Qanoony Online | Labour Law and Employment
Casual Leave in Egypt: Days Allowed, Annual Leave Balance and Salary Deductions
Understand the statutory rule, document notification and review how an unexpected absence is recorded.
An unexpected circumstance may prevent attendance, raising questions about casual leave in Egypt and whether the day affects annual leave or salary.
Start by identifying the governing employment system. This guide addresses relationships under Labour Law No. 14 of 2025 and does not apply its rules automatically to government employees or special regimes.
Article 128 allows absence for a casual reason for up to seven days per year, with a maximum of two days on each occasion. These days count against annual leave; they are not seven additional days separate from that entitlement.
What is casual leave?
It is short absence for a casual reason. In practice, the question often concerns an unexpected circumstance that is difficult to arrange through the ordinary leave schedule. Calling an absence unexpected does not alone settle its classification.
Review the reason, duration, days already used, notification and records. Not every unplanned absence or personal appointment automatically qualifies.
How many days are available?
- Annual limit: seven days.
- Per occasion: two days.
- Accounting: deducted from annual leave entitlement.
This rule concerns employees governed by the stated law. Earlier events or special employment systems require identification of the applicable text.
Read the guide to Egypt’s new Labour Law for wider employment context.
Is casual leave additional to annual leave?
No. Article 128 counts it against annual leave. A recorded casual day should therefore be reflected in the balance according to the applicable entitlement.
For illustration only, if an employee has 21 available days and uses two casual days, 19 remain, assuming no other usage or arrangements affect the calculation.
Do not assume every employee has 21 days. Annual entitlement varies with service, age and category.
Casual, annual and sick leave compared
| Type | Basis and arrangement | Balance treatment |
|---|---|---|
| Casual | Casual reason; up to 7 days annually and 2 per occasion. | Counts against annual leave. |
| Annual | Paid entitlement with statutory scheduling rules. | Varies by entitlement. |
| Sick | Health condition assessed by the competent medical authority. | Separate rules; not automatically casual leave. |
Where illness caused absence, review the appropriate medical procedure rather than merely labelling it casual leave. Other leave categories may also have separate provisions.
Can casual leave reduce salary?
Where conditions are met and the day is recorded within paid annual entitlement, it reduces the leave balance rather than becoming unpaid absence simply because it is casual.
A dispute over limits, balance, reason or classification requires review. Distinguish a reduction in leave balance, non-payment of a day’s wage and a disciplinary sanction: these are different matters.
A payroll deduction is not automatically correct, while a notification message alone does not resolve every element of a dispute.
Was the day recorded as absence or deducted from pay?
Prepare notification, balance records, payroll and the employer’s response. Choose a lawyer with relevant experience to discuss the classification and deduction.
Browse Independent LawyersIs advance approval required?
Casual leave differs from planned leave, and advance notification may not always be practical. Nevertheless, the law requires following prescribed absence procedures.
Notify the manager or HR as soon as possible through the approved channel, retain evidence and complete required forms. This guide does not invent a universal notification deadline.
Can the company refuse to record it?
Casual leave has a statutory basis and limits. It should not be presented as a discretionary benefit that an internal policy can simply abolish. However, a dispute may arise over whether a particular day meets the requirements.
Ask why it was refused: days used, balance, notification or classification? Review the explanation and records rather than relying on a verbal answer.
How do the contract and company policy matter?
They may explain notification channels, forms and attendance records. Read these procedures alongside the law, not as a replacement for it.
Keep evidence of any more favourable arrangement. Do not assume every internal provision is valid or overrides statutory rules.
What if absence exceeds two days or seven days have been used?
Do not assume the entire period can be classified as casual leave despite exceeding the limit. Another leave category or arrangement may need consideration depending on the reason, balance and governing system.
If balance or entitlement is disputed, request an HR statement and review available options. Unpaid leave or unauthorised absence is not automatically the answer in every case.
A short notification example
An unexpected circumstance prevents me from attending on [date]. Please advise how the day should be recorded under the applicable entitlement and procedure, and whether a form or document is required. I will update you on any change to the expected duration.
Adapt the message truthfully and follow the approved process. It helps organise notification; it does not guarantee classification.
What to do after a deduction or sanction
- Request the reason and calculation or decision.
- Collect notification, request, response, balance and attendance records.
- Check for calculation errors or a classification disagreement.
- Request a written correction where supported.
- Review acknowledgments or releases before signing.
- Discuss the appropriate procedure if the dispute continues or a deadline is approaching.
For the complaint route, read the guide to filing a Labour Office complaint online in Egypt.
Does the same rule apply to government employees?
Do not apply this rule automatically to every government role. Identify whether Civil Service Law or another law or regulation governs the employer.
Check the applicable provision before comparing days or accounting with private-sector employment.
Documents for a consultation
- Employment contract and relevant leave policy.
- Days used and available balance.
- Notification, request and employer response.
- Payroll or the disputed sanction.
- Relevant supporting records where needed.
- A timeline and your specific question.
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Confirm session scope. A complaint, written objection or dispute follow-up requires an appropriate agreement rather than being assumed included.
Discuss the balance and deduction using your records
Choose a suitable lawyer and complete booking through the app after reviewing session details.
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Related Articles
- The New Labour Law and Leave
- Filing a Labour Office Complaint
- After Filing an Employment Complaint
- All Employment Law Articles
Frequently Asked Questions
How many casual leave days does the new law allow?
Seven days per year, with a maximum of two per occasion, for employees governed by Labour Law No. 14 of 2025.
Are those days additional to annual leave?
No. They count against the employee’s annual leave entitlement.
Is casual leave deducted from salary?
When qualifying and recorded within paid annual entitlement, the day reduces the balance. Non-payment or sanctions require review of their separate basis.
Should I notify the employer?
Follow absence procedures, notify as soon as possible, retain evidence and complete the required request.
Does this apply to every government employee?
No. Identify the employer’s governing law or regulations before comparing entitlement and accounting.
What if the day is recorded as unauthorised absence?
Ask for the reason, collect notification, request, balance and response records, then seek correction or legal review as appropriate.
Legal Source
Official text of Labour Law No. 14 of 2025 — Arabic; see Articles 124, 128, 131 and 134.
