Sick Leave Under Egypt’s 2025 Labour Law: Rights, Pay, and Step-by-Step Procedures

Sick leave is not a “favor” from the employer; it is a right governed by labour law rules, social insurance regulations, and the competent medical frameworks. With the issuance of Labour Law No. 14 of 2025, recurring questions have emerged: Who determines entitlement to sick leave? Is pay full or a percentage? What is the maximum duration? And can an employee be dismissed due to illness? This article provides a practical, simplified guide you can rely on to understand the full picture, with actionable points that help you—whether you are an employee, an employer, or an HR professional—handle matters correctly from the first day of illness until returning to work.

To request specialized advice in a labour dispute or in case the employer rejects sick leave, you can reach out via the Consultants page or Contact us.

First: What is sick leave?

Sick leave is a legitimate period of absence from work approved by a physician/competent medical authority due to an illness or injury that temporarily prevents the employee from performing job duties, or makes continued work hazardous to the employee’s health or to the safety of others. In practice, entitlement to sick leave is not based on a personal feeling of fatigue; it depends on an approved medical report under the rules applicable in Egypt (such as the health insurance system, the medical board/commission, or another designated medical authority).

Second: What is the legal basis governing sick leave in Egypt?

Sick leave is regulated through more than one statute, most importantly:

• Labour Law No. 14 of 2025, in terms of protecting the employee from termination due to illness before exhausting the sick leave balance, and regulating certain rights related to leave.
• Social Insurance and Pensions Law No. 148 of 2019, in terms of “wage compensation for illness,” its payment percentages and durations, especially for insured employees.
• Relevant medical regulations and decisions that determine the authority empowered to grant sick leave, how medical examinations are conducted, and when a case must be referred to a committee/medical board.

Third: Who decides entitlement to sick leave? What document is required?

The practical rule: valid/recognized sick leave is one issued by a medical authority acknowledged within the employment and insurance framework. Typically, you will need:

• A medical report/certificate stating the diagnosis (to the extent necessary), the required rest period, and the sick leave start date.
• Approval by a medical authority depending on your system: this may be approval from the health insurance authority, a medical board/commission, or a medical authority designated by the internal policy or insurance scheme.

Important tip: Do not delay notifying your employer. It is best to inform HR/your direct manager immediately (by phone or via a documented message), then submit the documents within the timelines applied at your workplace. Delay may allow the absence to be treated as “unjustified” even if the illness is real.

Fourth: Is sick leave paid? How is pay calculated during illness?

In most cases for an insured employee, pay during sick leave is paid as “wage compensation for illness” under the Social Insurance Law, and not always through the employer’s usual monthly payroll mechanism. Most commonly, the compensation is calculated as a percentage of wages (the wage subject to insurance contributions) for a defined period.

Illness wage-compensation percentages (most commonly applied for insured employees)

Under the rules of illness wage compensation in the Social Insurance framework, the percentages are typically:

• 75% of the wage subject to insurance contributions during the first 90 days of sick leave.
• 85% of the wage subject to insurance contributions during the next 90 days.

There may be cases where the percentage increases to 100% (such as certain cases related to industrial establishments or specific circumstances determined by law and regulations). There are also special exceptions for chronic diseases or temporary disability cases, subject to medical controls.

Important: Payment details (who pays, when, and what documents are needed) vary depending on whether the employee is insured, the nature of the establishment, and the health insurance system. If you face delays or refusal of payment, legal advice may save significant time—start from the homepage to access the in-app booking option.

Fifth: What is the maximum duration of sick leave?

Maximum limits are usually measured by the “entitlement period” allowed under medical insurance rules within a year or within a specific illness incident. A duration of 180 days (90 + 90) is often referenced as a recurring range in the context of illness wage compensation for insured employees. However, exceptional cases (such as chronic diseases or conditions requiring long-term treatment) may be subject to different rules determined by the medical board/committee and the executive regulations.

More precisely: do not treat “180 days” as a fixed number in all cases without reviewing the medical authority’s approval and your insurance status, because differences across sectors and medical coverage can change the details.

Sixth: Can sick leave days be deducted from annual leave?

As a rule, sick leave is different from annual leave and is not automatically deducted from it. However, the new Labour Law grants the employee an important right: to request converting sick leave into annual leave, if the employee wishes, subject to conditions set by law and internal policy. This can be useful if the employee wants to maintain a higher pay rate (because annual leave is typically paid at full wage), or if the employee prefers to “clear” the illness file to avoid medical committee complexities.

Conversely, the employee cannot be forced into such conversion without their request, because that would undermine sick leave’s nature as a health protection measure.

Seventh: Can an employee be dismissed due to illness? What changed under the 2025 Labour Law?

This is one of the most important points addressed clearly by Labour Law No. 14 of 2025: the employer may not terminate the employee’s contract due to illness before the employee exhausts their balance/entitlement of sick leave under the applicable rules, as well as any remaining annual leave. After exhaustion, the matter depends on the procedures, notifications, and what the competent medical authority determines regarding the employee’s ability to return to work.

Practically, this means that any “early” termination decision due to illness may be open to challenge—especially if the employee has evidence of medical entitlement and has not exhausted the periods, or if the employer fails to follow the required procedures.

When does termination become legally possible in the context of illness?

• After exhausting the sick leave legally and medically due.
• After exhausting any remaining annual leave under the rules.
• With compliance with notification procedures and formal requirements.
• In light of what the medical authority decides regarding recovery, disability, or temporary/permanent unfitness.

If you are an employer, following these steps reduces legal risk. If you are an employee, preserving medical reports and proof of notification/procedures is your first line of defense in a dispute.

Eighth: Practical steps to ensure sick leave is accepted and not treated as absence

This concise checklist helps you avoid common problems:

1. Notify your employer immediately when illness begins (even before the report if possible) via a written message, official WhatsApp, or email.
2. Obtain a medical report from an authority recognized within your insurance/workplace system.
3. Submit documents on time under the workplace policy. Request a receipt or proof of submission.
4. Follow up on approvals if the case requires a committee/medical board, and do not rely on “verbal promises.”
5. Keep copies of all paperwork and correspondence (clear images + dates).

When is a case referred to a committee/medical board?

In many establishments—especially with long or repeated leaves—the employee may be required to appear before a committee/medical board to confirm the diagnosis and appropriate rest period. This commonly happens in cases such as: extended leave, frequent leave within a short time, contradictions between different medical reports, or when the job requires a high level of safety (such as operating machinery or driving). In such cases, adhering to examination schedules and submitting complete documents helps obtain approval faster and reduces dispute risk.

Eleventh: The difference between sick leave and a work injury

It is important to distinguish between an “ordinary illness” and a “work injury,” because procedures and insurance rights may differ. Ordinary illness relies primarily on a medical report/approval for leave, while a work injury is linked to an incident during or because of work and typically requires incident notification and proof of its work-related connection.

If the condition results from an accident at the workplace or during a work assignment, do not rely on a medical report alone; document the incident immediately through an official internal notification and keep evidence linking it to work.

Twelfth: What should the employer/HR do to reduce risk?

• Define notification channels and submission deadlines in the internal policy.
• Record sick leave with the date of receipt, and refer the employee to a competent medical authority when in doubt instead of issuing hasty sanctions.
• Avoid terminating employment due to illness before entitlements are exhausted, and document every step in writing.

Thirteenth: If a dispute arises… what is the practical path?

1. Submit a written internal grievance to HR with medical reports and proof of notification.
2. Request an official medical referral if the dispute concerns entitlement or the required rest period.
3. If the issue persists, approach the competent body for amicable settlement (Labour Office/administrative authority) with a well-organized documents file.

For a quick legal review of your file, start from Contact us.

Returning to work after sick leave

After the leave ends, you may be asked for a medical fitness note confirming your ability to return to work—especially for physically demanding or safety-sensitive roles. Submit the note on the day you return, and request that any temporary restrictions be recorded to avoid repeated absence. Keep a copy and obtain an official acknowledgment of receipt where possible.

Ninth: Common mistakes that harm the employee or the employer

• Relying on a private medical check/report that is not recognized, then discovering the employer or insurer rejects it.
• Delaying notification for several days, then trying to “regularize” matters retroactively without approval.
• Issuing deductions/warnings without investigation and review of medical documents.
• Terminating employment due to illness before exhausting leave, or without following procedures.
• Mixing sick leave with annual leave without the employee’s request or without documentation.

Tenth: Frequently asked questions about sick leave in Egypt

1) Can an employer refuse sick leave?

The employer can object if the certificate is not issued by a recognized authority or if there are doubts about its authenticity, but the employer cannot refuse it absolutely. The matter is often resolved by referring the employee to a competent medical authority (committee/medical board) to decide entitlement.

2) Is sick leave deducted from annual leave?

It is not automatically deducted. However, the employee may—if they wish—request conversion to annual leave subject to conditions.

3) Is pay during sick leave full?

As a rule, it is compensation as a percentage of the wage subject to insurance contributions (such as 75% then 85% under common rules), and there may be special cases where it reaches 100% under specific conditions.

4) When can an employment contract be terminated due to illness?

After exhausting sick leave and annual leave entitlements, while complying with notification procedures and what the medical authority determines regarding fitness to work.

Conclusion: How do you protect your rights and reduce disputes?

Proper handling of sick leave combines “medicine” and “law”: an approved report + timely notification + preserving documents. The 2025 Labour Law strengthened protection against dismissal due to illness before exhausting entitlements, while the Social Insurance Law regulates wage compensation and payment percentages. Also review your leave policy in your contract or the company’s internal regulations, as they set notification deadlines and approval mechanisms—without diminishing rights guaranteed by law. If you have a dispute (leave refusal, unjustified deductions, or threats of termination), it is best to act early rather than allowing matters to escalate.

To get a quick legal opinion tailored to your situation, you can book a session via Consultants or visit the blog for more explanations on labour matters.

Notice: This content is general informational material and does not constitute tailored legal advice. Details may vary depending on your insurance status, the nature of your job, internal regulations, and the approving medical authority.