
| French VIE (Volontaires Internationaux en Entreprises) | Visa contrat | p9e / p9r |
| Foreign workers in the sports sector | Visa contrat | p10e / p10r |
| Foreign workers in hotels (including entertainers and travel agency representatives) | Visa contrat | p11e / p11r |
| Social cases — of Tunisian mother or father | Visa contrat | p12e / p12r |
| Shareholders and partners | Visa contrat | p13e / p13r |
Tunisia work permit at a glance. 2026
| Feature | Detail |
|---|---|
| Issuing authority | MEFP — Ministry of Vocational Training and Employment (emploi.gov.tn) |
| Online portal | moe.mfpe.gov.tn — preferred submission and tracking route |
| Specialist physical submission | Direction Générale PGMOE — 93 Ave de la Liberté, 1002 Tunis Belvédère | moe@mfpe.gov.tn | +216 71 795 203 |
| Document type 1 — Attestation | Attestation de non soumission au visa du contrat de travail — exemption for managers, Investment Law quota staff, hydrocarbons/mining, international orgs, cooperation experts, Moroccan nationals |
| Document type 2 — Visa de contrat | Visa de contrat de travail — full Ministry authorisation for no-Tunisian-equivalent, spouses of Tunisians, quota exceedances, seconded staff, hotel/sports workers, shareholders |
| Investment Law quota — years 1–3 | Up to 30% of total executives may be foreign → Attestation de non soumission |
| Investment Law quota — from year 4 | Must reduce to 10% → above 10% requires Visa de contrat de travail |
| Minimum foreign executives — always | 4 executives → always Attestation de non soumission regardless of ratios |
| Processing time | 4–12 weeks (Attestation faster; Visa de contrat longer due to justification review) |
| Work authorisation fee | Approximately TND 150–300 (varies by category) |
| Residence permit fee | Approximately TND 100–200 |
| SMIG (48h/week) — from 1 Jan 2025 | TND 528.32/month (industrial and services sectors) |
| SMIG (40h/week) — from 1 Jan 2025 | TND 448.24/month (modern office environments under collective agreement) |
| SMAG (agricultural) — from 1 Jan 2025 | TND 20.32/day |
| Employer CNSS contribution | 20.07% of gross salary |
| Employee CNSS contribution | 9.18% of gross salary |
| Income tax | Progressive: 0–35%; household status and number of children considered |
| Labour Code 2025 | Law No. 9/2025: CDI default; CDD restricted; subcontracting prohibited (TND 10,000 fine); probation max 6 months renewable once |
| Standard working week | 48 hours (or 40 hours under collective agreement) | overtime at 175% for 48h workers |
| Annual leave | 12 working days per year + 1 additional day per 5 years of seniority |
| Maternity leave | 30 days paid at 66.7% of average daily wage (extendable 15 days for complications) |
Official government resources in Tunisia
The complete official MEFP page for foreign employment — all categories listed, all forms downloadable (ae1–ae10; p1–p13), and all submission addresses. The definitive reference for which category applies.
2. MEFP online application portal
Official MEFP digital platform for submitting and tracking all foreign employment applications. Both Attestation and Visa de contrat categories accepted. Preferred route with real-time status monitoring.
3. Direction Générale du Placement à l’Etranger et de la Main d’Oeuvre Etrangère
93 Avenue de la Liberté, 1002 Tunis Belvédère. Tel: +216 71 795 203. The specialist MEFP directorate for foreign worker employment applications — for complex cases and non-standard categories.
4. Tunisia Investment Authority — Investment Law No. 2016-71 Labour
Official TIA publication confirming Article 6 of Investment Law No. 2016-71 — the 30%/10% foreign executive quota and the minimum four-executive floor provision.
5. CNSS — Caisse Nationale de Sécurité Sociale
Tunisia’s national social security authority. Employers must register and make monthly CNSS contributions (employer 20.07%; employee 9.18%) for all employees including foreign nationals with valid MEFP work authorisation.
Frequently asked questions
Can one Tunisia work authorisation be reused for a different role or employer?
No. Work authorisation in Tunisia is tied to the sponsoring employer, the worker category and the specific role. If the employee changes employer, role category or assignment structure, the authorisation position should be reassessed before the change is implemented.
What should employers confirm before making a formal offer to a foreign national?
Employers should confirm whether the role is eligible, which MEFP category applies, whether the company can sponsor the worker, and whether the proposed contract structure is lawful under current Tunisian labour rules. This should be checked before the start date is promised.
What usually causes delays in Tunisia work authorisation applications?
Delays usually come from incorrect category selection, incomplete employer documents, weak role justification, missing employee qualifications, or contract terms that do not match Tunisian labour requirements. The application should be built around the correct category from the start.
Can a foreign employee start working while the application is being processed?
No. The employee should not begin work in Tunisia until the required authorisation and entry status are in place. Starting work too early can create compliance risk for both the employer and the employee.
Do foreign employees need to be placed on a local Tunisian payroll?
Yes. Once employed locally, the worker must be handled through a compliant Tunisian employment and payroll setup, including social security registration and statutory deductions. Immigration approval alone is not enough.
How does the 2025 labour reform affect foreign hires?
The reform makes contract structure more important. Employers should avoid using fixed-term or subcontracting arrangements as a default shortcut for foreign workers. The employment contract must reflect a lawful basis for the role, duration and working arrangement.
When is an Employer of Record useful in Tunisia?
An EOR is useful where a company needs to employ talent in Tunisia without incorporating a local entity, or where it needs a registered local employer to manage work authorisation, payroll, employment contracts and statutory compliance.
How far in advance should employers plan a Tunisia hire?
Employers should start planning at least two to four months before the intended start date. More time may be needed where the role requires detailed justification, consular processing, document legalisation or internal approval from multiple stakeholders.
Why partner with Acumen International as your Employer of Record in Tunisia
For companies without a Tunisian entity, Acumen International provides a compliant Employer of Record solution that allows you to employ eligible workers locally without setting up your own subsidiary.
Acumen International supports employers with:
- Local employment through a registered Tunisian employer infrastructure
- Assessment of the correct MEFP category before application
- Coordination of Attestation and Visa de contrat de travail submissions
- Support with Investment Law executive quota requirements where relevant
- Employment contract preparation aligned with Tunisian labour rules
- CNSS registration and social security contribution administration
- Payroll management in line with statutory wage and contribution requirements
- Renewal tracking for work authorisation and residence-related documents
- Support with compliant offboarding and employment record closure
- A practical route to hiring in Tunisia before committing to local incorporation
For international employers, this reduces the administrative burden of entering Tunisia directly while keeping employment, payroll and work authorisation obligations managed through a structured local model.
Hiring foreign nationals in Tunisia?
Acumen International’s Global EOR solution gives your business a compliant route to employing workers in Tunisia, identifying the correct MEFP category and form, managing Attestation and Visa de contrat de travail applications, tracking the Investment Law executive quota, CNSS registration, payroll at or above the TND 528.32 SMIG, and employment contracts compliant with Labour Code Law No. 9 of 2025.
Important: Acumen International operates as a Global Employer of Record and supports businesses deploying their own expatriate employees in Tunisia. Our involvement flows from our role as the registered Tunisian employing entity — specifically, MEFP work authorisation applications and employment compliance under the Tunisian Labour Code (including Law No. 9 of 2025). We do not provide standalone immigration legal advice and do not assist individuals seeking employment in Tunisia independently.