Plain-language guides to the key laws governing employment in Egypt. Written by our HR specialists. Updated for 2026.
The primary private sector employment law. Governs contracts, working hours, leave, wages, termination, and employee rights.
Governs national social insurance. Employer contributes 18.75%, employee 11%. Covers pensions, disability, and work injury.
Progressive income tax (0–27.5%). Monthly withholding, quarterly Form 4 filings, and annual reconciliation requirements.
All contracts must be in Arabic. Mandatory clauses, probation rules, registration with the Labor Office, and NOSI onboarding.
Valid grounds for dismissal, notice periods, end-of-service gratuity, wrongful termination exposure, and required disciplinary process.
How UAE, Saudi, Qatar and other GCC companies can legally hire Egyptian employees without registering a local entity.
All figures as of February 2026. Verify current rates with the relevant government authority or consult Staffona.
Always verify from official government sources. Below are the primary authorities for Egyptian employment law.
Quick answers to the most common questions about employment law in Egypt.
Employment in Egypt is primarily governed by Labor Law No. 14 of 2025, supplemented by the Social Insurance Law (No. 79 of 1975 as amended), the Income Tax Law (No. 91 of 2005), and ministerial decrees. Staffona monitors all legislative changes and applies them immediately.
The legal maximum is 8 hours per day and 48 hours per week, excluding breaks. Most professional roles operate on a 5-day, 40-hour week by agreement. Ramadan hours are reduced to 6 per day for Muslim employees. Overtime must be compensated at 135% of the normal hourly rate.
Egypt has approximately 13 official public holidays per year, including New Year, Coptic Christmas, Revolution Day (Jan 25), Sinai Liberation Day, Labor Day, June 30 Revolution Day, Army Day, and variable Islamic holidays (Eid Al-Fitr, Eid Al-Adha, Islamic New Year, Prophet Birthday).
Employees are entitled to paid sick leave when supported by a medical certificate. Duration depends on NOSI contribution history. Employers typically allow up to 6 months of sick leave before termination procedures may apply. NOSI provides sick pay benefits after a qualifying period.
Yes, when narrowly drafted. Egyptian courts enforce non-competes limited in geographic scope, duration (up to 1 to 2 years), and activity type. Overly broad clauses are regularly struck down. Staffona drafts enforceable restrictive covenants as part of its compliance advisory service.