Law No. 9/2025 fundamentally reforms labor law in Tunisia, redefining contractual relationships and subcontracting.
Through a survey conducted with around a hundred HR directors (HRDs), the Arab Institute of Business Leaders (IACE) analyzes its impacts on HR practices and workforce management, revealing both uncertainties, necessary adjustments and new opportunities in governance, digitalization, and compliance, accompanied by concrete recommendations.
The main findings of this survey show that the law introduces legal ambiguity, particularly regarding the use of fixed-term contracts (FTCs) and subcontracting in core activities. This uncertainty generates an increased need for legal counsel and updating internal procedures.
Operationally and financially, some companies have had to adjust their staffing while others emphasize the importance of training employees to improve productivity and better manage the new obligations. At the same time, some companies have seized the opportunity to structure and digitalize their HR processes.
The survey results identified the primary risks: legal disputes, workforce disorganization, increased costs and loss of flexibility. It also highlights strategic opportunities: strengthening HR governance, digitalization, a proactive compliance culture, and sectoral adaptation. The final recommendations propose concrete measures to transform these constraints into strategic levers.
These recommendations cover the legal framework and contracting, the probation period and evaluation, operational management and staffing, and cultural and organizational adaptation. They underscore the crucial importance of the following points:
Clarify the treatment of special categories and govern the permanent status of temporary workers and secure the use of fixed-term contracts or project contracts when the nature of the activity requires it ;
Review the duration and terms of the probation period to enable a more reliable assessment of skills, regardless of the professional category ;
Strengthen replacement procedures in sensitive roles (e.g., security) by integrating ongoing training, availability of substitutes and regulatory compliance ;
Clarify the understanding of Law No. 9/2025 through internal guides, training or reference frameworks to avoid divergent interpretations.
