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Getting a job matters, but reviewing an employment contract before signing in Egypt is as important as knowing the salary and title. Contract terms may differ from the advertisement or interview, or include obligations that need explanation.

This guide focuses on private-sector relationships governed by Labour Law. Government roles and relationships under special regimes require identification of the applicable law or rules before comparing rights.

Advertisement, offer and contract: what differs?

A job advertisement introduces the opportunity but may omit important terms. Retain it where it contains benefits or conditions later discussed.

A job offer usually sets out more specific terms, such as salary, role, start date and benefits. Review its wording, conditions and approvals rather than assuming every offer has the same legal effect.

The employment contract regulates the relationship and should be read with annexes and referenced policies. Compare documents and request written clarification of inconsistencies.

Is a written employment contract optional?

For relationships governed by Labour Law No. 14 of 2025, the employer must prepare an Arabic contract in four copies and provide one to the employee. A written contract should not be described merely as an optional benefit.

Without a written contract, employment rights do not simply disappear. The law permits proof of the relationship, duration and resulting rights through all means of evidence and contains provisions treating an unwritten contract as indefinite.

Read the guide to Egypt’s Labour Law No. 14 of 2025 for wider context.

Employer and role details

• The actual employer’s name and workplace address.
• Contract start date and employee details.
• Work type and core duties.
• Branch, location or remote-work arrangement.
• Terms concerning relocation or changing duties.
• Annexes and policies incorporated into the agreement.

A trading name alone may not identify the party responsible for employment. Where a recruiter or staffing company is involved, clarify each organisation’s role.

Salary: review components, not just the headline amount

Clarify agreed pay, payment method and date, and cash or non-cash benefits. Ask whether the figure is before or after deductions and which amounts are fixed or conditional.

• Basic salary and other components.
• Allowances and incentive conditions.
• Commission calculation and payment dates.
• Payment records and salary statements.
• The insured wage compared with offered pay.

If commissions form a substantial part of expected income, request written rules rather than relying on an illustrative verbal estimate.

Contract duration and probation

Check whether the contract is fixed-term or indefinite and how renewal or expiry works. Neither type is automatically best for every employee.

Article 90 limits contractual probation to three months and prohibits repeated probation with the same employer. Review wording that leaves probation open-ended or repeatable.

Where an offer uses “training” or “trial period,” clarify the actual relationship, pay and duties rather than relying on its title.

Social insurance: check implementation

Ask about registration, start date, insured wage and how to verify records. Insurance is not merely a negotiable benefit where compulsory coverage applies.

A contract clause does not replace verification of registration, and its absence does not alone determine the legal obligation. Check records with the competent authority and retain evidence of work and pay.

Read the guide to working without a contract and social insurance.

Hours, leave and remote work

Clarify hours and scheduling, breaks, weekly rest, overtime and leave requests. Review statutory rights and more favourable benefits; silence in the contract does not automatically remove a right.

For remote or hybrid work, discuss availability, equipment, expenses, data security and location. Working from home does not automatically make someone an independent contractor outside employment law.

Clauses requiring careful review

A clause’s existence alone does not establish validity or invalidity. Review wording, facts and applicable rules. Confidentiality and non-compete obligations should not be treated as the same requirement.

What if you are asked to sign immediately?

Request a copy and time to read the contract and annexes. Ask for a written explanation or amendment where terms differ from earlier discussions.

Do not sign blank documents, acknowledge payments that did not occur, sign an advance resignation or accept an unexplained guarantee. If you deliver certificates or papers, retain an itemised receipt.

Signing can have consequences, but it does not make every clause enforceable regardless of the law. Understand and assess it before relying on it.

If you started work without a contract or discovered a discrepancy

1. Keep the offer, acceptance messages and any contract copy.
2. Document start date, duties, pay, attendance and transfers.
3. Request written clarification from HR or management.
4. Review amendments before signing.
5. Discuss the appropriate route if rights are affected.

Use lawfully obtained records relevant to your situation, without taking unrelated confidential information.

Government and private-sector jobs

Employer status and the governing system matter. Do not automatically apply private-sector rules to state-body employment or a role governed by special legislation.

Before comparing leave, resignation or termination, identify the role’s status, appointment basis and applicable system.

Before leaving your current role

Review current notice, handover and continuing obligations, and verify the new offer’s conditions and start date. Accepting an offer does not automatically resolve every detail or remove existing obligations.

For resignation questions, read the guide to resignation procedures in Egypt.

When is an employment lawyer useful?

Where there are non-compete, training or financial obligations; differences between offer and contract; unclear pay or insurance; or additional documents requiring explanation.

Clarify whether you need a discussion, written review or proposed amendments. A session does not automatically include every-page review or communication with the employer.

Booking through Qanoony Online

Browse professional profiles and compare relevant experience, practice areas, price, duration and availability. Complete booking in the app after reviewing scope and cost.

Qanoony Online is a platform, not a law firm or recruitment agency. The selected independent professional provides the consultation. Booking, payment and attendance take place through the app.

Related Articles

• Egypt’s New Labour Law
• Working Without a Contract and Social Insurance
• Filing a Labour Office Complaint
• All Employment Law Articles

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Frequently Asked Questions

What should I check before signing?

Employer identity, pay, role, duration, probation, insurance, hours, leave and end-of-employment obligations.

What is the maximum probation period?

For relationships under Labour Law No. 14 of 2025, it is three months and cannot be repeated with the same employer.

Does an unwritten contract remove employment rights?

No. The law permits proof of employment and rights through evidence and contains specific unwritten-contract rules. Retain relevant records.

Does a job advertisement explain every condition?

Usually not. Compare it with the offer, contract and annexes, and request written clarification of differences.

Is every non-compete clause valid?

Its title alone does not determine validity. Scope, duration, activity, wording and circumstances require assessment.

Does a consultation include amendments?

Do not assume it does. Confirm scope and separately agree on written review or amendments and fees.

Legal Source

Official text of Labour Law No. 14 of 2025 — Arabic; see Articles 87–90.