: The implications for employment law of the rise in numbers of people working in the Gig Economy have received significant attention in many countries in recent years. The changing nature of employment in a digital era has given rise to uncertainty regarding some of the core features of the traditional employment relationship. Thus, the employment status of those working in what is considered non-standard employment such as casual workers or those in the gig economy, has been tested through the courts on numerous occasions, with varying outcomes. Central to such cases is determining whether or not an employment relationship exists, notably whether individuals should be considered employees under a contract of service or independent contractors under a contract for service (or some intermediary category such as « worker status » as in the UK for example). Determining employment status is often the first step in cases, as the application of employment law, employee rights and other
: Despite the increase in girls’ schooling and their performance first at school and then at university compared with men, young women are discriminated against in employment in Tunisia. Beyond differences in physical, age, social and economic conditions, all women suffer discrimination simply because they are women. Not to mention the cascading discrimination based on disability, social origin and nationality, young women are the most exposed to the danger of violence, economic exploitation and even human trafficking. However, in the aftermath of the Revolution, politicians became aware of the need to speed up the establishment of gender equality. However, the various legal texts adopted have not been effective and have only partially changed the reality for young women, including in the workplace. Despite the measures taken to promote de facto equality in the labour market, persistent discrimination against young women hinders their access to employment on an equal footing with