Employment obligation for people with disabilities in Tunisia: what the law says

The reference texts

The obligation is set out in Orientation Law No. 2005-83 of 15 August 2005 on the promotion and protection of persons with disabilities. Its articles 29 and 30 were amended by Law No. 2016-41 of 16 May 2016, which strengthened the obligation for the private sector.

How many positions must be reserved?

The obligation depends on the usual workforce of the company or organisation, public or private:

• 50 to 99 people: at least one position reserved for a person with a disability;
• 100 people or more: at least 2% of positions;
• fewer than 50 people: no numerical obligation, but recruitment remains open and encouraged.

Examples: a company with 60 employees reserves at least 1 position; a company with 250 employees reserves at least 5 positions.

What about the civil service?

At least 2% of annual civil service recruitment is reserved, as a priority, for people with disabilities who meet the conditions and have the required qualifications. The same percentage applies to professional licences granted by the administration, local authorities and professional organisations.

Who is covered?

The obligation concerns the employment of people officially recognised as having a disability, that is, holders of the disability card. On HandiTalents, every candidate’s card is checked before their profile becomes visible to companies.

If a position cannot be filled

The 2005 law (article 31) provides alternative solutions when direct employment is not possible. To find out whether they apply to your situation, contact the labour inspectorate of your governorate.

Benefits for the employer

Incentives exist for employing people with disabilities, including a reduction in employer social security contributions. Conditions and amounts are set by implementing texts: the CNSS and ANETI can advise you.

How HandiTalents helps you

• find candidates whose disability and skills truly match the job, thanks to an explained compatibility score;
• hold accessible interviews by video, with automatic captions;
• track your employment obligation and produce your report from your hires;
• support the person you hire over time, with follow-up at 3, 6 and 12 months.