What Is Labor Law 14/2025?
Labor Law No. 14 of 2025 is the primary legislation governing employment relationships in Egypt's private sector. It sets out the rights and obligations of both employers and employees, covering contracts, working hours, wages, leave, termination, and dispute resolution.
The law applies to all private sector employers operating in Egypt, regardless of whether the company is Egyptian or foreign-owned.
Employment Contracts (Arts. 67–78)
Contracts can be definite (fixed-term) or indefinite. Key requirements:
- Must be in Arabic (English translation permitted alongside)
- Must be registered with the Labor Office
- Probation maximum: 3 months; only one probation per employment
- Fixed-term contracts renewing more than once may become indefinite contracts
Working Hours (Arts. 100–110)
- Maximum 8 hours per day, 48 hours per week
- Employees must receive at least one rest day per week (typically Friday)
- Overtime must be paid at 135% of normal hourly rate for daytime; 170% for night work and official holidays
- Total working hours including overtime cannot exceed 10 hours per day
Wages and Salaries (Arts. 44–66)
- Salaries must be paid in Egyptian Pounds (EGP) to Egyptian bank accounts
- Monthly salaries must be paid no later than the 7th of the following month
- Annual salary increases are subject to minimum requirements (updated by government decree)
- National minimum wage applies (updated annually by the Prime Minister's order)
Leave Entitlements (Arts. 47–55)
| Leave Type | Entitlement |
|---|---|
| Annual leave (under 10 years service) | 21 days paid |
| Annual leave (10+ years or age 50+) | 30 days paid |
| Sick leave (first 3 months) | 75% of salary |
| Sick leave (months 4–6) | 85% of salary |
| Maternity leave | 90 days paid (max 3 times per employment) |
| Emergency leave | 6 days per year |
Termination (Arts. 119–140)
Egyptian law distinguishes between lawful and unlawful dismissal. Lawful grounds for dismissal include: serious misconduct, repeated violations after warning, abandonment of work (7+ days consecutively or 20 days non-consecutively in one year).
If an employee is dismissed without valid cause, they are entitled to compensation of at least 2 months' salary per year of service, plus the notice period payment.
Notice periods: A minimum of 2 months for employees with 10+ years service; 1 month for others — unless the contract specifies a longer period.
End-of-Service Gratuity
Employees who complete at least one year of service are entitled to an end-of-service gratuity upon termination (unless dismissed for serious cause). The amount is calculated based on last salary and years of service, and is in addition to any NOSI pension entitlement.