LEGAL CONSULTANCY & ADVOCACY
Egypt’s Labour Law No. 14 of 2025 reorganises important aspects of the relationship between employers and workers. Recruitment operates within this framework, including the rules governing employment agencies, contracts, worker protection and modern working arrangements.
Recruitment and contractual relationships
Reviewing a recruitment activity requires identifying the service, the parties involved and the applicable licensing and regulatory requirements. It is important to distinguish a recruitment intermediary’s role from the legal relationship between the worker and employer and to review the agreements defining each party’s obligations.
Termination and worker protection
The law provides safeguards and procedures relating to employment termination and disciplinary dismissal. An administrative form alone does not determine whether termination is lawful. The grounds, the procedure followed and the resulting rights must be examined in the individual case.
Employment contracts
The contract should clearly reflect the relationship and its obligations. Its duration, terms and associated rights need review against the applicable rules. Updating an existing contract requires an understanding of the business, the nature of the work and the agreed obligations.
Women’s employment rights
The law regulates women’s employment rights, including four months of maternity leave and protections relating to pregnancy, working hours and termination in legally protected circumstances. The statutory text sets out the conditions and scope of each entitlement.
Working time and conditions
The law addresses working hours, rest periods, safe and healthy working conditions and occupational safety. Reviewing a working-time arrangement requires consideration of the rules and exceptions applicable to the activity.
Modern working arrangements
The law addresses modern arrangements, including remote, part-time, flexible and digital-platform work. The actual relationship and its terms need to be identified rather than relying only on the label used by the parties.
Pay and legal consequences
The legal framework includes obligations concerning pay and financial entitlements and consequences for breaches. The rules and effects depend on the obligation and the breach, so the relevant provisions need review before action is taken.
