Work and Wages

Minimum Wage

The minimum wage rate is the wage level set for workers in positions that do not require a professional qualification and below which no employee should be remunerated.

Minimum wage rate for agricultural (SMAG) and non-agricultural (SMIG) sector are determined and revised by the government in a decree, after consultations with the most representative employers’ and workers’ organisations. In those sectors where minimum wages are not determined by the collective agreements, these can be fixed by the Decree.

Recommendations for minimum wage rates for both agricultural and non-agricultural workers are made by the "National Committee on Social Dialogue", headed by the Minister of Social Affairs. Wage rate may also be set through collective agreement, provided that the wage rate must not be lower than the minimum wage rate determined by the Government.


Minimum wage rate is fixed on the basis of productivity. However, minimum wages may vary in the agricultural and non-agricultural sector. Wage rate for piece-rate workers is determined at such a level that workers are assured of receiving at least the minimum wage rate set by decree or sectorial collective agreement.

The current guaranteed minimum inter-professional wage, determined in November 2015, in the non-agricultural sectors is fixed at 338 dinars and at 289.639 dinars per month and 1625 millimes and 1671 millimes per hour, respectively for the working system of 48 hours and 40 hours a week, for the employees for both sexes who are at least 18 years old.  The young employees who are at least eighteen (18) years old may under no circumstances receive a wage inferior to 85% than that of the adult.

The guaranteed minimum agricultural wage is fixed at 13 dinars a working day for workers who are at least eighteen (18) years old. The specialized and qualified agricultural workers are allowed a premium referred to as “technicality premium” whose amount is uniformly fixed as follows:

- For the specialized workers: 693 millimes a day;

 - For the qualified workers: 1303 millimes a day

The above-referred premium is added to the amount of the guaranteed minimum agricultural wage, and for each day during which the worker has done a work requiring a specialization or a qualification.

 Failure to pay the minimum wage shall result in a fine of 24 to 60 dinars. This fine is applied for each employee being paid a wage that is less than the minimum rate provided for in the legislation. In the event of repetitive offence/recurrence, the penalty is doubled.

Source: §134 & 234 of the Labour Code 1966, last amended in 2011; Décret gouvernemental n° 2015-1762 du 9 novembre 2015, fixant le salaire minimum interprofessionnel garanti dans les secteurs non agricoles régis par le code du travail; Décret gouvernemental n° 2015-1763 du 9 novembre 2015, fixant le salaire minimum agricole garanti

Regular Pay

The term "wage" refers to the remuneration owed to the worker in return for work done for his employer, and which is determined either by agreement between the parties or by collective agreement. Wages include the basic salary as well as all allowances and benefits in cash or in kind, whatever their nature. 

Wages must be paid in legal currency in Tunisia unless provided otherwise in an agreement. In kind allowances are permitted however these benefits may not be deducted from the minimum wages paid in cash. Wages of workers employed on hourly and daily basis must be paid at least once a week; and those employed on monthly basis must be paid monthly. Payment date for piece rate workers is determined by agreement between the parties, provided that the workers receive payments every week and it is fully paid within a week of delivery of the work. The payment of wages cannot be made the day that the worker or employee has the right to rest.

The employer must also provide payment slip to his/her workers stating the name and address of employer or business name of the establishment; the number under which the employer pays its contributions the Social Security Fund; the employee's name and the position held by him or qualification; the period and the number of hours or day's work; a list of allowances and benefits in addition to the wages and their amounts; the amount of the gross compensation due to the worker; the nature and amount of deductions made from the gross pay; the amount of net take-home pay by the worker; and the compensation payment date.

Source: §139-149 of the Labour Code 1966, last amended in 2011