An employer should classify an employment decision before issuing it. A disciplinary warning, suspension, disciplinary dismissal and termination on another legal ground do not follow one interchangeable procedure. Under Labour Law 14 of 2025, disciplinary dismissal falls within the Labour Court’s competence; that rule does not mean that every form of employment termination requires the same route.
Start with the establishment’s regulations
Article 137 requires establishments employing ten or more workers to prepare the prescribed work and disciplinary regulations within the statutory period. The filing, consultation and response procedures should be recorded. Management should be able to identify the version in force, the sanctions it contains and how it was communicated to workers.
A missing or defective procedure creates risk, but its effect should be assessed against the specific decision. It is too broad to say that an employer has no disciplinary powers at all unless every filing is complete.
Separate investigation from the decision
The disciplinary framework requires allegations and the employee’s response to be handled through the prescribed process. Investigation and sanction deadlines should be calculated from the relevant statutory events, with any permitted extension documented. A generic calendar date entered when HR first hears a complaint may use the wrong trigger.
Record the allegation, supporting material, notification, defence, investigation outcome and reasons for the proposed sanction. Check that the decision-maker has the necessary authority. Article 148 limits the establishment manager’s authority in that capacity; the analysis should distinguish that role from the employer or an appropriately authorised delegate.
Do not use notice pay to bypass dismissal rules
Where disciplinary dismissal is sought, assess the alleged serious fault and the court procedure. Suspension pending a decision is a separate measure with its own limits and pay rules. It should not be used as an indefinite substitute for a lawful outcome.
Other termination routes require separate analysis of the contract and legal ground. Article 165’s compensation rule concerns unjustified termination of an indefinite-term contract; it is not a universal formula for every fixed-term contract or disciplinary case. Notice obligations and other accrued entitlements also require assessment.
Before a manager communicates a final decision, HR and legal should confirm the classification, authority, evidence and applicable deadlines. Contact Consortio Law Firm for a review of your disciplinary procedures or a proposed employment decision.
Legal basis: Labour Law 14 of 2025, Articles 137–148 and 165.
Related resource: English translation of Egyptian Labour Law No. 14 of 2025.
