Everything you need to know about hiring, payroll, social insurance, and compliance in Egypt. Updated for Labour Law 14/2025 and 2026 tax regulations.
No. Foreign companies can hire Egyptian employees legally through an Employer of Record (EOR) like Staffona. Staffona acts as the legal employer on paper — handling contracts, payroll, social insurance, and compliance — while the employee works fully for your business. You receive a single monthly invoice with no entity setup required.
With Staffona's managed employment service, the average time from signed agreement to an active, compliant employee is 48–72 hours. This includes: bilingual employment contract, NOSI (social insurance) registration, and Labour Office notification. Compare this to 4–8 months to register your own entity in Egypt.
For the employee: National ID (for Egyptian nationals) or passport and work permit (for foreign nationals), recent photo, and proof of qualifications if required. For your company: copy of commercial registration or equivalent foreign entity document, and a signed service agreement with Staffona.
Yes. Staffona regularly serves companies headquartered in the UAE, Saudi Arabia, UK, USA, Qatar, and across Europe. We issue invoices in USD, AED, SAR, GBP, or EUR. The employee is on Staffona's Egyptian payroll and reports to your team.
We work with companies from one employee upward. Many clients start with a single hire to test the market, then expand. There is no minimum team size.
Egypt uses a progressive income tax system. Annual taxable income brackets for 2026:
Every employee also receives a personal annual exemption of EGP 20,000 (EGP 30,000 for registered disabled employees).
The Emergency Fund is an employer-only contribution of 1% of the employee's insurable wage per month, introduced under Law No. 148/2019. It is not deducted from the employee's salary. For example, an employee with a gross salary of EGP 20,000 has an insurable wage of EGP 16,700 (ceiling), so the employer pays EGP 167/month to the Emergency Fund.
The Martyrs and Victims Fund is a deduction of 0.05% of the employee's gross monthly salary, deducted from the employee. On a gross salary of EGP 10,000, this is EGP 5/month.
Egyptian law requires salaries to be paid by the last working day of each month. Social insurance contributions must be remitted to NOSI by the 15th of the following month. Income tax withholding is filed with the Egyptian Tax Authority (ETA) quarterly via Form 4.
The minimum wage for private sector employees is EGP 7,000 per month, effective March 2025 per Prime Ministerial Decree. This applies to all private sector employers regardless of company size.
No. Egyptian law does not mandate a 13th month salary. However, many companies pay an annual bonus or profit share. Any contractually agreed bonus is legally binding.
Under Labour Law No. 14/2025, the notice period for indefinite-term contracts is 3 months for all employees, regardless of seniority or salary level. This replaced the previous tiered notice periods. The notice period must be in writing.
Under Law 14/2025:
Employees over 50 years of age or working in hazardous conditions are entitled to 30 days from their first year.
Maternity leave is 120 days (4 months) at full pay under Law 14/2025. There is no minimum service requirement — an employee can take maternity leave regardless of how long they have been employed. This applies for up to three pregnancies during the employment relationship.
Immediate dismissal without notice is only permitted for specific gross misconduct reasons defined in Article 69 of Labour Law No. 14/2025 — including theft, assault, serious breach of safety regulations, or disclosure of confidential information. All other terminations require the full 3-month written notice or payment in lieu.
Yes. Under Egyptian law, all employment contracts must be in Arabic. Bilingual contracts (Arabic and English) are permitted, but the Arabic text is the legally binding version in any dispute. Staffona prepares fully compliant bilingual contracts for all employees.
Under Law 14/2025, private sector employees are entitled to a minimum annual increment of 3% of the social insurance wage. This must be applied automatically each year — it is not discretionary.
An Employer of Record (EOR) becomes the legal employer of your staff. Your company controls day-to-day work, but the EOR holds the employment contract, handles all compliance, and bears legal employer liability. A Professional Employer Organisation (PEO) operates as a co-employer — typically requiring you to already have a local entity. For foreign companies without an Egyptian entity, EOR is the correct model. Staffona offers both depending on your situation.
Staffona monitors all updates from the Ministry of Manpower, Egyptian Tax Authority, and NOSI. Any regulatory changes are implemented automatically — including contract amendments, adjusted contribution rates, and new filing requirements — at no extra charge. You are notified of any change that affects your employees' costs.
Yes. Staffona's managed employment service requires only 30 days' written notice to exit. There is no minimum contract term and no exit penalty. Staffona manages the offboarding process, NOSI deregistration, and legally-required documentation.
After a short consultation call, we send a written custom proposal within one business day. Pricing is based on team size, contract structure, and required services. There are no hidden fees — all costs are agreed in writing before any engagement starts.
We invoice in USD for international clients by default. We also issue invoices in AED, SAR, GBP, EUR, and EGP. The invoiced currency can be changed at any time.
For teams of 3 or more employees, there is no setup fee. For single-employee engagements, a one-time onboarding fee may apply — this is confirmed in the written proposal before any commitment.
No. All Staffona services are month-to-month. Managed employment and payroll management can be cancelled with 30 days' written notice at any time.
Form 4 (Namouzaj 4) is the quarterly income tax withholding return filed with the Egyptian Tax Authority. Employers must submit Form 4 for every employee within 30 days of each quarter end (April 30, July 31, October 31, January 31). Staffona files Form 4 on behalf of all employees under management.
NOSI (National Organisation for Social Insurance) is the Egyptian government body managing social insurance. Every employee must be registered with NOSI before their first day of work. Registration requires the employee's national ID, employment contract, and employer registration number. Staffona handles NOSI registration as part of the standard onboarding process.
Late NOSI contributions attract a penalty of 1% per month on the outstanding amount. Late income tax filings can result in penalties from the ETA. Staffona guarantees on-time filing for all payroll, social insurance, and tax obligations under our management.
Yes. Every employee must have their contract registered with the relevant Labour Office within one month of employment start. For employees hired through Staffona's EOR service, we handle Labour Office registration as part of onboarding.
Under Social Insurance Law No. 148/2019, contributions are calculated on the employee's insurable wage, capped between EGP 2,700/month (floor) and EGP 16,700/month (ceiling) as of January 2026.
Use our free payroll calculator to see exact figures for any salary.