When was the new law issued and when did it become effective?

Labour Law No. 14 of 2025 was issued on 3 May 2025. The issuing provisions stated that it would become effective on the first day of the month following the expiry of ninety days from publication. It therefore became effective on 1 September 2025.

The law repealed Labour Law No. 12 of 2003 but preserved more favourable rights and benefits that employees had already obtained under laws, regulations, internal policies or agreements.

Who is covered by Labour Law No. 14 of 2025?

The law generally applies to private-sector employment relationships. Where no special rule applies, it also governs individual and collective employment arrangements involving foreign workers in Egypt.

As a general rule, it does not apply to employees of state bodies, local administration units or public authorities, nor to domestic workers and similar categories unless a specific provision states otherwise.

Key rules on employment contracts

1. Fixed-term and indefinite-term contracts

An employment contract may be concluded for an indefinite term or for a fixed term where the nature of the work requires it. A fixed-term contract may be renewed by agreement.

2. When is a contract treated as indefinite?

• When the employment contract is not in writing.
• When no specific term is stated.
• When the parties continue performing the contract after expiry without a new written agreement.

3. Four copies of the contract

The employer must execute the Arabic employment contract in four copies: one for the employer, one for the employee, one for the competent social-insurance authority and one for the competent administrative authority.

4. Probation

The probationary period must be stated in the contract, may not exceed three months and may not be imposed more than once by the same employer.

Wages and annual increment

If an establishment faces economic circumstances that make payment difficult, the employer may not suspend the increment unilaterally. The matter must be referred to the National Council for Wages under the legal procedure.

Working hours and rest periods

Actual working time may not generally exceed eight hours per day or forty-eight hours per week. Meal and rest periods are not counted as actual working time.

Working hours must include one or more rest and meal periods totalling at least one hour, and an employee should not normally work for more than five consecutive hours without a break.

Leave under the new law

Annual leave

The employer schedules annual leave according to business requirements. The employee must receive at least fifteen days each year, including six consecutive days, while accrued leave and its cash equivalent are handled under the statutory rules.

Emergency leave

An employee may take up to seven days of emergency leave during the year, subject to a maximum of two days on each occasion. These days are deducted from annual leave.

Sick leave

An employee whose illness or injury prevents work is entitled to sick leave determined by the competent medical authority and to wage compensation under the Social Insurance and Pensions Law.

Rights of women employees

• At least one hour of reduced daily work from the sixth month of pregnancy.
• No compulsory overtime during pregnancy and for six months following childbirth.
• The right to return to the same or an equivalent position after maternity leave.
• Protection against dismissal during maternity leave.
• Two breastfeeding breaks of at least thirty minutes each during the two years following childbirth, counted as working time without wage reduction.

Termination and notice period

For an indefinite-term contract, either party may terminate by giving the other party three months’ written notice, provided that termination is based on a legitimate and sufficient reason.

Where the employer gives notice, the employee is entitled to one full paid day per week, or eight paid hours per week, to search for another job.

Compensation for unlawful termination

If the employer unlawfully terminates an indefinite-term contract, the employee is entitled to compensation of at least two months’ wages for each year of service, without prejudice to other legal entitlements.

Unlawful reasons may include:

• Filing a complaint or legal claim against the employer for breach of law or contract.
• Exercising statutory leave rights.
• Lawful trade-union activity or membership.
• Discrimination based on sex, pregnancy, religion, marital status, family responsibilities or political opinion.

Resignation under the new law

A resignation must be in writing, signed by the employee or a specially authorised representative and approved by the competent administrative authority. Employment does not end until the resignation is accepted, and the employee must continue working while it is being considered.

If the employer does not decide within ten days, the resignation is deemed accepted. The employee may withdraw it in writing within ten days of being notified of acceptance, subject to the statutory procedure.

Absence from work

An employee may be treated as having resigned where unjustified absence exceeds twenty intermittent days in one year or ten consecutive days, provided that the statutory warnings are issued within the required periods.

Specialised labour courts and labour-office complaints

The law introduced specialised labour courts and transitional rules for disputes transferred to their jurisdiction. Filing a complaint with the labour office or competent administrative authority should be distinguished from commencing proceedings before a labour court.

Documents employees should keep

• The employment contract and all amendments.
• Payslips, bank transfers and wage receipts.
• HR letters, warnings and investigation records.
• Leave requests and written approvals or refusals.
• Attendance records and evidence of overtime.
• Any resignation, settlement or termination decision.
• Evidence of complaints, reference numbers and filing dates.

Frequently asked questions

Legal sources

• Labour Law No. 14 of 2025 — publication details
• Full Arabic text of Labour Law No. 14 of 2025
• Egyptian Parliament — final approval of the Labour Law bill
• Egyptian Ministry of Labour