Egypt’s New Labor Law 14/2025: 20 Key Changes for Employers

1. Four contract copies instead of three

Article 89 requires a written Arabic contract in four copies: one for the company, one for the employee, one for the social insurance office and one for the labour office. For foreign employees, you may add their language, but the Arabic text prevails.

2. Annual raise of at least 3% of the insurance wage

Previously, the raise was 7% of the basic wage. Now, article 12 sets an annual raise of at least 3% of the insurance wage, due one year after hiring or after the last raise. However, a company in economic difficulty can ask the National Wages Council to reduce or waive it; the council decides within 30 days.

3. Waivers are void during the contract and for 3 months after it

Article 6 voids any waiver of employee rights during the contract or within three months after it ends. In practice, a general “final clearance” letter does not protect you; instead, keep a receipt for specific amounts paid.

4. New work patterns with equal rights

Article 96 recognises remote work, part-time work and flexible work. Moreover, article 97 gives these employees the same rights, including social protection, the minimum wage and training, and article 99 requires a written paper or electronic contract.

5. Maternity leave: 4 months, up to 3 times

Article 54 increases paid maternity leave from 90 days to four months, with at least 45 days after birth, up to three times during employment. The social insurance compensation is deducted from what the employer pays.

6. Shorter day for pregnant employees

Article 54 also reduces daily working hours by at least one hour from the sixth month of pregnancy. In addition, article 56 gives nursing mothers two breaks of at least 30 minutes a day for two years after birth.

7. One paid day for fathers

Article 128 grants a paid emergency leave day on the day of a child’s birth, outside the annual leave balance, up to three times during employment.

8. Working hours and overtime

Article 117 caps working time at 8 actual hours a day or 48 a week, excluding breaks; company policy sets the actual hours within that cap. Overtime under article 121 is paid at no less than the wage plus 35% for day hours and 70% for night hours.

Keep in mind. The law sets limits, and your policy works inside them. Consequently, if your company already gives better terms, such as 22 days of annual leave or a 7-hour day, you cannot cancel them because the law allows less (art. 6).

9. Harassment, bullying and discrimination are banned

Article 4 bans forced labour, harassment, bullying and any verbal, physical or psychological violence. Similarly, article 5 bans discrimination in training, job adverts and working conditions.

10. Work regulations within 60 days

Article 137 requires employers with 10 or more workers to prepare work regulations within 60 days and submit them to the labour office. If the office does not respond within 30 days, the regulations take effect. Decree 162/2026 lists 15 mandatory items.

11. Existing benefits must be written down

Article 3 of decree 162/2026 requires the regulations to include every benefit already applied in practice, even without a written rule. So, list what you actually give employees before you draft.

12. Deadlines for investigations and penalties

An investigation starts within 7 days of discovering the offence and normally ends within 3 months (art. 141). Also, no penalty may be imposed more than 30 days after the investigation ends (art. 138).

13. Dismissal only through the labour court

Under article 148, only the labour court can impose dismissal, and only for serious misconduct listed in the law, such as forged documents, disclosing secrets that cause serious harm, competing with the employer or assaulting the employer.

14. Resignations need labour office approval

Under article 167, a resignation must be written, signed by the employee or a special agent, and approved by the labour office. Employment ends only when the employer accepts it, or automatically after 10 days without a decision.

15. Withdrawal within 10 days

The employee may withdraw the resignation within 10 days of being notified of its acceptance, in writing and approved by the same office.

16. Mutual termination without resignation approval

Article 6 of decree 187/2025 exempts mutual termination from resignation approval, provided a written agreement shows the employee received all dues.

17. Three months’ notice

For indefinite contracts, either side must give three months’ written notice (art. 156). The parties cannot reduce it, although the employer may waive it when the employee resigns (art. 161).

18. Absence treated as resignation

Under article 166, an employee is considered to have resigned after more than 20 separate or 10 consecutive days of unjustified absence, provided the employer first sends a registered warning letter.

19. Experience certificate within 15 days

Article 175 requires the employer to issue an experience certificate within 15 days of the request and to return the employee’s papers and tools.

20. Amicable settlement, then labour courts

Under article 149, either party can ask a committee chaired by the labour directorate for an amicable settlement within 10 days of the dispute; the committee finishes within 21 days. Otherwise, the case goes to the specialised labour court (arts. 150 and 176).

In practice: Start with five priorities: the contract template (4 copies), the 3% annual raise, the resignation and mutual-termination process, work regulations if you have 10 or more workers, and removing any general waiver from exit files. Also remember that most fines multiply by the number of workers affected, for example 500 to 5,000 EGP per worker under article 288.

Is your company compliant with the new labor law?

Careerians reviews your contracts, regulations, leave, pay and exit processes against Labor Law 14/2025 and its decrees, and gives you a gap report with a correction plan.

Request a compliance review