Tunisia Leave Laws and Holidays

Employees are typically granted a few days off for their marriage. The exact number of days can vary depending on the employer or any applicable collective bargaining agreements.

Employees planning to take marriage leave should notify their employer well in advance to arrange the necessary time off.

Marriage leave requires prior approval from the employer, and the employee is expected to provide reasonable notice.

Additional days for marriage leave are not typically standard and would be at the discretion of the employer or outlined in an employment contract.

Marriage leave is not accrued but is granted per occurrence of marriage.

There is no carry over for marriage leave as it is event-specific.

Marriage leave does not accrue and therefore is not subject to payout upon termination.

There is no end of year payout for marriage leave as it does not accrue.

Typically, marriage leave can be taken only once during the period of employment with a particular employer.

Employees are entitled to 3 days of bereavement leave upon the death of an immediate family member.

Employees should notify their employer as soon as possible in the event of the death of an immediate family member.

Bereavement leave is granted upon notification and does not typically require formal approval, but immediate communication is essential.

Additional days beyond the standard three may be granted at the discretion of the employer, depending on the circumstances.

Bereavement leave does not accrue and is granted as needed.

There is no carry over for bereavement leave as it is granted per incident.

There is no payout for unused bereavement leave upon termination as it is intended for immediate use during a specific incident.

Unused bereavement leave is not subject to end-of-year payout.

Immediate family typically includes spouses, children, parents, and siblings, although this can vary based on employer policies.

Employees are entitled to sick leave of up to 6 months, depending on the proof of illness and medical certification.

Employees should inform their employer as soon as possible in the case of sickness.

Sick leave needs to be approved by the employer with the submission of a medical certificate.

Additional sick leave may be granted based on medical advice and employer's policies.

Sick leave does not accrue and is granted based on actual sickness and medical certification.

Sick leave cannot be carried over to the next year as it is allotted based on specific instances of illness.

Sick leave is not paid out on termination as it is only applicable during the employment period for health recovery purposes.

There is no payout for unused sick leave at the end of the year.

Sick leave requires submission of a medical certificate from a certified doctor to validate the illness.

Employees are entitled to 10 days of paid annual leave for each year of service.

Employees must notify their employer at least 2 weeks in advance before taking their annual leave.

Annual leave requires the approval of the employer, usually coordinated based on business needs.

Additional leave beyond the standard quota is not typically granted, but exceptions may be made at the employer's discretion.

Annual leave accrues on a monthly basis throughout the year of employment.

Employees can carry over up to 5 days of unused annual leave to the next year.

Any unused annual leave is paid out upon termination of employment.

Unused annual leave is not paid out at the end of the year unless the employment is terminated.

The amount of annual leave may increase based on the length of service or seniority within the company.

Muslim employees are entitled to special leave for Hajj pilgrimage, which can be taken once during their tenure with an employer.

Employees must provide advance notice, typically several months, as this leave requires significant preparation and coordination.

Hajj leave requires employer approval and may depend on business needs and the number of employees already on leave.

No additional quota is available for Hajj leave as it is granted only once during the employment period.

Hajj leave does not accrue annually but is a one-time entitlement.

There is no carry over for Hajj leave as it is a one-time entitlement.

Hajj leave is not subject to payout upon termination, as it must be used prior to termination and cannot be compensated financially.

There is no end of year payout for Hajj leave as it is a non-accruing, one-time entitlement.

Hajj leave is specifically for the purpose of attending the Hajj pilgrimage and cannot be used for other types of leave.

Fathers are entitled to 1 week of paternity leave to be taken upon the birth of their child.

Fathers should inform their employer as soon as possible once the expected date of birth is known.

While paternity leave is a right, the exact timing should be approved by the employer to ensure proper staffing during the absence.

Additional paternity leave is not typically available beyond the statutory one-week period.

Paternity leave does not accrue and is available per instance of childbirth.

Paternity leave cannot be carried over; it must be used shortly after the childbirth.

There is no payout for unused paternity leave on termination, as it must be used in relation to the childbirth event.

Unused paternity leave is not paid out at the end of the year.

Paternity leave is specifically for the period immediately following the birth of a child to help the father support his partner and bond with the newborn.

Pregnant employees are entitled to 1 to 3 months of maternity leave, depending on their employment conditions and length of service.

Employers must be notified at least 1 month in advance of the expected birth date.

Maternity leave is a statutory right and does not require specific approval, though notification and timing must be adhered to.

Additional maternity leave is not typically available, but may be granted under special circumstances or health issues related to pregnancy.

Maternity leave does not accrue; it is granted per pregnancy as per statutory rights.

Maternity leave cannot be carried over as it is specific to each pregnancy.

Maternity leave does not have a payout on termination as it must be used during the pregnancy period or it is forfeited.

There is no end of year payout for unused maternity leave as it cannot be carried forward or exchanged for cash.

Employers must make necessary adjustments to accommodate the health needs of pregnant employees, including potentially lighter duties and more frequent breaks as needed.