Egyptian Labor Law 14/2025 replaced the 22-year-old Law 12/2003 and updated private-sector employment to modern standards. Key changes: remote-work explicitly recognized, discrimination protections strengthened, maternity leave expanded to 4 months at 75% pay, gender-equality provisions added. This guide covers every provision for HR managers running Egyptian SMBs, multinationals, or multi-country MENA groups with Egyptian entities.
Built around how MENA teams actually manage this day-to-day.
Max 48 hours per week, 8 hours per day. Egypt does not federally mandate Ramadan reduced hours (unlike Gulf countries), though many Egyptian employers apply it voluntarily or per union agreement. Rest: 1+ hour after 5 consecutive hours, 24h weekly rest (Friday typically).
Three-tier overtime: Day (6am-7pm) +35%; Night (7pm-6am) +70%; Rest-day or public-holiday work +100%. Weekly max: not to exceed 10 hours overtime. Daily max: 2 hours overtime (so 10-hour total daily cap).
Maximum 3 months probation (shortest among MENA countries). Must be written in contract. 7-day written notice to terminate during probation. No EoS during probation period.
Half-month wage per year for first 5 years + full-month wage per year after year 5. Based on LAST total wage (basic + regular monthly allowances like transport, meal, cost-of-living). Payable at termination REGARDLESS of who initiates (unless Article 110 gross misconduct). No resignation reductions, no cap.
15 days for 1st year of service, 21 days from year 2, 30 days after 10 years continuous service. Sick leave: 3 months (per 3-month qualifying period). Maternity: 4 months at 75% salary (expanded from 3 months at 60% under old 12/2003). Paternity: 1 day.
All Egyptian employees contribute to National Organization for Social Insurance (NOSI). Employee contribution ~11% + employer ~17-20% of insured wage, up to wage ceiling (updated annually). Covers retirement, disability, survivor benefits, work-injury. Separate from end-of-service (both payable).
Pre-2025: no legal framework for remote work. Post-14/2025: remote work, hybrid, part-time, and flexible schedules all explicitly recognized with equal benefits. Employer-employee must document arrangement in contract. Overtime + leave rules apply equally regardless of work mode.
Pre-2025: 3 months maternity at 60% salary (with some employers topping up). Post-14/2025: 4 months at 75% salary (NOSI pays portion, employer pays difference). Pregnancy-dismissal protection strengthened; must prove unrelated cause. Nursing-hours protected throughout first year.
Pre-2025: minimal discrimination protection. Post-14/2025: explicit prohibition of discrimination based on gender, religion, color, disability, political opinion. Sexual harassment specifically prohibited with employer duty to establish complaint channel + investigate. Labour court jurisdiction clarified.
Equal-pay-for-equal-work explicit. Women now permitted in all occupational categories previously restricted (certain industrial roles). Night-work restrictions lifted for most sectors (previously women couldn't work certain night shifts). Sexual harassment protection detailed.
14/2025 added provisions for recognizing dependent contractors (freelancers working primarily for one client) with some employment-benefit entitlements. Addresses gig-economy workers who were previously in legal gray zone. Specific thresholds for conversion to formal employment status.
Labor Law 14/2025 was enacted in 2025, replacing Law 12/2003 which had governed Egyptian private-sector employment for 22 years. Transition provisions apply to existing contracts — most employment terms migrate automatically with new law's improvements (longer maternity, equality protections) applied prospectively. The Ministry of Labor + Manpower administers enforcement.
No. Unlike UAE (MOHRE SIF) or Saudi (Mudad platform), Egypt does NOT have a Wage Protection System mandate. Egyptian payroll runs through standard bank transfer to employee accounts. Employers handle via commercial bank batch-upload files (CIB, NBE, QNB AlAhli, Banque Misr, etc.). NOSI social-insurance contributions are separately submitted.
Three major changes: (1) remote-work + flexible-schedule arrangements now legally recognized with equal benefits; (2) maternity leave expanded from 3 months at 60% to 4 months at 75% pay; (3) discrimination + sexual harassment protections strengthened with employer duty to investigate. The EoS formula + overtime rates + working hours remain largely unchanged.
No, not federally. Unlike UAE/Saudi/Qatar/Kuwait which mandate 6-hour working day for Muslim employees during Ramadan, Egyptian federal law doesn't require it. However, many Egyptian employers voluntarily reduce hours (often by 1-2 hours) for operational practicality + goodwill. Union agreements sometimes mandate reduction in specific sectors.
Yes, natively. All provisions pre-configured in AttendUX payroll engine — working hours (48/week), overtime (35/70/100% three-tier), probation (3 months), EoS (half/full month, no cap), annual leave (15/21/30 by tenure), maternity (4 months at 75%), NOSI contributions, Article 110 gross-misconduct flagging, remote-work + flexible-schedule contract options. Updates auto-pushed when ministerial regulations change.
This page summarizes key provisions of Egyptian Labor Law No. 14 of 2025 for general informational purposes only. This is not legal advice. Labor laws are amended periodically; AttendUX makes no warranty about completeness or current validity. For your specific situation — including employment terminations, disputes, cross-border cases, or policy design — consult a labor-law attorney licensed in the relevant jurisdiction and verify with the Egyptian Ministry of Labor.
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