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Has your employer asked you to move to another branch, possibly in a different governorate? Your first questions may be: Can my employer transfer me? Can I object? What happens if my duties change or travelling to work becomes more expensive?

An employee transfer to another branch in Egypt requires a review of the decision and employment contract. The word “transfer” alone does not explain its implications. The location may change while the role remains the same, or the decision may also affect duties, pay or working hours. It may be temporary or permanent.

This guide focuses on private-sector employees covered by Egyptian Labor Law. It helps you organise questions and documents before responding to your employer or booking a consultation with an independent lawyer.

Can an Employer Transfer an Employee to Another Branch?

There is no single answer that applies to every transfer decision. The review considers the workplace and transfer provisions in the contract, the nature of the decision and whether it changes duties or affects employee rights. Article 91 of Labor Law No. 14 of 2025 addresses agreed employment terms and the conditions for assigning different work. It should not be treated as general permission to transfer an employee to any location.

Before accepting or objecting to the decision, prepare your contract, the transfer notice and information about the new branch. Identify exactly what would change in your working day.

What Is the Difference Between Changing the Workplace and Changing Duties?

Start by identifying the type of change. Moving to a new address while keeping the same role raises different questions from being assigned different work or moving to another employer. Use the following table to organise the situation before discussing it with a lawyer:

Go beyond saying “the company transferred me.” Explain whether your concern involves the location, duties, cost or changes to other terms.

What Does Article 91 Say About Assigning Different Work?

Article 91 places limits on departing from agreed employment terms and assigning different work. Its exceptions include temporary necessity to prevent an accident, address its consequences or respond to force majeure. It also permits assigning work that does not differ substantially from the agreed work, while protecting employee rights in all circumstances.

Applying these provisions to a particular decision requires reviewing the contract and facts. Distinguish the rules on changing work from the assessment of a workplace change, rather than assuming that every transfer is lawful or unlawful.

Six Points to Review in Your Contract and Transfer Decision

1. The Workplace Stated in the Contract

Does the contract identify a particular branch or refer to multiple locations? Is there an appendix specifying where you work? Gather the main contract, appendices and later amendments. Avoid relying on a single clause without considering the rest of the agreement.

2. The Wording of Any Transfer Clause

If the contract includes transfers between branches, review the clause’s scope and conditions. Prepare a specific question for the lawyer about how it applies to your circumstances, rather than treating its existence as the end of the discussion or ignoring it.

3. The Duration and Starting Date

Is the transfer for a defined period or without an end date? Does the notice state when you must report to the new branch? If the message is unclear, request written clarification through the organisation’s approved communication channel.

4. The New Role and Duties

Compare your job description with the new assignment. Record which duties have changed and which responsibilities have been added. Prepare examples from the actual work instead of relying only on a general statement that “the job is different.”

5. Pay, Benefits and Expenses

Gather salary, commission and allowance information, along with any transport or accommodation arrangements. Ask about the proposed arrangements. Do not assume that a particular allowance is payable or no longer payable before its basis has been reviewed.

6. Correspondence Before the Decision

Keep the notice and relevant correspondence, particularly if the transfer followed a dispute, complaint or request to resign. The timeline helps explain the context but does not, by itself, prove why the decision was made.

What If the New Branch Is in Another Governorate?

Prepare practical information: the branch address, expected journey time, transport options, shift starting and finishing times, and whether relocation would be necessary. Explain the effect on you using information that can be reviewed, such as transport schedules or estimated costs.

These details support discussions about the decision and possible arrangements. They also help a lawyer understand what you mean by “the branch is far away.” This guide does not set a general distance limit for assessing every transfer.

Can You Object to a Transfer Decision?

You can organise your concerns and request clarification, but how an objection should be handled depends on the contract and facts. Submitting an objection does not itself suspend the decision. Refusing to attend without reviewing your position may also create a further dispute.

If the implementation date is close, discuss with a lawyer how to respond, handle attendance and document events in your circumstances. This article is not permission to stop attending work or an instruction to accept the decision without reservations.

A Sample Request for Clarification of a Transfer Decision

You can adapt the following example to organise a request for information. It is not a court objection, does not determine the decision’s legal effect and does not suspend its implementation:

Dear Human Resources Department,

Regarding the notice dated [date] transferring me to [branch], please clarify the workplace address, reporting date, transfer duration, role, working hours, any changes to pay or benefits, and any transport or relocation arrangements.

Please also identify the contractual clause or document on which the decision is based, so I can understand its details and respond in an organised manner.

Name: [name] — Employee number: [if applicable] — Date: [date].

If you have specific grounds for objection or sensitive documents, review the wording with a lawyer before sending it. Keep a copy, evidence of delivery and any related response.

A Practical Example of Organising the Situation

An employee working at a branch in their city receives notice to move to another governorate within a week. The message does not state the transfer duration or transport arrangements, while the job title remains unchanged.

Instead of asking only “Is this transfer legal?”, the employee prepares the contract and notice, requests the missing details and identifies the effects of distance and working hours. They then discuss the contract wording, decision and available options with a lawyer.

This example explains how to organise information. It does not conclude that the decision is lawful or unlawful.

Documents to Prepare for the Consultation

• Your employment contract, appendices and available amendments.
• The transfer decision or message notifying you of it.
• Your job description and any new assignment.
• Relevant salary, allowance and commission information.
• HR correspondence and responses to requests for clarification.
• A short timeline of events.
• A list of the questions you want to discuss.

Use documents lawfully available to you and keep originals unchanged. You can also read the written legal consultation request template to organise your questions before the session.

How Can Qanoony Online Help?

Qanoony Online is a Technoraft Digital Solutions product and a platform that organises access to independent lawyers and legal consultants. You can browse professional profiles, compare practice areas, fees, session durations and appointments, then complete your booking through the app.

The lawyer you choose provides the consultation. Review the session scope before paying; do not assume it includes drafting an objection, submitting a complaint or following a dispute.

For help using the platform, visit the contact page or use Qanoony Online WhatsApp support. Booking and consultation take place through the app, while support assists with using the platform.

Frequently Asked Questions

Does a transfer clause in the contract settle the issue?

The clause must be read alongside the rest of the contract and the decision’s details. The word “transfer” alone does not determine the position.

Does transferring an employee mean changing their role?

The workplace may change on its own, or duties may change as well. Compare the new assignment with your job description to identify what actually happened.

Does requesting clarification suspend the decision?

Do not assume that a request or objection automatically suspends the decision. Discuss how to handle the implementation date in your circumstances.

Does a transfer to another governorate entitle me to a transport allowance?

Review the contract, benefits, workplace rules and arrangements associated with the decision. This article does not establish a specific allowance for every case.

What should I prepare before consulting a lawyer?

Your contract and transfer notice, a description of changes to location, duties, pay and working hours, relevant correspondence and your main questions.

How do I book a consultation about a transfer decision?

Browse lawyers, then download the Qanoony Online app, select the lawyer and appointment, and review the service details and price before confirming.

Legal Source

Labor Law No. 14 of 2025 — Official Gazette copy published on the Egyptian Tax Authority portal, in Arabic, Article 91.

This content provides general information and helps organise questions about employment relationships covered by Labor Law. It does not determine the legality of a particular transfer or explain government employee transfer rules. Each matter requires review of its contract, facts and documents.