Egypt – Employment Terms and Conditions

What are the standard working hours in Egypt, and how is overtime regulated?

Egyptian labour legislation sets the maximum working time for adult employees at 8 hours per day and 48 hours per week, not counting unpaid meal and rest intervals. A number of employers — particularly those operating in professional or office settings — voluntarily adopt a 40-hour, five-day working week while remaining within the legal ceiling.

Internal work regulations or collective agreements may prescribe shorter daily or weekly hours, but they cannot lawfully push working time above the statutory ceiling of 8 hours per day and 48 hours per week. Employees aged 17 or under are subject to a stricter ceiling of 6 hours per day and 36 hours per week.

Every employee is entitled to a minimum one-hour break for rest and meals, which may be spread across the working day provided it begins no later than after five consecutive hours of work. Any work carried out between 10 PM and 6 AM is classified as night work and must attract a higher rate of pay.

Consistent with longstanding practice, daily working hours for Muslim employees are reduced by one hour during Ramadan, bringing the maximum to 7 hours rather than 8. Employers operating in sectors such as healthcare, transport, manufacturing, or hospitality may be subject to tailored scheduling rules that permit longer individual shifts in exchange for equivalent compensatory rest periods.

The new labour law permits overtime only under exceptional circumstances, on condition that workers receive at least 24 hours’ advance notice and that the relevant administrative authority is informed within 7 days. Under all circumstances, total time spent at the workplace must not exceed twelve hours, save for exceptional situations justified by operational necessity or the time needed to complete a task.

Overtime compensation must be no less than the employee’s standard hourly wage plus 35% for each additional hour worked during the day, and 70% for each overtime hour worked at night. Where overtime falls on a scheduled rest day, the worker is entitled to an extra day’s pay and must be granted an alternative rest day within the following week.

Senior managers in Egypt may operate under more flexible arrangements and are sometimes regarded as not strictly bound by the standard daily hour limits, though the broad protections afforded by health and safety law continue to apply. It is always worth confirming whether any ministerial decrees or sector-specific collective agreements are relevant to your particular role or industry.

What employment rights and benefits are workers entitled to in Egypt?

The 2025 Labour Law caps annual leave at 15 days during an employee’s first year. From the second year onward, entitlement rises to 21 days, and increases further to 30 days for those who have completed ten years of service with one or more employers, or who have reached the age of 50. Employees with disabilities are entitled to 45 days of annual leave.

Workers are entitled to up to six months of paid sick leave, financed through the social insurance system. Sick pay is disbursed at 75% of normal salary for the first 90 days and at 85% for the following 90 days. Those suffering from chronic illnesses receive 100% of their salary for an indefinite duration. A medical certificate from a recognised authority is required in every case.

The 2025 law extends paid maternity leave to 120 days — up from the previous 90 days — for a maximum of three childbirths over the course of employment, and the former minimum service requirement has been abolished. Pregnant employees cannot be required to work overtime during pregnancy or for six months following childbirth, and are entitled to two paid 30-minute lactation breaks each day for up to two years after delivery.

Egyptian labour legislation does not currently provide for statutory paternity leave, though proposals for shared parental leave arrangements have been put forward. Female employees at establishments with 50 or more staff may take up to two years of unpaid childcare leave, with the new law permitting this to be taken up to three times during employment. Employees must have completed at least one year of service, and at least two years must elapse between the first and second periods of such leave.

Employees are entitled to take Egypt’s official public holidays, which total a maximum of 13 days per year. Should an employee be required to work on a public holiday, they must receive pay at 200% of their regular rate for the hours worked.

Egypt’s labour law applies across all private sector employers irrespective of their registered legal form, meaning that both resident expats and foreign workers employed by Egyptian businesses are generally entitled to the protections it affords. State agency employees and domestic workers, however, are excluded from the private sector law’s scope.

Notice periods are determined by length of service: employees with fewer than ten years of service must be given two months’ notice, while those with more than ten years are entitled to three months’ notice. Where an employer terminates an employee without the lawful grounds prescribed by the legislation, the employee may claim a minimum of two months’ salary for each year of service as compensation for unfair dismissal.

What are the rules around minimum wage and pay in Egypt?

Egypt’s minimum wage is determined by the National Council for Wages (NCW), which takes the country’s prevailing economic conditions into account. The figure is revised periodically — including in response to inflation — and is expressed as a monthly amount applicable to full-time workers.

With effect from 1 March 2025, the NCW set the minimum wage for private sector employees at EGP 7,000 per month. This brings the public and private sectors under a single unified standard for the first time and marks the sixth upward revision in three years, representing a 100% rise from the EGP 3,500 threshold that applied in early 2024. Readers should consult the Ministry of Manpower website for the most up-to-date figures, as these are reviewed at regular intervals.

Beyond the monthly minimum, the NCW has directed private sector employers to provide an annual periodic pay increase of at least 3% of the employee’s social insurance wage, subject to a minimum increment of EGP 250 per month. A minimum hourly wage for part-time workers has also been established at EGP 28 per hour (net) as of 2025.

Certain sectors — notably agriculture and domestic work — may be subject to different minimum wage arrangements. The legislation does not in general distinguish between Egyptian and foreign workers when applying the minimum wage, so both groups covered by private sector labour law are entitled to at least the statutory floor.

Wages must be paid in Egyptian Pounds (or another mutually agreed currency), preferably on a monthly basis via bank transfer or another agreed payment method. The prevailing payroll cycle in Egypt is monthly, with employees typically receiving their pay no later than the 5th day of the following month.

How does the employment contract system work in Egypt?

Labour Law No. 14 of 2025 recognises three principal contract types: indefinite-term contracts, which serve as the default unless otherwise specified; fixed-term contracts, which must be in written form and which convert to indefinite contracts if work continues beyond their duration without formal renewal; and probationary contracts, which may not exceed three months and during which either party may end the arrangement without notice.

Fixed-term contracts define a set period for the employment relationship — commonly one year — and may be renewed annually up to a maximum total duration of five years. The 2025 law additionally recognises remote work, part-time arrangements, flexible-hours arrangements, and job-sharing as legitimate employment forms, all of which carry the same fundamental rights and obligations as conventional employment.

Contracts of employment must now be drawn up in Arabic, with translations provided where necessary, and prepared in four copies: one each for the employer, the employee, the social insurance authority, and the Labour Office. For expatriates whose primary language is not Arabic, this has significant practical implications — always request a bilingual contract and have the Arabic text verified by a suitably qualified local lawyer prior to signing.

The new law prohibits unfair dismissal and restricts termination to cases where a final judicial decision has been reached, thereby reinforcing employment stability and guarding against arbitrary job loss. A dedicated Labour Court now operates within the jurisdiction of each court of first instance and court of appeal, having been established with effect from 1 October 2025.

The process for establishing an employment contract in Egypt typically involves the following steps:

1. An employer obtains approval from the Ministry of Manpower to engage a foreign national (a work permit is required for most non-Egyptian workers).
2. The employer prepares the employment contract in Arabic — a bilingual version may also be produced for the foreign employee’s reference.
3. Four copies of the contract are executed: one for the employer, one for the employee, one for the relevant social insurance office, and one for the Labour Office.
4. The employer registers the employee with the social insurance authority and commences mandatory social insurance contributions on the employee’s behalf.
5. The employee receives their signed copy of the contract and, where applicable, their work permit, which ties their legal entitlement to work to the specific employer identified in the permit.

How does the workplace pension system work in Egypt?

Since the introduction of the new social insurance law, Egypt’s public pension system now extends coverage to virtually all categories of workers in both the public and private sectors, accounting for over 80% of the employed population. The system is state-administered and contributory, meaning that pension entitlements are built up through mandatory payroll contributions made by both employees and employers throughout the course of their working lives.

Unlike the UK’s auto-enrolment model — which layers workplace savings pots on top of the state pension — or Australia’s superannuation framework, where employer contributions flow into private retirement accounts, Egypt operates a unified state scheme administered by the National Organisation for Social Insurance (NOSI). There is no separately managed employer fund or individual pension pot under the standard arrangement.

The employer contributes 18.75% of the total social insurance salary, while the employee contributes 11%. As of 2025, contributions are calculated on wages falling between EGP 2,300 and EGP 14,500. These payments collectively fund sick pay, maternity benefits, and retirement pensions.

Employers with more than 30 employees are additionally required to contribute to the Emergency Relief Fund, which provides financial support to workers whose employers have shut down operations or ceased to pay staff. For more detailed guidance on how the pension system operates, visit the National Organisation for Social Insurance (NOSI).

What types of pension arrangements are available to expats in Egypt?

Foreign nationals employed in Egypt’s private sector who are registered with the social insurance system generally contribute to the same state pension scheme as Egyptian workers, with deductions applied from wages on an identical basis. Whether an expat will ultimately be eligible to draw a pension from the Egyptian state scheme, however, depends on a number of factors — including their total years of contribution and their country of residence upon reaching retirement age.

Egypt has entered into social security totalisation agreements with certain countries, which may allow contribution periods accumulated in each country to be combined when assessing whether minimum qualifying thresholds are met. Coverage is not universal, however — the existence and specific terms of any bilateral arrangement depend entirely on the treaties currently in force between Egypt and the expat’s country of origin. Expats should verify this directly with the National Organisation for Social Insurance and take advice from a qualified financial adviser before assuming that Egyptian contributions will count towards a pension entitlement abroad.

Expats who depart Egypt before reaching retirement age may, in certain circumstances, be entitled to a refund of their social insurance contributions, or may have those contributions preserved for a future pension claim. The rules governing portability and refunds are intricate and liable to change, so current provisions should be confirmed with NOSI or a specialist adviser. Many internationally mobile professionals choose to supplement or replace state pension savings with private international pension plans held outside Egypt, which tend to offer greater flexibility and ease of transfer between jurisdictions.

For expats employed by multinational organisations, company pension schemes headquartered overseas may continue operating alongside local social insurance obligations. Always confirm with your employer whether dual contributions are permitted under your scheme’s rules, and whether any risk of double contribution arises.

What is the retirement age in Egypt, and how does the pension eligibility system work?

The current retirement age is 60, at which point employees become entitled to full end-of-service benefits and gain protection from dismissal on health grounds. The standard retirement age applies equally to men and women under the general scheme, though specific provisions may differ for workers in certain hazardous occupations.

The statutory retirement age is scheduled to increase progressively to 65, with the phased rise commencing in 2030 and advancing by one year every two years until the 65-year threshold is reached. This is a material consideration for anyone mid-career who is making long-term retirement projections. The latest position should always be checked with the National Organisation for Social Insurance, as legislative developments may alter this timeline.

To qualify for a full state pension, workers must generally have accumulated a minimum period of contributions — a concept similar to the qualifying years required under France’s régime général or Germany’s statutory pension system. In Egypt, the minimum contribution period required to access any pension benefit is typically 10 years, though a full pension ordinarily demands a considerably longer contribution history. Workers who fall short of the required qualifying period may receive a reduced benefit or a lump-sum payment instead of an ongoing pension. Specific thresholds should be confirmed with NOSI, as they are subject to revision.

An end-of-service gratuity is also payable upon retirement or qualifying termination, and is entirely separate from the ongoing state pension. This is worth factoring into broader retirement planning — particularly for expats who may not accumulate sufficient contribution years to qualify for a regular pension payment.

What taxes and social contributions are deducted from wages in Egypt?

Egyptian tax residents are liable to pay tax on their worldwide income, whereas non-residents are taxed only on income derived from within Egypt. Income tax is collected at source by employers through a Pay As You Earn (PAYE)-style mechanism and is applied on a progressive basis. As of 2025, the applicable income tax bands for individuals are as follows:

The rates above are those cited by CXC Global for 2025. Always confirm current rates and thresholds with the Egyptian Tax Authority, as these are subject to amendment. Expats who qualify as tax resident in Egypt — generally by spending more than 183 days per year in the country — should take specialist advice on any double taxation treaty between Egypt and their home country to avoid being taxed twice on the same income.

In addition to income tax, both employers and employees are obligated to pay social insurance contributions. Employers are required to deduct the employee’s share from wages and remit the combined amount to the relevant authorities. The employer’s contribution is 18.75% of the total social insurance salary, and the employee’s contribution is 11%.

Employees should note that social insurance payroll deductions amount to 11% of their insurable wage. Unlike in some jurisdictions, Egyptian law does not require payment of a 13th-month salary. For authoritative guidance on tax obligations affecting foreign workers, consult the Egyptian Tax Authority.

What are the rules around trade unions and collective bargaining in Egypt?

Trade union activity in Egypt operates under the umbrella of the Egyptian Trade Union Federation (ETUF), the country’s principal national federation. Union membership is most prevalent in large industrial sectors such as manufacturing, transport, and construction, as well as across public sector employment. Private sector and multinational workplaces tend to have considerably lower rates of union participation, and many expats employed in professional, managerial, or knowledge-economy roles will have limited day-to-day engagement with trade union structures.

With respect to collective employment arrangements, the 2025 Labour Law provides for the creation of a Mediation and Arbitration Centre within the Ministry of Manpower. Either party to a dispute that cannot be resolved through mediation within 21 days may refer the matter to this Centre. This establishes a formal channel for resolving workplace disputes that operates independently of the standard court system.

Where collective bargaining agreements exist, they may build upon the statutory minimums set by law — for instance by providing for higher pay, additional leave entitlements, or more generous redundancy terms. Individual employment contracts cannot fall below these statutory floors, even where a collective agreement does not address a particular matter. Foreign nationals are not expressly barred from joining trade unions in Egypt, though in practice participation among expat workers is uncommon. If union membership is relevant to your sector, clarify the position directly with your employer or the applicable union.

Are there any particular employment protections or challenges that expats should be aware of in Egypt?

Egypt’s labour law broadly covers both Egyptian nationals and foreign workers employed in the private sector, with the exception of state agency employees and domestic workers. This means that most expats working within the formal private sector enjoy the same core legal protections as their Egyptian counterparts — including entitlements to the minimum wage, annual leave, sick leave, and statutory notice periods.

The law requires all employment contracts — whether for Egyptian or international employees — to be drawn up in Arabic. For expats who are not Arabic speakers, this presents a practical challenge: always request a bilingual copy of your contract and arrange for the Arabic version to be independently verified before you sign. In the event of any legal dispute, the Arabic text will be treated as the authoritative version.

Work permits represent a significant practical concern for foreign nationals. Most expats are required to hold a work permit issued by the Ministry of Manpower, which is ordinarily tied to a particular employer. Changing jobs therefore requires the permit to be transferred or reissued, and if your employment comes to an end without a transfer being arranged, your right to work in Egypt may also lapse. The status of your visa and work permit should be actively monitored throughout your employment.

The recognition of overseas professional qualifications is assessed case by case and varies considerably by sector. Regulated professions — including medicine, engineering, and law — generally require formal recognition from the relevant Egyptian professional body before practice can begin. Expats working in these fields should confirm the applicable recognition requirements before accepting any role.

Egypt’s recent legislative reforms have introduced meaningful improvements in worker rights and workplace conditions, encompassing stronger frameworks for remote work, enhanced protection against arbitrary dismissal, and greater clarity around wages and entitlements. Notwithstanding these improvements, enforcement can be inconsistent — particularly in smaller or informal businesses. Keeping thorough records of your employment terms, payslips, and all relevant correspondence is strongly advisable. The Ministry of Manpower operates labour inspectorates that workers may contact to report suspected violations.

Frequently asked questions about employment in Egypt for expats

Are foreign qualifications automatically recognised for work in Egypt?

No. Overseas qualifications are assessed on a profession-by-profession basis. Regulated fields such as medicine, law, and engineering typically require formal accreditation from the relevant Egyptian professional body before practice is permitted. Less regulated roles tend to offer more flexibility, although your employer may still ask for certified translations of degree certificates and other credentials. Begin the recognition process well ahead of your intended start date, as it can be time-consuming.

Can I access my Egyptian social insurance contributions if I leave the country before retirement age?

Depending on the social security agreements in place between Egypt and your country of origin or residence, it may be possible to claim a refund of contributions or to have them preserved for a future pension claim. Egypt has bilateral social security arrangements with a number of countries that may permit contribution periods to be acknowledged or transferred. Contact the National Organisation for Social Insurance (NOSI) and take advice from a qualified financial adviser before departing, as the applicable rules are intricate and subject to change.

What happens to my employment rights if my visa or work permit status changes during my contract?

Your work permit is ordinarily linked to a specific employer in Egypt. Should your visa or work permit status change — for example, because you move to a different employer, your permit expires, or your residency category is altered — your legal entitlement to work may be affected. In such situations, your employer is generally responsible for facilitating any necessary permit transfer. If your employment ends and a transfer is not arranged, seek legal advice promptly to avoid inadvertently working without authorisation. The Ministry of Manpower can provide guidance on permit status.

Is my employment contract valid if it is only in Arabic and I do not read Arabic?

Egyptian labour law requires all employment contracts to be drafted in Arabic. While a bilingual version is not a statutory requirement, many employers supply one as a practical courtesy. Regardless, the Arabic text constitutes the legally binding version of the agreement. Always arrange for an independent translation and legal review before signing — ideally by a lawyer with expertise in Egyptian labour law.

Are there any sectors where expats are particularly common, and do those sectors have special rules?

Expats in Egypt tend to be concentrated in oil and gas, tourism and hospitality, international development and NGOs, financial services, technology, and education. Some of these sectors operate under industry-specific norms that exceed the statutory minimums. Employers in healthcare, transport, manufacturing, or hospitality may be subject to tailored scheduling rules permitting longer individual shifts in exchange for equivalent compensatory rest. Check whether any ministerial decrees or sector-level collective agreements are applicable to your industry.

Does the 2025 Labour Law affect expats differently from Egyptian nationals?

The 2025 law covers virtually all aspects of the employment relationship — including minimum wage protections, hiring processes, dispute resolution mechanisms, and safeguards for foreign employees. In principle, the law applies on equal terms to both foreign and Egyptian workers in the private sector. In practice, however, expats may encounter additional layers of complexity — Arabic-language contract requirements, work permit dependencies, and questions around social insurance portability — that make it particularly important to obtain specialist local advice when taking up employment in Egypt.

Can I work for more than one employer in Egypt as an expat?

Under the 2025 Labour Law, where the parties agree to a non-traditional arrangement such as remote or flexible work, an employee may work for more than one employer provided they do not disclose confidential business information. In standard employment situations, however, work permits are typically issued for a single named employer. Taking on work with a second employer without proper authorisation may breach both your work permit conditions and the terms of your primary contract. Always seek legal advice before accepting any secondary employment.

Where can I find official guidance on employment rights and tax obligations as a foreign worker in Egypt?

The primary official sources for employment-related matters are: the Ministry of Manpower (covering labour law, work permits, and inspections), the National Organisation for Social Insurance (covering pension and social security contributions), and the Egyptian Tax Authority (covering income tax obligations). For tailored advice, engage a lawyer registered with the Egyptian Bar Association and, for financial planning purposes, an independent financial adviser with knowledge of both Egyptian and international pension arrangements.