Legally-vetted contracts, compliance audits, and ongoing HR regulatory support. We take ownership of your legal exposure — so you never face a surprise.
Bilingual Arabic/English contracts compliant with Labor Law 14/2025 and registered with the Labor Office.
Full review of your current HR setup against Egyptian legal requirements — with a clear remediation plan.
Safe, legally-compliant employee exits — with proper documentation, end-of-service calculations, and dispute prevention.
Employee handbooks, leave policies, disciplinary procedures, and code of conduct — in Arabic and English.
We track every Ministry of Manpower and Tax Authority update — implementing changes the moment they take effect.
Book a free 30-minute audit call. We'll review your current setup and identify any risks.
Egyptian Labor Law No. 14/2025 requires written employment contracts in Arabic (or bilingual). Contracts must state job title, salary, working hours, and commencement date, and must be registered with the Labor Office within one month of signing.
Before dismissing an employee for misconduct, employers must: issue written notice of charges, allow the employee to respond (typically 7 days), conduct a formal investigation, and document findings. Skipping this process makes dismissal arbitrary, entitling the employee to 2 months salary per year of service.
Both fixed-term and indefinite contracts are valid. Fixed-term contracts expire without notice. However, repeatedly renewing fixed-term contracts for the same role can give the employee rights equivalent to an indefinite contract under Egyptian case law. Staffona advises on the right structure for each situation.
Employers must maintain: employment contracts, attendance records, payroll calculations, NOSI registration confirmations, tax withholding records, and disciplinary correspondence. These must be available for Labor Office inspection. Staffona maintains full audit-ready records for all managed employees.
Penalties range from EGP 500 to EGP 10,000 per violation for common infractions such as late NOSI registration or contract non-compliance. Repeat offences and serious violations attract higher penalties and potential criminal liability. Staffona compliance monitoring prevents violations from occurring.