Resume rules in Tunisia
What employers in Tunisia expect on a CV / Curriculum Vitae, what the law lets them ask for, and where the two disagree.
Call it a CV for Tunisia or a resume for Tunisia: it's the same document. Employers there usually want it written in French or Arabic.
This is research, not legal advice. Employment and data protection law changes, state and provincial rules matter in federal countries, and practice varies by industry and seniority. Each entry shows when it was looked up and how confident we are. Where nothing reliable was published it says Not found rather than a guess.
Law and practice, side by side
The label on the right is what local hiring expects. The two lines under it are the law and the habit, which often disagree.
Photo: Expected
Expected; professional 4×5 cm photo placed at top right corner
What the law says: No legal requirement for applicant to provide photo; employer cannot discriminate based on appearance under Law 2004-63
Date of birth: Uncommon
Uncommon; advised to save space for relevant professional information
What the law says: No legal requirement; data minimization principles under Law 2004-63
Marital status: Uncommon
Uncommon; not typically included
What the law says: No legal requirement; data minimization principles
Sex or gender: Not found
Not typically stated; optional
What the law says: No specific requirement on CV; employment discrimination based on sex prohibited
Nationality: Not found
For government positions, include national ID number (CIN) after address
What the law says: No legal requirement except for government positions
National ID number: Not found
Include CIN after address for government roles; optional for private sector
What the law says: Required only for government/public sector positions
The rest of the entry
- Local name of the document
- CV / Curriculum Vitae
- Language to submit in
- French or Arabic
- Typical length
- 1-2 pages; 3 pages for senior roles
- Address detail expected
- Contact details; address not specified as mandatory
- Signature and date
- Not typically required
- Officially prescribed form
- None; Europass format available but not mandated
- Religion, ethnicity or caste
- No legal requirement; prohibited grounds for discrimination under employment law
- Health, disability or pregnancy
- No legal requirement; prohibited grounds for discrimination
- Other customary attachments
- References commonly expected
- Employer may not ask for
- Age/DOB, marital status, religion, ethnicity, health status, political affiliation; requires explicit written consent for background checks
- Named statutes
- Personal Data Protection Act (Law No. 2004-63, 2004); Employment law prohibits discrimination
- Data protection regime
- Law No. 2004-63 (2004); enforced by INPDP (National Authority for Protection of Personal Data)
- Anti-discrimination statutes
- Employment discrimination law - exact statute name not found
- Local language source
- Arabic and French
Where this came from
Looked up 2026-08-15. Independently checked 2026-08-15. High confidence. Result of that check: Confirmed.
Notes: Photo practice conflicts with data minimization law; employers may request to screen candidates but law 2004-63 requires explicit consent and proportionality. CIN requirement specific to government positions.
Researched with AI assistants working from a written checklist, then independently checked. How we researched this