Egypt (EG)
Egypt is one of the world's oldest civilisations — the land of the Pharaohs, the Great Pyramids of Giza, and the mighty Nile River.
Employment Rights
Sick leave, dismissal protection and red flags in Egypt.
Employment in Egypt is now governed by the new Labour Law No. 14 of 2025 (effective 1 September 2025, disputes from 1 October 2025), replacing the former Law No. 12 of 2003. The law applies to most private sector workers including foreigners with valid work permits. Key 2025 reforms: extended maternity leave (4 months, up from 3), paternity leave introduced (once per birth, up to 3 times in career), reduced mandatory annual increment from 7% to 3% (min EGP 250), recognition of remote/part-time/flexible work, strengthened harassment/bullying protections, and specialist Labour Courts within each primary court. Minimum wage: EGP 7,000/month for private sector (from March 2025; EGP 8,000 for public sector from July 2026). Government sector (civil servants) governed separately. Labour disputes go to specialist Labour Courts after Ministry of Manpower conciliation (15 days).
Sick leave
Rules: Up to 6 months sick leave per illness episode is provided under Labour Code Article 64. The first 3 months are at full pay; the subsequent 3 months at 75% pay. Sick leave beyond 6 months may lead to termination under regulated conditions with the employee retaining severance rights.
Doctor note: A medical certificate from a recognised doctor is required from day 1 of sick leave — or from day 2 in some employer policies. The certificate must confirm inability to work. Employer may require a certificate from a specific company doctor or approved clinic, particularly for longer absences.
Employer pay: First 3 months: 100% of base salary. Next 3 months: 75% of base salary. After 6 months of continuous incapacity, the employer may terminate with severance pay (1 month per year of service) — the employee cannot be terminated before the 6-month period expires.
Long-term: Social insurance (NOSI) does not provide a separate sickness benefit independent of the employment sick leave period. For incapacity lasting beyond employment (permanent disability), the NOSI disability pension may apply if the worker has contributed for the minimum required period.
Dismissal protection
Law: Labour Code Law 12/2003 prohibits unfair dismissal (الفصل التعسفي). Legitimate grounds for dismissal include serious misconduct (specified in Article 69: theft, assault, gross negligence, repeated rule violations after warning). Dismissal for operational reasons (redundancy) requires following a prescribed process and paying severance. Employers who dismiss unfairly may be ordered to reinstate the employee or pay additional compensation (up to 12 months salary).
Deadline to sue: Unfair dismissal claims must be filed within 1 year of the dismissal date with the Labour Court or Ministry of Manpower. Begin with the mandatory conciliation period at the Ministry of Manpower before proceeding to court (conciliation: 15 days). If conciliation fails, the case proceeds to the Labour Court.
Probation
Maximum probation period: 3 months for standard roles; up to 6 months for senior technical, managerial, or specialist roles (permitted by some contracts under Labour Code interpretation). Probation must be explicitly stated in the written employment contract. During probation, either party may terminate without notice and without severance obligation. After probation, full Labour Code protections apply.
Notice periods
Minimum 1 month written notice for employees with less than 10 years of service. Minimum 2 months written notice for employees with 10 or more years of service. Notice must be in writing. The employee may be placed on garden leave (full pay, not required to work) during the notice period. If the employer terminates without proper notice, the employee is entitled to pay in lieu of notice for the full notice period.
Working time
Max hours: 8 hours per day, 48 hours per week is the maximum under Labour Code. Some sectors may have shorter maximums (construction, mining). Ramadan: working hours must be reduced by 2 hours per day for fasting employees. Part-time work is possible but less common in the formal sector.
Min rest: Minimum 1 hour break during the working day for shifts exceeding 5 hours. Weekly rest: minimum 1 full day (Friday is the standard rest day). Public holidays are additional paid days off (at least 13 days per year plus Islamic holidays).
Overtime: Overtime is paid at 135% of the regular hourly rate for weekday overtime. Overtime on Fridays (rest day) and public holidays: 175% of hourly rate. Overtime hours must not cause total working hours to exceed 10 hours per day. Overtime pay must appear on the payslip.
Vacation
21 days paid annual leave after completing the first year of service. 30 days after 10 years of service OR when the employee reaches age 50 (whichever comes first). Employees who work in arduous, hazardous, or desert conditions are entitled to 30 days from the start. Leave must be taken within the year; carryover is permitted with employer agreement. Unused leave upon termination must be paid out at the current daily rate.
Anti-discrimination
Egyptian Labour Law prohibits discrimination in employment based on sex, origin, language, religion, or belief (Article 4). Gender pay discrimination is prohibited. In practice, enforcement is limited and Egypt's workplace culture reflects traditional gender roles in many sectors. Women hold strong legal rights on paper — maternity leave, nursing breaks, and job protection during pregnancy are well-defined in law. Sexual harassment in the workplace became a criminal offence under the 2021 amendments to the Penal Code.
Contract red flags
- !Contract not provided in Arabic or without an Arabic version — all contracts must be bilingual or Arabic-only to be legally binding in Egypt
- !No mention of notice period — must be specified; if absent, minimum legal notice applies
- !Excessive non-compete clause beyond 2 years or without specified compensation — not legally enforceable as written under Labour Code
- !Probation period exceeding 3 months without clear senior role justification
- !Salary quoted in EGP only for an international role — request USD peg or cost-of-living adjustment clause given inflation risk
- !Annual leave stated as less than 21 days — this is below the legal minimum and any such clause is void
- !Clause waiving sick leave rights — void under Egyptian law
- !Termination clause allowing immediate dismissal without cause — not enforceable under Labour Code
- !Payslip in Arabic only without translation — difficult to understand deductions; request bilingual payslip
- !No explicit confirmation of employer-provided health insurance — essential for all expat contracts in Egypt
- !No annual increment clause — Labour Law No. 14 of 2025 requires a mandatory annual increment of at least 3% of the social insurance wage, with a minimum floor of EGP 250/month; ensure your contract reflects this
- !Salary below EGP 7,000/month (private sector minimum wage from March 2025) — note that small businesses with fewer than 10 workers are currently exempt
Employment Rights
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