The Tunisian Job Market: What Real Opportunities Exist for Expatriates?

Published on January 22, 2026 and written by Cyril Jarnias

Settling and working in Tunisia means accepting a double shock: a very low cost of living that is a dream, but a local job market under pressure, with high unemployment, a legal framework undergoing profound change, and strong competition from often highly qualified Tunisian candidates. For an expatriate, however, the country can offer good prospects, provided one arrives well-informed, targets the right sectors, and understands the rules of the game—legal, cultural, and economic.

Understanding Tunisia’s Economic and Social Context

Tunisia is a Mediterranean country, at the crossroads of Arab, Berber, and European influences, where French remains very present, particularly in higher education, business, and administration. This relative bilingualism, combined with one of the lowest costs of living in the region, partly explains the country’s appeal to expatriates.

But behind this attractive image, the reality of the job market is more nuanced. Tunisia combines several traits that directly impact employment prospects for a foreigner.

A Country That Is Both Competitive… and Underperforming

A World Bank study highlights that Tunisia’s most successful companies manage to dominate their market, grow, and capture more market share than their competitors. The country thus stands out for its relatively competitive environment, where the “natural selection” of companies functions rather well.

In competitiveness indicators, Tunisia often ranks above some of its neighbors:

For an investor or an expatriate manager, this data is a reminder that Tunisia is not a marginal market: it is a country where costs are low, the workforce is trained, and where modern, exporting companies coexist with a fabric of sometimes very fragile SMEs.

A Job Market Under Pressure

The employment situation in Tunisia is marked by structural unemployment, worsened after the revolution. Young people are the most affected, with very high rates among those aged 15‑24, and university graduates bear the heaviest burden: figures show that graduate unemployment has almost doubled in a few years, far exceeding 30%. Women, particularly graduates living in the South and West of the country, are even more exposed.

This inability to create enough jobs has several direct consequences for a foreigner:

– local competition is strong, even for skilled positions;

– labor authorities and administration closely monitor foreign hires, to avoid them being perceived as competing with Tunisians;

– public policies strongly encourage youth integration schemes (subsidized contracts, internships, Karama, CIVP programs), which influence companies’ recruitment strategies.

At the same time, the informal sector weighs heavily on the economy, to the point that some estimates put its share close to half of GDP. For an expatriate, this means that a portion of activities and jobs falls entirely outside the legal framework… but participating in it is strongly discouraged. Working without a contract in Tunisia exposes both employer and employee to penalties, and, more importantly, deprives them of social protection, pension rights, and access to labor courts.

The Legal Framework for Employment: What an Expatriate Must Know

You don’t work in Tunisia as you would in an OECD country. The Labor Code, adopted in 1966 and regularly amended, primarily governs the private sector (excluding the civil service). It is complemented by a forest of collective bargaining agreements by industry, which sometimes set rules more favorable than the law.

For an expatriate, three sets of rules are decisive: the type of employment contract, the work and residence permit regime, and the new power balance in favor of permanent contracts established by the recent reform.

Main Types of Employment Contracts

Tunisian law offers a range of contracts, some of which are very specific to the country’s employment policy.

The Permanent Contract (CDI), Now the Absolute Norm

The Permanent Contract (CDI – *Contrat à Durée Indéterminée*) is considered the standard and most protective form of employment relationship. It has no end date, can be full-time or part-time, and generally includes a probationary period. Until recently, some collective agreements provided for very long probationary periods (up to one year for executives), but a new law (Law No. 9‑2025) capped the CDI probationary period at six months, renewable once, with a minimum notice period of 15 days in case of termination during this period.

The same law made the CDI the default contract: any contract is presumed to be permanent, unless the employer proves otherwise. For an expatriate, this reinforces legal security once in position, but can make negotiating a fixed-term contract more delicate.

The Fixed-Term Contract (CDD), Strictly Regulated Since the Reform

The Fixed-Term Contract (CDD – *Contrat à Durée Déterminée*) is, in Tunisia, reserved for specific cases: replacing an absent employee, temporary increase in activity, seasonal work. The 2025 reform drastically reduced the possibilities of using it, by requiring that it fall under these strictly defined exceptions.

– any CDD must be written and given to both parties;

– a CDD cannot exceed a certain duration, beyond which it automatically converts into a CDI – the recent law set this ceiling at 6 months in many cases;

– a CDD employee benefits from the same conditions as their CDI colleagues in an equivalent position (salary, social benefits, training) and has priority hiring for permanent positions for a determined period.

For an expatriate, a CDD can be used for a specific mission or a time-limited project, but it is no longer the “flexible” tool it is in other countries: the Tunisian logic pushes towards stabilization.

Subsidized Contracts, Internships, and Specific Schemes

Tunisia has developed a series of subsidized contracts to combat unemployment among young graduates. Even if these schemes are primarily intended for Tunisians, it is useful to know about them, as they structure companies’ HR policy strategies:

– the CIVP Contract (Contrat d’Initiation à la Vie Professionnelle): 12 months, renewable once, for young higher education graduates seeking their first job. The beneficiary receives an allowance from the State (200 TND) in addition to remuneration paid by the company;

– the Karama contract: reserved for graduates unemployed for at least two years, for a maximum duration of two years. The National Employment Fund covers part of the salary (up to 400 TND) and the employer’s social security contributions;

– civil service and other subsidized contracts: also aimed at integrating young Tunisians, with public bonuses.

Work Permits, Visas, and Residence Permits

Working legally in Tunisia involves a dual process: obtaining a long-stay visa (if necessary) and then a work permit and a residence card.

Entry to the Territory: Short and Long-Stay Visas

Many nationals (European Union, United States, Canada, etc.) can enter Tunisia without a visa for a stay of less than 90 days. Beyond that, a long-stay visa is required, even for nationalities usually exempt.

Key requirements:

– passport valid for at least 3 months (or 6, depending on consulates);

– long-stay visa (called a “D visa”) to be requested at the consulate for any long-term settlement, employment, or business creation project;

– standard documents: form, photos, proof of accommodation, employer’s letter, proof of funds, payment of fees.

Simultaneously, the government is preparing an online visa application system (eVisa), but it is not yet fully operational.

The Work Permit: A Pass Tied to an Employer

The Tunisian work permit is closely linked to the contract and the company. It is not an “open” title that allows one to easily change employers.

Essential principles:

– it is applied for by the employer with the Ministry of Vocational Training and Employment or its regional offices;

– the company must demonstrate the unavailability of a Tunisian profile in the required specialty, except in special cases (executives, certain sectors, bilateral agreements);

– the permit’s duration generally follows that of the contract (one to two years, renewable);

– any change of employer or position requires a new application.

The Residence Card: The Other Essential Component

Once in the country, the foreign employee must apply for a residence card from the national security or the competent police station. This card is generally issued for one to two years and must be renewed at the same time as the work permit.

After five years of regular and uninterrupted residence, it is possible to apply for permanent resident status. In the longer term, naturalization can be considered, under conditions (length of residence, integration, clean criminal record, etc.).

A Reform That Locks Down the Abuse of Precarious Work

Law No. 9‑2025 profoundly changed the landscape of the formal labor market. Besides strengthening the CDI, it prohibits, for example, the lending of labor for a company’s “core business”: an employee permanently assigned to core activities at a client’s site can no longer remain employed by a service provider; they must be integrated by the client, with their seniority recognized.

Companies were ordered to comply within three months, under penalty of heavy fines (up to 10,000 TND, with possible prison sentences for repeat offenses). For workers, including some foreigners, the law has a retroactive effect: irregularly extended CDDs or illegal secondments must be converted into CDIs.

For an expatriate, this rigidification has two ambivalent effects: it secures the relationship once the position is obtained, but it can make employers more reluctant to hire foreigners, for fear of not being able to easily adjust their workforce in case of economic difficulties.

Sectors That Really Recruit Expatriates

In a country with tens of thousands of graduates waiting for employment, one question arises: for which jobs does a foreigner actually have sufficient added value to justify a recruitment that is often more costly, more burdensome administratively, and politically sensitive?

Analyses of the Tunisian market converge on several sectoral poles.

Information Technology, Digital, and Service Centers

The ICT and digital sector is one of the drivers of the Tunisian economy. The country has invested in technology parks, offered tax advantages to fully exporting companies, and encouraged international partnerships.

In-demand profiles notably include:

– developers (web, mobile, AI), data analysts, data engineers;

– cybersecurity specialists, network administrators;

– IT project managers for offshore projects with Europe;

– digital marketing experts, SEO, online communication;

– service center managers (call centers, BPO, technical support).

For an expatriate, the most relevant positions are often at two levels:

– management of multinational projects (interface between a European or North American headquarters and the Tunisian team);

– rare expertise (cloud architect, AI expert, security manager with strong international experience).

Local salaries in IT remain relatively low compared to Europe, but multinationals and some large companies offer expatriate profiles remuneration two to four times higher than their Tunisian colleagues, often complemented by a package (housing, health insurance, possibly schooling).

IT Compensation Context in Tunisia

Manufacturing, Automotive, Aeronautics, and Energy Industries

Tunisia has a solid industrial base: mechanical, electrical, electronics, textiles, agri-food, automotive parts, early-stage aeronautics. Many foreign companies – notably European – have established factories or export-oriented production centers there.

Needs concentrate on:

– industrial engineering, methods, quality (ISO, IATF, etc.);

– factory management, production or maintenance managers;

– energy engineering and energy efficiency;

– coordination of technology transfer or upgrading projects.

In this type of sector, the expatriate is rarely recruited for pure operations, but rather to manage a site, structure a quality function, deploy a method, ensure the link with a foreign headquarters, or introduce new technology.

Tourism, Hospitality, Healthcare, and Services with a Strong International Dimension

Tourism remains a pillar of the Tunisian economy. Chain hotels, medical tourism, wellness, and some forms of high-end tourism seek to attract demanding international clientele.

Expatriates can find their place as: consultants, teachers, researchers, humanitarian workers, entrepreneurs, or employees of international companies.

– hotel managers or operations managers in international chains;

– specialists in tourism marketing, yield management, customer experience;

– medical or paramedical executives in private clinics catering to foreign clientele.

The private healthcare sector, in particular, attracts regional (Libya, sub-Saharan Africa) and European clientele for certain procedures. The presence of foreign medical or administrative executives is less frequent than in Europe, but it exists, notably in management or international coordination functions.

Finance, Insurance, International Support Functions

Tunisian finance does not play in the same league as the major global centers, but the local banking and insurance sector, as well as subsidiaries of foreign groups, need profiles such as:

– chief financial officers, risk managers, management controllers with an international dimension;

– compliance experts, banking compliance, operational risk;

– actuaries, life or non-life insurance specialists in foreign-capital structures.

Here again, the expatriate justifies their place through specific international experience, knowledge of a foreign market, or the ability to dialogue with non-Tunisian regulators and shareholders.

Salaries, Cost of Living, and Purchasing Power: The Equation to Master

Discussing opportunities without talking about money would be illusory. Tunisia is often presented as “50 to 60% cheaper” than a country like France. But this figure must be compared with salaries.

A Very Low Local Salary Level

Recent data from the National Statistics Institute and other sources converge on the following orders of magnitude:

Sectoral gaps are considerable. Finance and insurance top the list with average salaries around 2,600 TND, while education struggles to exceed 800 TND.

For an expatriate recruited on a “pure local” contract, these salary levels may seem derisory. On the other hand, for an expatriate contract or a senior executive position, some companies offer much higher levels, sometimes several thousand dinars, though not reaching Western standards.

Market studies show, for example, the following monthly salary ranges (in TND) for typical executive positions:

For these positions, expatriates are often at the top of the ranges, or even above when a complementary package is negotiated.

A Very Low Cost of Living… but with Nuances

Cost of living indices give a clear picture: Tunisia ranks very low in international rankings. The capital Tunis was even ranked in a 2020 survey as the cheapest city in the world for expatriates.

Some benchmarks:

For an expatriate paid at a senior executive level, the Tunisian cost of living allows for a very comfortable life, even savings. For a mid-level executive, purchasing power remains interesting, provided one does not mimic the lifestyle of a major European metropolis (international schooling, consumption of imported goods, frequent travel).

Conversely, for a foreigner recruited at the local average salary, the standard of living will be modest, especially considering expenses hard to avoid for an expatriate (international health insurance, international schooling for children, frequent air tickets).

The Crucial Issue of Salary Negotiation

Studies on salary negotiation show that only a minority of candidates actually dare to negotiate, often due to fear or lack of knowledge of local practices. In an expatriation context, this shyness can be costly.

– conduct market research on prevailing salaries in your sector and for your level of position;

– clearly distinguish between gross and net salary, and account for social security contributions and income tax;

– consider the entire “compensation” package: covered rent, company car, bonuses, coverage of air tickets, school fees, supplementary health insurance, etc.;

– discuss the payment currency (Tunisian dinar or hard currency) and possible protections against exchange rate volatility.

For an expatriate, it is particularly important not to focus solely on the base salary, but to integrate the question of social coverage (health, pension, unemployment) and preparation for a potential return.

Finding a Job in Tunisia: Channels, Strategies, and Realities

Even with a good profile, job hunting in Tunisia is not improvised. It is not enough to just “land in Tunis” hoping the market will do the rest.

Formal Channels: Platforms, Agencies, Institutions

Tunisia has a fairly rich ecosystem of platforms and recruitment agencies.

Among the main job sites:

– local generalist portals (Tunisie Emploi, TuniJobs, Tanitjobs, Keejob, Indeed Tunisie, Jooble, Emploitunisie);

– public ANETI portal (National Agency for Employment and Independent Work);

– more specialized platforms or those oriented towards executives and technical profiles.

Some platforms highlight the use of AI to sort resumes, company verification to avoid fake offers, or CV databases searchable by thousands of recruiters.

Alongside these sites, a network of recruitment agencies, local and international, is very active:

– Tunisian subsidiaries of major HR groups (Adecco, Manpower, etc.);

– executive search firms specializing in managers and experts;

– agencies focused on certain sectors (IT, industry, BPO).

The Decisive Weight of Networks and “Recommendation”

As in many North African countries, personal networks – sometimes referred to by the term “wasta” – play a very important role. Small and medium-sized enterprises, in particular, often recruit through connections, trusted recommendations, or informal networks, even before posting a public advertisement.

For an expatriate, it is therefore strategic to: learn about the host country, understand the local culture, and build a social network. This facilitates adaptation, optimizes professional opportunities, and fosters a sense of integration.

– join existing expatriate communities: associations like Tunis Accueil, UFE (Union of French Citizens Abroad), professional clubs, bilateral chambers of commerce;

– attend sectoral events: trade shows, conferences, meet-ups in technology parks and coworking spaces;

– activate existing networks: former colleagues already settled there, local partners, targeted LinkedIn networks.

Applications, Resumes, and Interviews: Adapting Your Approach

Tunisian recruiters are accustomed to international applications, especially in large companies and subsidiaries of foreign groups. But some codes remain specific:

– Resumes are generally concise (1 to 2 pages), with clear mention of languages and degrees, possibly a photo;

– cover letters focused on results and concrete added value;

– particular importance given to proficiency in French, and increasingly in English, especially in export-oriented structures.

Interviews can be formal, especially in large groups, but the human and relational dimension is crucial: being able to explain why one chooses Tunisia, how one sees their place in a mostly Tunisian team, how one envisages their cultural integration.

Regarding salary questions, it is preferable not to bring up the subject too early, but to be prepared to argue with market data and a fine understanding of the local cost of living.

Expatriate Status, Local Contract, and Social Protections

The term “expatriate” covers very different realities. From a legal standpoint, at least two main situations must be distinguished:

– the “seconded” employee (e.g., by a French company), who retains their original contract and remains affiliated with their initial social security system;

– the “expatriate” in the strict sense, who signs a local contract in Tunisia and switches to the local social system (with possible private supplements).

In the case of Tunisia, many recruitments are done directly under local contracts, even for foreigners. Hence the importance of clarifying:

The issue of international health insurance is particularly sensitive. Reports on the quality of care place Tunisia in an intermediate category: a private sector of good standard but costly, a public sector more uneven. Many expatriates take out dedicated insurance, covering both care in Tunisia and potential repatriation or treatment in another country.

Cultural Integration: A Key Factor for Professional Success

Studies on expatriation show that over 20% of assignments fail worldwide, primarily for cultural, non-technical reasons. Tunisia is no exception.

An Accessible Cultural Environment… But Not Always So Simple

For a French speaker, integrating in Tunisia is easier than in many countries: the French language is widely spoken in urban and educated circles, which removes a major obstacle to workplace communication.

Qualitative research conducted with expatriate managers in Tunisia shows that several factors facilitate adaptation:

Conversely, identified obstacles include:

– difficulty accepting certain social codes (role of the extended family, place of religion in daily life, very marked hierarchy in some companies);

– the language barrier for those who speak neither Arabic nor French well;

– a perception of disorganization, administrative slowness, delayed decisions;

– sometimes a feeling of isolation, especially outside major cities or for non-working spouses.

Social Norms and Codes to Master

Tunisian society rests on a few strong values: family, religion (predominantly Islam), respect for elders, conviviality, and hospitality. For an expatriate, certain cultural reflexes make things much easier:

The Ramadan period, in particular, profoundly alters the rhythms of life: fasting from dawn to sunset, lively evenings, adjusted working hours. For a foreigner, respecting this period, adapting habits (avoiding eating or drinking conspicuously in public during the day), and showing empathy contribute to good integration within the team.

Opportunities for Expatriate Investors and Entrepreneurs

While access to salaried employment is regulated and often competitive, Tunisia, on the other hand, opens interesting doors to expatriates wishing to invest or start a business.

A Framework Relatively Open to Foreign Investment

Tunisian authorities have strengthened incentives for foreign investment and the long-term settlement of Tunisians living abroad. Several measures are particularly attractive:

For Tunisians returning permanently (notably retirees), schemes like the FCR regime (franchise commerciale de retour) allow the import of a vehicle and personal effects duty- and tax-free, under certain conditions of residence abroad.

For a non-Tunisian expatriate, not all these measures apply, but the general investment framework, structured by the 2016 investment law, remains relatively welcoming, especially in exporting or innovative sectors.

Creating Your Own Structure: Opportunities and Realities

Many testimonials indicate that it is “relatively feasible” for a foreigner to set up their own company in Tunisia, provided they have a good business idea, understand local rules, and surround themselves with help (lawyer, accountant, market entry consultant).

Opportunities concentrate on:

– high-value-added services for foreign markets: BPO, IT development, design, French-language digital marketing, back-office support for European SMEs;

– niches in tourism (ecotourism, high-end cultural tourism, wellness);

– B2B services for the many foreign companies already present (training, security, facility management, consulting, audit, specialized recruitment);

– tech and startups targeting regional markets (Africa, Middle East).

Here again, the combo “low cost / local skills / French language” makes sense for structures conceived from the start as export-oriented.

Should You Try Your Luck in Tunisia as an Expatriate?

Tunisia is neither an El Dorado nor a closed market. It is a country under pressure, but also in transition, where pockets of opportunity coexist with strong constraints.

For an expatriate, the cases where Tunisia makes particular sense are as follows:

Conversely, for a young foreign graduate with no experience, hoping to “find work on site” in a country where tens of thousands of young Tunisian graduates struggle to enter the job market is more of a risky gamble than a strategy.

The key, ultimately, lies in three elements:

Well prepared, an expatriation in Tunisia can be a rich stage, both professionally and personally, in a country that, despite its fragilities, continues to attract companies, investors, and talents from elsewhere.

Cyril Jarnias

Cyril Jarnias is an independent expert in international wealth management with over 20 years of experience. As an expatriate himself, he is dedicated to helping individuals and business leaders build, protect, and pass on their wealth with complete peace of mind.

On his website, cyriljarnias.com, he shares his expertise on international real estate, offshore company formation, and expatriation.

Thanks to his expertise, he offers sound advice to optimize his clients' wealth management. Cyril Jarnias is also recognized for his appearances in many prestigious media outlets such as BFM Business, les Français de l’étranger, Le Figaro, Les Echos, and Mieux vivre votre argent, where he shares his knowledge and know-how in wealth management.

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