Practice area
Employment Law
Advice and defence for employers and employees under Tunisian labour law.
Employment law governs the relationship between employers and employees, a balance that is often delicate in times of tension or termination. CAAT advises both companies and employees and ensures their defence before the Tunisian labour courts. We are involved both in prevention, through the drafting and audit of contracts, and in the handling of disputes. Our approach aims to secure the working relationship in compliance with the Labour Code.
Our services
Employment contracts
Drafting and audit of fixed-term and open-ended contracts, specific clauses and amendments.
Dismissal and termination
Advice on dismissal procedures and defence in the event of a challenge.
Advice to employers
Support with staff management, internal regulations and disciplinary matters.
Defence of employees
Assistance in cases of wrongful dismissal, unpaid wages or breach by the employer.
Labour inspection
Preparation and follow-up of dealings with the labour inspectorate and responses to formal notices.
Collective disputes
Advice on collective bargaining and the management of disputes with staff representatives.
Our approach
We tailor our involvement to your position, whether employer or employee, first seeking the safest and least time-consuming solution. The firm favours prevention through clear contracts and rigorous monitoring of procedures, before considering litigation. Each matter is handled with responsiveness and confidentiality.
Frequently asked questions
Must a dismissal follow a specific procedure?
Yes, dismissal is subject to rules of form and substance set out in the Labour Code, non-compliance with which may render it wrongful. We check that the procedure is regular and that the grounds relied upon are genuine.
What can a wrongfully dismissed employee do?
They can bring the matter before the labour court to challenge the dismissal and claim compensation. It is helpful to keep all documents relating to the employment and the termination, which we analyse to assess the available remedies.
Is a written employment contract mandatory?
A written document is not always required, but it is strongly advisable in order to clearly define the duties, remuneration and conditions of the relationship. A precise contract limits later disputes between the parties.
Speak to a lawyer
Describe your situation in complete confidence. The firm will get back to you quickly.