Compliance & Governance
Know where your company stands with the law, and stay there
Contracts, employee files, work regulations, social insurance, payroll deductions and labor office records: every one of them is checked more often than it is updated. We review where your company actually stands, fix what is exposed, and set the governance that keeps it in order month after month.
- 130+ corporates served
- 420+ consultations delivered
- 58+ years of team experience
the current law
Where exposure hides
Six areas we check first
Most companies are not non-compliant on purpose. A contract template from years ago, an insurance wage that stopped matching the payroll, a penalty applied without a regulation to back it. The review goes area by area, and the list below is where it starts, not where it ends.
Employment contracts & employee files
Contracts in the form the law requires, files complete, and every document filed where it should be.
Work regulation & disciplinary rules
A work regulation approved by the labor office under Decree 162, and a penalty schedule applied exactly as written.
Social insurance
Registrations, forms and insurance wages that match the payroll, with the monthly cycle run on time.
Payroll deductions & salary tax
Insurance shares, salary tax and other deductions calculated, withheld and reported correctly every month.
Working hours, leave & termination
Overtime, leave balances, probation, resignation and termination handled the way the law says, with the paperwork to prove it.
Labor office records & inspections
Notifications, registers and records ready before the inspector asks for them.
| Employment contracts | Compliant |
| Employee files | Being completed |
| Work regulation | Gap found |
| Social insurance | Compliant |
| Payroll deductions | Being corrected |
| Leave & working hours | Compliant |
| Labor office records | Gap found |
Governance
What keeps compliance from slipping back
Fixing today’s gaps is half the work. The other half is the small set of rules, approvals and checks that keep the company compliant after we leave.
GOVERNANCE
1Policies & procedures
Written, approved and communicated: how hiring, pay, leave, discipline and termination are done in your company, in line with the law.
2Authority matrix
Who approves a hire, a pay change, a penalty or a termination, and who signs the government forms. Decisions stop depending on who is available.
3Controls & records
Payroll checks before payment, complete employee files, registers kept the way the labor office expects, and evidence filed for every decision.
4Review rhythm
A calendar of recurring obligations, periodic checks, and a review whenever the law or a decree changes, reported to management.
How it works
From a review to a company that stays in order
Compliance review
We go through contracts, employee files, the work regulation, insurance records, payroll deductions and registers against the current law and decrees.
Output: findings by areaRisk register & priorities
What is exposed, what it could cost the company, and what to fix first. Written, so management decides on facts.
Output: prioritised risk registerFix & document
We correct and complete the documents and files, write the policies and procedures, and follow approvals through, including the work regulation at the labor office.
Output: corrected files, approved documentsGovernance rhythm
A compliance calendar, periodic checks and a report to management, so the company stays compliant when the law changes and when people change.
Output: calendar, checks, management reportWhen companies call us
Usually at one of these moments
- The company grew faster than its paperworkHeadcount doubled, branches opened, and the contracts, files and regulation are still from the early days.
- An inspection, audit or due diligence is comingThe labor office, the insurance authority, an auditor or a buyer will ask for records, and they need to be ready and consistent.
- A new law or decree changed the rulesLabor Law 14 of 2025 and its decisions changed contracts, leave, penalties and termination. The company needs to know what applies to it.
- A new company is setting up HR from day oneRegistrations, contracts, regulation and files done right the first time instead of corrected later.
What you get
Documents you can show, and a system that keeps them current
What lands on the list depends on the scope we agree together. The examples below are a starting point, not the limit.
- A compliance review report with findings by area
- A prioritised risk register with what each gap could cost
- Corrected and completed contracts, employee files and registers
- Written policies and procedures, and an authority matrix
- A work regulation and penalty schedule approved by the labor office
- A compliance calendar of recurring obligations
- Periodic checks and a management report, when agreed
Why Careerians
Our code of ethics, applied to your compliance
Practitioners, not theorists
The people reviewing your files have run payroll, insurance and labor office work inside companies.
Data confidentiality
Contracts, salaries and employee files stay inside the engagement. It is a point in our code of ethics, not a promise on a page.
Full commitment
What we agree on in the proposal is what gets delivered: scope, documents and timeline.
Efficiency
We fix what is exposed first, in the order that reduces risk fastest.
Effectiveness
The measure is whether the company is still compliant a year later, not how thick the report was.
Continuous development
When a law or decree changes, the review is updated with it.
Work regulation approved by the labor office
A ready service inside this scope: we prepare your work regulation in line with Decree 162 and follow it through to approval by the labor office.
Questions
Before you send the request
Which laws and authorities does the review cover?
The employment side of the business: Labor Law 14 of 2025 and its executive decisions, the social insurance law, salary-tax deductions, and the labor office requirements for contracts, regulations, registers and notifications. The brief decides where we go deepest.
Is this a one-time review or an ongoing service?
Both. It starts with a compliance review of where the company stands today. After that, the governance rhythm (a calendar of obligations and periodic checks with a report to management) is optional and agreed in the proposal.
Do you fix the gaps, or only report them?
We fix them. We correct and complete the contracts, files, forms and registers, write the policies and procedures, and follow the work regulation through to its approval by the labor office.
Are you a law firm?
No. We are HR practitioners. We prepare and run the compliant HR side of the business: documents, files, regulations, payroll deductions and government filings. For litigation you need your lawyer, and we prepare the HR documentation the case needs.
Is our information kept confidential?
Yes. Data confidentiality is one of the six points in our code of ethics. Contracts, salaries and employee files stay inside the engagement.
How much does it cost?
It depends on the company size and the scope. We understand the situation first, then send a written proposal before any work starts.
Request this service
Tell us where you think the exposure is
Send the form and we come back to you to arrange a discovery call. You do not need to know every gap. The situation is enough to start.
- We contact you to understand the company and its records.
- We review the areas that apply to you against the current law.
- You receive the findings, the priorities and a written proposal before any work starts.
Phone / WhatsApp / Telegram: +20 103 322 0240 · +20 110 288 0277
Email: operations@careerians.com
Dokki: 3 Mosadak St, Dokki, Giza · New Cairo: Villa 117, South Academy, Z Zone, 5th Settlement
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