ARAB REPUBLIC OF EGYPT

LAW NO. 14 OF 2025

Issued on 03/05/2025 — Published on 03/05/2025 in the Official Gazette, Issue No. 18 (Supplement)

Regarding the Promulgation of the Labor Law

Abdel Fattah El-Sisi — President of the Republic

PREAMBLE

In the name of the People

The President of the Republic

The House of Representatives has adopted the following law, and we hereby promulgate it:

PROMULGATION ARTICLES

Article 1 (Promulgation)

The provisions of this Law and the accompanying Law on Labor shall enter into force. Their provisions shall also apply — where no specific provision exists in individual employment contracts or collective labor agreements — to foreign workers inside the Arab Republic of Egypt.

Except where special provisions apply, this Law and the accompanying Law shall not apply to:

1. Employees of State agencies, including local administration units and public authorities.
2. Domestic workers and those in equivalent positions.

Article 2 (Promulgation)

The Training and Rehabilitation Financing Fund established pursuant to Labor Law No. 12 of 2003 shall continue to operate, retaining its public legal personality. It shall report to the Minister responsible for labor affairs and shall exercise its jurisdiction as organized by the accompanying Law.

All pending lawsuits and actions before courts at all levels that were filed prior to the entry into force of this Law, whose subject matter is the collection of the 1% levy in favor of the Fund from establishments subject to the accompanying Law, shall be extinguished and the collection of any unpaid portion of this levy shall be barred — unless the establishment chooses to continue the lawsuit by submitting a request to the court within six months of this Law taking effect.

In no case shall the extinguishment of such lawsuits entitle establishments that have already paid the levy to seek reimbursement.

Article 3 (Promulgation)

The Social, Health, and Cultural Services Fund established pursuant to the aforementioned Labor Law shall continue, reporting to the Minister responsible for labor affairs and exercising its functions as organized by law.

The National Wages Council shall likewise continue and shall be formed and exercise its jurisdiction as stipulated in the accompanying Law.

Article 4 (Promulgation)

The provisions of this Law and the accompanying Law shall not prejudice the rights previously acquired by workers in respect of wages and benefits derived from the provisions of laws, regulations, systems, agreements, and internal decisions preceding the entry into force of this Law.

Provisions contained in legislation specific to certain categories of workers shall remain in force until collective agreements thereon are concluded and take effect pursuant to the accompanying Law. The benefits contained in such legislation shall constitute the minimum basis for negotiation.

Article 5 (Promulgation)

The provisions of this Law and the accompanying Law shall not prejudice the provisions of the Law Facilitating Procedures for Granting Industrial Establishment Licenses, promulgated by Law No. 15 of 2017.

Article 6 (Promulgation)

Employers may employ workers without being bound by the requirement to obtain a license to practice the occupation or trade referred to in Article (27) of the accompanying Law, provided they regularize their situation within a period not exceeding three years from the date on which the implementing decisions governing the rules and procedures for obtaining such license are issued.

By way of exception, the Prime Minister may, upon the proposal of the Minister responsible for labor affairs, extend the regularization period for one or more additional periods, not exceeding three years in total.

In all cases, workers who have been employed by an employer for more than one year prior to the issuance of the accompanying Law are exempt from obtaining such a license.

The entities covered by Articles (22) and (41) of the accompanying Law are likewise required to regularize their situation in accordance with its provisions within a period not exceeding one year from the date of its entry into force. The Prime Minister may extend this period for one or more additional periods not exceeding two years in total, upon the proposal of the Minister responsible for labor affairs.

Article 7 (Promulgation)

All cash and in-kind assets, rights, obligations, and resources of the social and healthcare accounts for irregular labor established by the Ministry of Labor and its provincial directorates shall be transferred to the Emergency Aid and Social and Health Services Fund for Irregular Labor established pursuant to the accompanying Law.

Article 8 (Promulgation)

Establishments subject to this Law and the accompanying Law shall submit to the Ministry responsible for labor affairs, within thirty days of the Law taking effect, detailed data on the number of workers by educational qualification, occupation, age group, nationality, gender, and wages.

Article 9 (Promulgation)

Subject to Article 13 of this Law, courts shall, on their own initiative, refer all pending disputes and actions that have, by virtue of the accompanying Law, become within the jurisdiction of the specialized labor courts, in their current state and free of charge. If a party is absent, the clerk shall notify them of the referral order and summon them to appear before the receiving court.

The provisions of the preceding paragraph shall not apply to actions already decided or reserved for judgment prior to the entry into force of this Law; those courts shall continue to hear such actions, and judgments issued therein shall remain subject to the rules governing appeals in force at the time of their issuance.

Article 10 (Promulgation)

The Court of Cassation and the Courts of Appeal shall continue to hear appeals against judgments in the disputes referred to in Article 9 of this Law, filed before the date of entry into force of the specialized labor courts system pursuant to Article 13 of this Law.

Article 11 (Promulgation)

The Minister responsible for labor affairs shall issue the implementing decisions for this Law and the accompanying Law within no more than ninety days of the date of entry into force. Until such decisions are issued, current decisions shall remain in force insofar as they do not conflict with this Law and the accompanying Law.

The Minister of Justice shall likewise issue the decisions necessary to implement the provisions of the accompanying Law with respect to the specialized labor courts.

Article 12 (Promulgation)

Law No. 12 of 2003 promulgating the Labor Law, and Law No. 125 of 2010 on the priority ranking of workers’ rights are hereby repealed. Any provision contrary to this Law and the accompanying Law is likewise repealed.

Article 13 (Promulgation)

This Law shall be published in the Official Gazette and shall take effect from the first day of the month following the expiry of ninety days from the date of its publication. With respect to the specialized labor courts, it shall take effect as of the first of October following the entry into force of the accompanying Law.

BOOK ONE: DEFINITIONS AND GENERAL PROVISIONS

Chapter One: Definitions

Article 1: For the purposes of applying the provisions of this Law, the following words and expressions shall have the meanings set forth next to each:

1. Worker: Any natural person who works for remuneration for an employer under that employer’s management or supervision.
2. Apprentice: Any person who joins an employer for the purpose of learning a trade, craft, or profession in exchange for remuneration.
3. Employer: Any natural or legal person who employs one or more workers for remuneration.
4. Wage: Everything a worker receives in return for work, in cash or in kind, including:

Basic Wage: The wage specified in the employment contract and any increases thereto.

Variable Wage: The remaining wage components received by the worker, in particular:

(a) Commission or percentage: A sum paid to the worker in return for output produced, sold, or collected throughout the period of performing the work for which such percentage applies.

(b) Allowances: A monetary sum or percentage of the basic wage granted to the worker to meet economic, social, or technical circumstances, provided it has not been incorporated into the basic wage.

(c) Grants: Additional amounts given to the worker above the wage, when established in individual or collective employment contracts, the establishment’s basic regulations, or by custom.

(d) Bonus: Any cash or in-kind payment made to the worker in recognition of excellence, distinction, or efficiency in performing assigned work.

(e) Allowances: Amounts given to the worker for specific circumstances or hazards encountered in performing the work.

(f) Worker’s share in profits: Amounts paid to the worker from net profits realized in accordance with applicable laws.

(g) Gratuity (Wahba): Consideration received by the worker from a party other than the employer, when it is customary to pay it and there are rules permitting its determination in accordance with the establishment’s regulations or prevailing custom.

(h) Service charge: A cash consideration that clients in tourist, hotel, and other establishments may pay, distributed to employees pursuant to a decision by the competent minister in agreement with the relevant ministers, the relevant trade union organization, and employers’ organizations.

(i) In-kind benefits: Non-cash benefits that the employer is obligated to provide that are not required by the nature of the work.

5. Insurance Wage: The subscription wage stated in the Social Insurance and Pensions Law promulgated by Law No. 148 of 2019.
6. Temporary Work: Work that, by its nature, falls within the employer’s activity and whose completion requires a specific duration, or that relates to a specific task and ends upon its completion.
7. Casual Work: Work that, by its nature, does not fall within the employer’s activity and whose completion does not exceed six months.
8. Seasonal Work: Work performed during recognized recurring seasons.
9. Irregular Worker: Any person who performs non-permanent work for remuneration of any kind, or who works in an occupation or trade not regulated by a special law, such as street vendors, newspaper distributors, and the like.
10. Informal Sector Worker: Any person who performs work inside or outside an establishment in an informal or undisclosed manner.
11. Forced Labor (Conscription): Any work or service imposed on any person under the threat of punishment or harm, which the person did not voluntarily agree to perform.
12. Night: The period between sunset and sunrise.
13. Vocational Guidance: Assisting an individual in choosing the most suitable occupation or career path based on their abilities, aptitude, and interests in light of ongoing studies of the labor market and required occupations and their prerequisites.
14. Training: A process enabling an individual to acquire and develop the knowledge, technical skills, and professional behaviors necessary to prepare them for suitable work.
15. Industrial Apprenticeship: A form of learning or skills development inside or outside work that enables an individual to acquire the skills, knowledge, and competencies needed to work in an occupation, trade, or craft through organized training in exchange for remuneration.
16. Sectoral Skills Councils: Sectoral entities that promote cooperation between the government and the private sector to ensure that the technical and vocational education and training system meets the skilled labor needs of the economic sector.
17. Private Employment Agencies: Specialized companies in selecting workers or employing them for third parties under the conditions required by this Law.
18. Authorized Agents: Any person deputized or authorized by the employer to manage the establishment, or holders of principal senior positions who exercise some or all of the employer’s authority.
19. Collective Bargaining: The dialogue conducted between one employer or one or more employers’ organizations on one hand, and one or more workers’ trade union organizations on the other, for the purpose of reaching an agreement that serves the interests of both parties.
20. Collective Dispute: Any dispute arising between one employer or a group of employers or their organizations, and all or a group of the establishment’s workers or their trade union organizations, concerning terms, conditions of work, or employment.
21. Social Partners: The parties to the production process (government, employers’ organizations, and workers’ trade union organizations).
22. Workers’ Delegate (Labor Commissioner): A worker at the establishment whom the workers agree by formal instrument to authorize to represent them before the employer in the absence of a workers’ trade union organization.
23. Collective Labor Agreement: A written agreement organizing the terms, conditions, and employment arrangements of work, concluded between one or more workers’ trade union organizations and one employer, a group of employers, or one or more employers’ organizations.
24. Conciliation: A method resorted to by one party to a collective labor dispute, requesting the intervention of the competent administrative authority after collective bargaining between the parties has failed.
25. Mediation: A friendly method of resolving collective labor disputes, whereby the two parties to the dispute agree to entrust the task of proposing a settlement to a neutral third party called the “Dispute Mediator,” jointly selected from the prepared list.
26. Arbitration: An agreed method for ending an existing collective dispute after friendly settlement methods have failed; carried out by one or more arbitrators selected from the prepared list.
27. Arbitration Clause: A written agreement between the parties to an employment relationship to settle any dispute arising from that relationship through arbitration.
28. Arbitration Submission Agreement: A written agreement between the parties to an employment relationship made after a dispute has arisen.
29. Strike: An agreement by all workers or a group of them to stop performing their work at the workplace in order to press for what they consider to serve their occupational, economic, and social interests, after friendly settlement has proved impossible, within the limits of the procedures and rules prescribed by law.
30. Work Injury and Occupational Diseases: The definitions contained in the Social Insurance and Pensions Law promulgated by Law No. 148 of 2019.
31. Harassment: Any act or behavior at or in connection with the workplace constituting exposure of another person to sexual or obscene acts, suggestions, or insinuations, whether by gesture, word, deed, or any means, including wired, wireless, or electronic communications or any other technological means.
32. Bullying: Any act or behavior at or in connection with the workplace — whether by word, display of power or dominance over another, exploitation of the other’s weakness, or based on a characteristic the perpetrator believes is injurious to the other, such as gender, race, religion, physical appearance, health or mental status, or social level — intended to intimidate, mock, demean, or socially exclude, by any means including wired, wireless, or electronic communications or any other technological means.
33. Establishment: Any enterprise or facility owned or managed by a person governed by private law, regardless of type or affiliation, subject to Article (243) of this Law.
34. Workplace: The place where the worker performs the assigned work or is likely to be present by reason thereof.
35. Occupation or Trade: Any work whose performance requires special skill or specific expertise and whose practice is not regulated by a special law.
36. Competent Minister: The Minister responsible for labor affairs.
37. Competent Ministry: The Ministry responsible for labor affairs.
38. Competent Administrative Authority: The Ministry responsible for labor affairs, its provincial directorates, and the departments subordinate to it throughout the Republic.

Article 2: For the purposes of this Law, a year shall be 365 days and a month shall be thirty days, unless otherwise agreed.

Chapter Two: General Provisions

Article 3: This Law shall be the general law governing employment relationships.

Article 4: It is prohibited to employ a worker under coercion or duress. Harassment, bullying, or any verbal, physical, or psychological violence against a worker is likewise prohibited. The work regulations and penalties regulation of the establishment shall specify the disciplinary penalties applicable thereto.

Article 5: Any act, conduct, or procedure having the effect of creating discrimination or distinction between persons in training, job advertising or filling, or employment terms, conditions, rights, and obligations arising from an employment contract, on the grounds of religion, creed, gender, origin, race, color, language, disability, social status, political or trade union affiliation, geographic affiliation, or any other reason that infringes the principle of equality and equal opportunity, is prohibited.

The following shall not be considered prohibited discrimination: any privilege, preferential treatment, benefit, or protection established by the provisions of this Law and its implementing decisions and regulations for women, children, or persons with disabilities and dwarfs, where such is established to the extent necessary to achieve the purpose for which it was established. The competent ministry shall work to develop policies and plans to integrate them into the labor market and provide the necessary protection for them in the work environment, in coordination with the ministry responsible for social solidarity and the relevant specialized national councils.

Article 6: Any condition or agreement contrary to the provisions of this Law shall be null and void, even if it preceded its entry into force, if it involves a reduction of the worker’s rights established thereunder, or a release from the worker’s rights arising from the employment contract during the period of its validity or within three months of its termination.

Any advantages or conditions that are more favorable — whether established or to be established in individual or collective employment contracts, basic regulations, or other establishment regulations or by custom — shall continue to apply.

This shall likewise apply in the event of a change in the legal form of the establishment or the transfer of its ownership.

Article 7: Actions arising from disputes relating to the provisions of this Law, filed by workers, apprentices, industrial apprenticeship workers, or their beneficiaries, shall be exempt from court fees and expenses at all stages of litigation. The court may in all cases order immediate enforcement without bail, and may, if the action is dismissed, order the plaintiff to pay all or part of the costs.

The categories referred to in the first paragraph are also exempt from stamp duty on all certificates and copies issued to them and on complaints and applications filed by them in implementation of this Law.

Subject to Article (185) of this Law, those categories are not required to have a lawyer sign the initiating petition, the substantive claims petition, or applications for orders.

Article 8: Amounts due to the worker or beneficiaries arising from an employment relationship shall enjoy a lien over all movable and immovable property of the debtor. Such amounts shall be collected before court costs, amounts due to the public treasury, preservation and restoration costs, and any other priority ranking established or to be established under any other law.

Social insurance contributions shall be considered part of workers’ rights, collected and paid to the competent authority.

Article 9: The dissolution, liquidation, closure, or bankruptcy of an establishment shall not prevent the performance of all obligations arising under this Law. The decision or judgment ordering any of the foregoing shall set a deadline for fulfilling workers’ rights. The competent administrative authority shall follow up on the fulfillment of such rights and may represent the interested parties in taking the necessary steps within the specified period. The competent minister shall issue a decision setting the controls, procedures, and deadlines for fulfilling workers’ rights.

Article 10: If there are multiple employers, they shall be jointly and severally liable for fulfilling all obligations arising from this Law, the approved establishment regulations, and collective labor agreements. The authorized agent or the person to whom the employer has assigned all or part of the assigned work shall be jointly and severally liable with the employer for fulfilling all obligations imposed by this Law.

Article 11: The merger, division, or transfer of an establishment by inheritance, bequest, gift, sale (even by public auction), assignment, lease, or any other disposition shall not result in the termination of the employment contracts of the establishment’s workers. The successor shall be jointly and severally liable with the previous employers for the performance of all obligations arising from such contracts.

Article 12: Workers subject to this Law shall be entitled to an annual periodic increment on the due date of no less than 3% of the insurance wage. The increment shall be due upon the expiry of one year from the date of appointment or from the date the previous periodic increment was due. If the establishment faces economic circumstances making it impossible to pay the periodic increment, the matter shall be referred to the National Wages Council for a ruling on reducing or waiving it within thirty days of referral.

Article 13: The competent minister shall issue a decision specifying the jurisdiction of the competent administrative authority in applying the provisions of this Law.

Article 14: One-third of the amounts adjudicated for violations of this Law shall be allocated to the competent ministry for expenditure on social, health, and cultural services, and to develop vocational training methods for the most deserving categories of workers subject to this Law, particularly irregular labor. The distribution and expenditure headings shall be determined by a decision of the competent minister; the remaining proceeds shall be paid to the State public treasury.

Article 15: The collection of fees and service charges stipulated in this Law shall be governed by the provisions of the Law Organizing the Use of Non-Cash Payment Means, promulgated by Law No. 18 of 2019.

BOOK TWO: TRAINING, EMPLOYMENT, AND EMPLOYMENT OF IRREGULAR LABOR

Chapter One: Training

Article 16: The provisions of this Chapter apply to all training centers subject to this Law and to the following categories:

1. Persons wishing to receive training.
2. Persons with disabilities and dwarfs, and priority categories.
3. Apprentices.
4. Persons wishing to pursue advanced or continuing qualification.
5. Industrial apprenticeship workers.

Article 17: The competent administrative authority shall provide vocational guidance to those wishing to train to assist them in choosing the occupations they wish to train for, in accordance with their abilities.

It shall also, in coordination with the relevant ministries and authorities and in consultation with representatives of the most representative employers’ and workers’ organizations, prepare the National Occupational Classification of occupations, trades, and jobs in the labor market, determine their requirements and descriptions, and the skills and competencies required, and work to update them in accordance with international quality standards and consistent with modern technological changes and climate change. The competent minister shall issue a decision on the rules and procedures governing this, and the beneficiary entities and categories.

Article 18: A council called the “Higher Council for Human Resources Skills Development” shall be established, with its headquarters in Cairo, chaired by the competent minister. Its membership shall include representatives of the ministries of health, planning and economic development and international cooperation, education and technical education, higher education and scientific research, industry, investment and foreign trade, communications and information technology, social solidarity, public business sector, local development, housing utilities and urban communities, and tourism and antiquities, nominated by the relevant ministers; the head of the Central Agency for Organization and Administration or their delegate; the head of the National Council for Persons with Disabilities or their delegate; seven members representing the most representative employers’ organizations by membership, nominated by their organizations; seven members representing the workers’ trade union organizations, nominated by the most representative workers’ organizations, ensuring representation of all levels of workers’ trade union organizations unless impracticable.

The Council may seek the assistance of experts and specialists it deems necessary, without giving them a vote in deliberations.

The Council shall formulate general policies for human resources skills development, training and qualification policies, and policies for training and qualifying persons with disabilities, dwarfs, and priority categories, in accordance with the State’s general policy. It shall also develop plans to link education and training to current and future labor market needs and the skills required.

A decision on the formation, additional terms of reference, working procedures, and executive secretariat of the Council shall be issued by the Prime Minister within six months of this Law taking effect; the Council shall meet at least once every three months.

Article 19: The Council may form, within any province or geographic area, an executive council for human resources skills development. The composition of the executive council shall be determined by the Council’s decision, ensuring equal representation of employers’ and workers’ organizations, as well as representatives of the relevant ministries and authorities. It shall follow up on the implementation of plans, decisions, and recommendations issued by the Higher Council and coordinate with local authorities responsible for developing human resources skills.

Article 20: The Training and Rehabilitation Financing Fund shall operate at the national level in accordance with labor market needs and in line with the needs of sectoral employers’ organizations established by law. It is competent to provide the following services:

1. Financing human resources skills development and vocational and technical training through establishing and developing training centers, preparing and implementing training programs, and skills and competencies guides.
2. Financing development projects targeting human resources skills development and linking education and training outputs to current and future labor market needs, and coordinating with sectoral skills councils.
3. Setting conditions and implementing rules to control financing operations.
4. Monitoring and evaluating the implementation of all works funded by it.

The Prime Minister shall issue a decision on the Board of Directors, chaired by the competent minister with equal membership of workers’ trade union organizations and employers’ organizations representatives, as well as representatives of the relevant ministries and authorities; and shall determine additional terms of reference, working procedures, financial treatment of the chair and members (from its own resources), provincial branches, basic statute, resource collection system, and accounting system to be followed. The Fund’s Board of Directors may use private law means to achieve its objectives and exercise its jurisdiction.

Article 21: The resources of the Fund referred to in Article 20 shall consist of:

1. 0.25% (one quarter of one percent) of the minimum insurance wage at establishments in the public sector, public business sector, and private sector with thirty or more workers, at a minimum of ten pounds and a maximum of thirty pounds per worker per year, borne and paid annually by the establishment in exchange for the services referred to in Article (20). The competent minister shall issue a decision setting the rules and conditions for full exemption from this percentage where the establishments train their workers according to their needs or approved regulations.
2. Subsidies, donations, and gifts accepted by the Fund’s Board of Directors in accordance with the rules set by the basic statute.
3. Return on investment of the Fund’s assets.

The Fund shall have a dedicated account at one of the commercial banks accredited by the Central Bank. The Fund shall annually prepare financial statements and its assets shall be subject to oversight by the Central Audit Organization; surplus assets shall be carried over from one year to the next.

Article 22: No entity may conduct training operations unless it is in the form of a joint-stock company, a company limited by shares, a limited liability company, or a sole person company.

The following are exempt:

1. Employers’ organizations, workers’ trade union organizations, and civil associations and foundations established in accordance with the relevant law, which conduct training operations.
2. Training entities established by the State’s administrative apparatus, public authorities, and local administration units to train their employees and related entities’ employees.
3. Establishments that train their own workers.
4. Entities conducting rehabilitation and training operations for persons with disabilities, dwarfs, and priority categories.

Article 23: Conducting training operations requires obtaining a license from the competent ministry, except for the entities in items (2) and (3) of Article (22). The competent minister shall issue a decision on the conditions and procedures for granting, duration, renewal, and cancellation of such license, and its fees (not exceeding one hundred thousand pounds) and exemption cases. The decision shall also set the rules and procedures for establishing and accrediting training centers subject to this Law. The competent ministry shall maintain a paper or electronic register of licensed training entities, and shall notify the Higher Council for Human Resources and Skills Development of entries therein.

Article 24: The entities referred to in Article (22) (other than items 2 and 3) shall notify the competent ministry of the training programs they offer for accreditation, including: admission requirements, adequacy of training operations in terms of subjects, fields, and allocated hours, trainer qualifications and specializations, and the skill level attained by the trainee upon completing the program. The competent minister shall issue a decision on notification and accreditation procedures and timelines, after coordination with the Egyptian Authority for Quality Assurance and Accreditation in Technical and Vocational Education and Training (ETQAN), established by Law No. 160 of 2022.

Article 25: Trainers conducting training work shall be licensed to do so by the competent ministry, upon their request or that of an entity referred to in Article 22. The competent minister shall issue a decision on the conditions, rules, and procedures for granting, and the applicable fees (not exceeding five thousand pounds), and cases of suspension or cancellation, except for trainers affiliated with entities in items (2) and (3) of Article (22) whose training activities are limited to within those entities. The competent ministry shall maintain a paper or electronic register of licensed trainers, annotated upon suspension or cancellation of a license.

Article 26: The training entity shall issue the trainee a certificate confirming completion of the training program and the level attained. The competent minister shall issue a decision on the other data to be entered in this certificate, the rules for its accreditation by the competent administrative authority, and the fee (not exceeding five hundred pounds).

Article 27: Any person wishing to practice an occupation or trade defined by a decision of the competent minister shall apply to the competent administrative authority for a license to do so. The decision shall set the conditions, rules, and procedures for granting the license, the applicable fees (not exceeding five hundred pounds), and exemption cases. No worker may be employed unless holding this license. Applicants shall attach a certificate attesting to their skill level. The competent minister, in consultation with the relevant workers’ and employers’ organizations, shall issue a decision specifying all required data, skill assessment provisions, responsible authorities, procedures, application requirements, locations, and skill grades as assessed by test results, and the applicable fee (not exceeding five hundred pounds) and exemption cases. Graduates of intermediate, above-intermediate, and higher technical schools and institutes and universities working in their field of specialization are exempt from this certificate requirement.

Article 28: An apprentice must be at least fourteen years old. The competent minister shall issue a decision on the rules and procedures governing professional apprenticeship with employers.

Article 29: The apprenticeship agreement must be in writing, specifying in particular the duration of learning the occupation, trade, or craft; its successive stages; and the remuneration the apprentice receives at each stage progressively, which shall not be less in the final stage than the minimum wage set for the workers’ category in the occupation, trade, or craft.

Article 30: The employer may terminate the apprenticeship agreement if the apprentice proves unsuitable or insufficiently inclined to properly learn the occupation, trade, or craft. The apprentice may also terminate the agreement. Whichever party wishes to terminate must give the other at least three days’ notice.

Article 31: Without prejudice to Chapter Four of Chapter Two of this Book, the provisions on leaves, working hours, and rest periods stipulated in this Law shall apply to apprentices.

Chapter Two: Employment

Section One: Employment Policies

Article 32: A council called the “Higher Council for Labor Force Planning and Employment in the Interior and Abroad” shall be established, chaired by the competent minister, comprising representatives of the relevant ministries and authorities and equal numbers of representatives of the most representative relevant employers’ and workers’ organizations nominated by their organizations, ensuring representation of all levels of workers’ trade union organizations unless impracticable.

The Council shall formulate the general policy for employing labor domestically and abroad and establish the necessary systems, rules, and procedures based on domestic and foreign labor market needs and readiness for future jobs, consistent with the State’s general policy.

A decision on the Council’s formation, terms of reference, and working procedures shall be issued by the Prime Minister within six months of this Law taking effect.

Article 33: Without prejudice to the Law on Rights of Persons with Disabilities (Law No. 10 of 2018), every able-bodied and willing worker shall submit an application to the competent administrative authority to register their name, stating their age, occupation, qualifications, and previous experience. The authority shall register such applications in paper or electronic registers and issue the applicant a registration certificate free of charge. The certificate’s required data shall be determined by the competent minister.

No worker may be employed unless holding the certificate referred to in the first paragraph. By way of exception, employers may employ those without it provided the worker’s name is registered with the competent administrative authority within thirty days of assuming work.

Employers may meet their occupational needs from among those referred by the competent administrative authority located in the area of the workplace, in order of registration priority.

Article 34: If the person seeking employment practices an occupation or trade defined by the competent minister pursuant to Article (27), they must attach their skill assessment certificate and practice license to the registration application.

Article 35: Without prejudice to the Law on Rights of Persons with Disabilities, establishments operating at the time this Law takes effect and those established in the future shall return the registration certificate issued by the competent administrative authority within forty-five days of the worker assuming work, after completing the data thereon. The establishment shall record the certificate number and date next to the worker’s name in the establishment’s workers’ register.

Article 36: Establishments subject to this Law shall submit to the competent administrative authority, within thirty days of the establishment commencing operations, detailed data on the number of workers by qualifications, occupations, age groups, nationalities, genders, and wages. Such establishments shall annually submit to that authority, during January, the following: any changes to the initial data; the number of vacancies due to replacement or new expansions and positions abolished; and an estimate of anticipated needs by educational and occupational status for the following year. The competent administrative authority shall provide the National Social Insurance Authority with a copy of the data referred to.

Article 37: Establishments referred to in Article (35) shall maintain a paper or electronic register of persons with disabilities and dwarfs who hold rehabilitation certificates or disability-and-integrated-services identity cards, as applicable, and who have been employed therein. The register shall be submitted to the competent administrative authority whenever requested. The authority shall be notified of the total number of employees, the number of positions held by persons with disabilities and dwarfs, and the wage of each, in the form and at the time specified by the competent minister.

Article 38: All establishments subject to this Law shall provide the competent ministry with the data or information, in paper or electronic form, necessary for creating or updating labor databases and the labor market information system within thirty days of the request. Employers or their representatives shall exercise due diligence in cooperating with the competent administrative authority in completing data collection forms. The competent ministry shall collect the necessary data on the labor market, conduct field studies and research alone or in coordination with the competent authorities, and shall issue periodic sectoral or geographic reports on current and future labor market needs.

Section Two: Domestic and Foreign Employment

Article 39: The following are excluded from this Section:

1. Casual work and similar.
2. Principal positions whose holders are considered authorized agents of the employer.

The competent minister may issue a decision extending the provisions of this Section to all or some of the work, positions, and categories referred to in items (1) and (2).

Article 40: Without prejudice to international agreements on employment, the operations of placing Egyptians in employment domestically or abroad shall be conducted through the competent ministry or the following entities:

1. Ministries and public authorities for their own employees.
2. Egyptian public sector, public business sector, and private sector companies for their own employees in contracts concluded with foreign entities within the scope of their work and the nature of their activity.
3. Private employment agencies in the form of joint-stock companies, companies limited by shares, limited liability companies, or sole person companies licensed thereto by the competent ministry.

Article 41: Without prejudice to the conditions required by the Law on Joint-Stock Companies, Companies Limited by Shares, Limited Liability Companies, and Sole Person Companies (Law No. 159 of 1981), obtaining the license referred to in item (3) of Article (40) requires meeting the prescribed conditions, in particular:

1. Founders, Board of Directors members, and directors responsible for employment operations must not have previously been convicted of a felony or an offense against honor or integrity or public morals, unless their civil rights have been restored.
2. The company’s issued or paid-in capital, as applicable, may not be less than two hundred fifty thousand pounds and must be wholly owned by Egyptians if the company conducts domestic employment operations; and not less than five hundred thousand pounds if it conducts operations to place Egyptians in employment abroad or both domestically and abroad, with the absolute majority of founders and Board members being Egyptians holding in aggregate at least 51% of the capital.
3. The company must submit a guarantee of not less than one million pounds, either in cash or by an unconditional and irrevocable letter of guarantee issued by a bank registered with the Central Bank, in favor of the competent ministry, valid throughout the term of the license, to guarantee the licensee’s compliance with its obligations. The guarantee must be completed to the extent of unpaid fines, adjudicated compensation, or amounts received without lawful basis within fifteen days of notifying the licensed company by registered mail with acknowledgment of receipt.

The license shall be issued for one year, renewable in accordance with the rules and procedures set by the competent minister’s decision, against payment of a fee determined by the competent minister for granting or renewing the license (not exceeding ten thousand pounds). The competent minister may add other conditions and may suspend the issuance of new licenses if the public interest so requires in light of actual labor market developments.

Article 42: The competent minister shall issue a decision specifying the obligations of licensed employment companies, required conditions for company premises and management, procedures governing activities in this field, necessary registers, rules for registration therein, oversight and inspection, and required conditions for published job advertisements.

Article 43: Entities referred to in Article (40) are prohibited from collecting any amounts from the worker, directly or indirectly, in return for placing them in employment; they may collect consideration from the employer.

By way of exception, companies referred to in item (3) of Article (40) may collect from the worker an amount not exceeding 1% of the placed worker’s wage for the first year only as administrative expenses. No further amounts may be collected from the worker under any designation.

Article 44: The license referred to in item (3) of Article (40) shall be revoked by a decision of the competent minister in the following cases: loss of a licensing condition; obtaining or renewing the license based on false data; operating outside the licensed premises; employing the worker without a written employment contract or its equivalent in certain countries, or failure to have the contract approved by the competent administrative authority; failure to maintain registers for recording labor data or amounts collected from them; advertising non-existent vacancies or exceeding contracted limits with employers; collecting from the worker amounts contrary to this Law.

The competent minister may temporarily suspend the company’s activities in any of the foregoing cases pending resolution, or until the violations are rectified. Revocation of the license shall not preclude criminal, civil, or disciplinary liability.

Article 45: Subject to Article (40), establishments may not employ workers through a labor contractor or supplier.

Article 46: Without prejudice to the Law Organizing Civil Society Practice (Law No. 149 of 2019), the competent minister may, in accordance with labor market needs, license civil associations and foundations to establish offices for employing the unemployed domestically. Such offices shall observe the provisions of this Section. The competent minister shall issue a decision organizing such offices’ activities, conditions for granting and revoking a license, and applicable fees (not exceeding five thousand pounds). Such offices are exempt from the legal form requirement for companies and from providing a guarantee or letter of guarantee.

Article 47: Employers may advertise for vacant positions through various media, or delegate private employment agencies to fill such positions. The employer or employment agency shall notify the competent administrative authority in paper or electronic form of the advertisement and submit a statement of positions filled in accordance with it.

Article 48: Entities referred to in Article (40) (other than item 1) shall submit to the competent ministry within five actual working days a certified copy of any request received regarding providing work opportunities abroad and its conditions, authenticated by the competent authorities, as well as a copy of concluded agreements and employment contracts specifying the work, applicable wage, performance conditions, and worker obligations.

The competent ministry shall have fifteen days from receipt to object to agreements, requests, and contracts in cases of inappropriate wages or violation of public order and public morals. If this period lapses without objection, the agreements, requests, and contracts shall be deemed approved. The competent minister shall issue a decision on procedures, methods, and means for notifying the competent ministry of objections.

Article 49: The competent ministry shall, in cooperation with relevant ministries and authorities, follow up on the implementation of international agreements and contracts relating to Egyptian labor abroad, and examine the settlement of disputes arising from such agreements and contracts.

Article 50: International organizations may conduct operations to place Egyptian labor with special expertise and competencies in employment abroad if the contract is with governmental entities or Arab or foreign public authorities, after obtaining the approval of the relevant authorities. They shall submit to the competent ministry a statement of job opportunities provided at these entities and the employment contracts concluded.

Article 51: All entities conducting domestic and foreign employment operations shall provide the competent ministry with data and results of their activities at least every six months. The rules and procedures therefor shall be determined by a decision of the competent minister.

Article 52: Conducting operations to place Egyptians in employment domestically and abroad electronically through websites, pages, or electronic platforms is not permitted without obtaining a license from the competent ministry. Employment agencies referred to in item (3) of Article (40) are exempt. The competent minister, in consultation with the minister responsible for communications, shall issue a decision on the rules for granting this license, its duration (not exceeding one year), applicable fees (not less than one thousand pounds and not more than ten thousand pounds), employment controls and rules, reports on results, and coordination mechanisms.

Section Three: Employment of Women

Article 53: Without prejudice to the following articles, all provisions regulating the employment of workers shall apply to working women without discrimination.

All male and female workers shall be entitled to equal pay for work of equal value; this includes all forms and components of wages: cash and in-kind benefits, allowances, incentives, supplements, and other elements.

The competent minister, after consulting the National Council for Women and the National Council for Childhood and Motherhood, shall issue a decision specifying the circumstances or types of work in which women may not be employed, in order to provide necessary measures to protect maternity or address occupational health and safety risks.

Article 54: A female worker shall be entitled to maternity leave for a period of four months, including the period preceding and following childbirth, with the post-delivery period not less than forty-five days, provided she submits a medical certificate stating the expected delivery date. This leave shall be paid in full. In all cases, a worker is not entitled to this leave more than three times throughout her service.

The amount the employer is obligated to pay shall be reduced by any wage compensation payable by the social insurance system pursuant to Article (77) of the Social Insurance and Pensions Law.

The daily working hours of a pregnant employee shall be reduced by at least one hour from the sixth month of pregnancy. She may not be required to work overtime throughout the pregnancy and until six months after delivery.

Article 55: After the end of maternity leave in Article (54), a female worker shall be entitled to return to her position or an equivalent one without prejudice to any benefits applicable to her original position.

It is prohibited to dismiss or terminate the service of a female worker during maternity leave.

It is also prohibited to dismiss or terminate her service after returning from this leave, unless the employer proves the dismissal or termination is for a legitimate reason.

The employer may deprive the worker of her wage compensation for the leave or reclaim what was paid if it is proven she worked for a third party during the leave, without prejudice to disciplinary accountability.

Article 56: A worker breastfeeding her child within the two years following delivery shall be entitled, in addition to the prescribed rest period, to two additional breastfeeding periods, each not less than half an hour. The worker may combine these two periods.

These two additional periods shall count as working hours and shall not result in any wage reduction.

Article 57: Subject to the second paragraph of Article (72) of the Child Law (Law No. 12 of 1996), a female worker in an establishment employing fifty or more workers shall be entitled to unpaid leave of up to two years for child care. This leave is not available more than three times throughout her service, provided she has been at the establishment for at least one year and that no less than two years separate the first and second leaves.

Article 58: A female worker may terminate her employment contract by reason of marriage, pregnancy, or childbirth, provided she notifies the employer in writing within three months of the date of concluding the marriage contract, or of confirmation of pregnancy, or from the date of delivery as applicable, without prejudice to the rights vested in her under this Law or the Social Insurance and Pensions Law.

Article 59: If the employer employs one or more female workers, it must post a copy of the women’s employment regulations in the workplace or worker gathering areas. The regulations must include procedures, controls, rules, and times for flexible working hours or remote working for women caring for children with disabilities or dwarfs.

Article 60: Without prejudice to the Child Law, an employer employing one hundred or more female workers in one location shall establish a nursery or entrust a nursery with caring for the working women’s children. Establishments in the same area that individually employ fewer than one hundred female workers shall jointly fulfill the obligation in the first paragraph. By way of exception, the employer may bear the cost of childcare at a nursery. The controls and conditions shall be determined by a decision of the competent minister in coordination with the minister responsible for social solidarity and the National Council for Childhood and Motherhood.

Section Four: Provisions on the Employment and Training of Children

Article 61: The provisions of the Child Law apply to this Section where no specific provision exists.

For the purposes of this Law, a child is any person under eighteen years of age.

Article 62: It is prohibited to employ children below the age of fifteen. However, children aged fourteen may be trained provided it does not hinder their education.

Every employer who trains a child under fifteen shall issue them an identity card confirming they are being trained by the employer, bearing the child’s photo and approved and stamped by the competent administrative authority.

Article 63: The employment or training of children, and the determination of the circumstances, conditions, rules, and procedures therefor, shall be governed by a decision of the competent minister in coordination with the National Council for Childhood and Motherhood.

Article 64: It is prohibited to employ or train children in work, occupations, or industries likely to endanger their physical or psychological health, safety, or morals, or hinder their education, as well as in any unlawful work or any work considered among the worst forms of child labor in accordance with international conventions and treaties ratified by the Arab Republic of Egypt. The competent minister, in coordination with the National Council for Childhood and Motherhood, shall issue a decision specifying such work, occupations, and industries by age group.

Article 65: It is prohibited to employ a child for more than six hours per day. Working hours must include one or more breaks totaling at least one hour; breaks shall be set so the child does not work more than four consecutive hours. A child may not be required to work overtime or on weekly rest days or official holidays. In all cases, it is prohibited to employ a child between 7 p.m. and 7 a.m.

Article 66: An employer employing one or more children must: post a copy of this Section’s provisions prominently in the workplace; prepare a schedule of working hours and rest periods approved by the competent administrative authority; notify the competent administrative authority of the names of employed children, their assigned tasks, and the names of supervisors; and provide separate accommodation for children away from adults, in accordance with the controls determined by the competent minister. It is absolutely prohibited for a child to sleep overnight at the workplace.

Article 67: Without prejudice to the Child Law, rehabilitation entities shall notify the competent administrative authority in whose district the child with a disability resides of the completion of rehabilitation, register the names of rehabilitated children in a dedicated paper or electronic register, and issue the child or their representative a registration certificate free of charge. The competent administrative authority shall assist children with disabilities registered with it in obtaining work suitable to their age, competence, and place of residence, and shall notify the provincial social solidarity directorate with a monthly statement of employed children with disabilities.

Article 68: Parents or guardians of a child are prohibited from employing the child in violation of this Law and its implementing decisions.

Section Five: Regulation of Foreign Workers’ Employment

Article 69: For the purposes of this Section, “work” means any dependent or free work or self-employment or work in any occupation, trade, or craft, including domestic service.

Article 70: The employment of foreigners in all private sector establishments, public sector units, public business sector units, public authorities, local administration, and the State’s administrative apparatus shall be subject to the provisions of this Section, with the condition of reciprocity. The competent minister shall determine the maximum percentage of foreigners to be employed, exceptions, and occupations and trades prohibited to foreigners. The competent minister may exempt foreigners from the reciprocity condition.

Article 71: Foreigners may not work in the country without obtaining a license from the competent ministry and being authorized to enter and reside in the country for work purposes. Employers may not employ foreigners without this license. The competent minister shall issue a decision on license requirements, procedures, content, renewal procedures, applicable fees (not less than five thousand and not more than one hundred fifty thousand pounds), cases for cancellation before expiry, cases for exempting foreigners from the license requirement, cases for exemption from the recruitment condition, and consistency with labor market needs.

Employers who employ a foreigner exempt from the license requirement shall notify the competent administrative authority within seven days of the foreigner commencing work, and upon termination of their service.

Article 72: The employer shall notify the competent administrative authority and relevant authorities of a foreign worker’s absence from work for fifteen consecutive days without legal justification. The competent minister shall issue a decision on the controls, conditions, and procedures governing this.

Article 73: Without prejudice to the Investment Law (Law No. 72 of 2017), the competent minister, in agreement with the minister responsible for investment, may establish the rules and controls necessary for licensing foreigners subject to the Investment Law to work.

Article 74: The employer for whom the foreigner works shall return the foreigner to the country from which they were recruited at the employer’s own expense upon termination of the employment relationship, unless the employment contract provides otherwise. The competent minister shall issue a decision on the cases, timelines, and procedures therefor.

Chapter Three: Employment of Irregular Labor

Article 75: The provisions of this Chapter aim to organize, support, and employ irregular labor and informal sector workers at the national level; assist them in obtaining decent work opportunities; develop their skills to match labor market needs domestically and abroad; protect them during work; and provide necessary support during periods of unemployment. All rights and obligations under this Law apply to irregular labor and informal sector workers employed by employers. The competent minister shall issue a decision on the rules and provisions governing the conditions and circumstances of work for these categories, and the ways to obtain their rights and fulfill their obligations, consistent with the nature and periods of their work.

Article 76: The competent ministry shall formulate and follow up on the policy of employing irregular labor, particularly seasonal agricultural workers, construction workers, maritime workers, and miners, consistent with the State’s general policy. The competent minister may define irregular labor categories in consultation with the relevant ministers, relevant workers’ trade union organizations, and relevant employers’ organizations.

Article 77: The competent administrative authority shall enumerate and register irregular labor by classification and category in dedicated paper or electronic registers. It shall also prepare national databases for irregular labor categories and link them to State agencies and ministries in coordination with relevant authorities, particularly the Central Agency for Public Mobilization and Statistics and the National Social Insurance Authority. The competent minister shall issue a decision on the necessary rules and procedures.

Article 78: A fund called the “Emergency Aid and Social and Health Services Fund for Irregular Labor” shall be established to protect and employ irregular labor, with public legal personality, reporting to the competent minister, with its headquarters in Cairo Province. It may establish provincial branches. The Prime Minister shall issue a decision on the Board of Directors, chaired by the competent minister with equal membership of representatives of relevant workers’ and employers’ organizations, and representatives of the relevant ministries and authorities. The decision shall specify the Board’s terms of reference, the Fund’s basic statute, financial treatment of the chair and members (from its own resources), and the accounting system to be followed.

Article 79: The Fund shall be competent for:

1. Paying emergency aid to irregular labor in cases of general economic crises, disasters, epidemics, or temporary work stoppages.
2. Providing social and health services to irregular labor categories.
3. Supporting medical expenses and health services.
4. Contributing to social insurance premium payments for irregular labor in agreement with the ministers of finance and social solidarity and the National Social Insurance Authority, within the Fund’s resources.
5. Supporting, developing, and enhancing the employment operations needed by irregular labor.
6. Training irregular labor under this Law and developing their technical and vocational skills in various work fields in coordination with the competent ministry.
7. Contributing to providing work tools needed by some irregular labor categories to perform their work.
8. Contributing to providing transportation, board, and accommodation at remote work sites.
9. Participating in supporting compliance with required occupational safety and health requirements and securing the work environment.
10. Providing cultural and sports programs, holding competitions to develop irregular labor skills technically, culturally, and sportively, and preparing recreational trip and summer programs within available resources.
11. Contributing to financing the enumeration of irregular labor at the national level or preparing their databases.
12. Launching media awareness campaigns to acquaint irregular labor with their rights and insurance, social, and other rights.
13. Establishing the electronic platforms needed to deliver the Fund’s digital services.
14. Implementing development projects targeting improving the conditions of irregular labor or integrating informal sector workers into the formal sector at the national level, alone or in cooperation with specialized international or regional organizations.

Article 80: The competent minister, in consultation with the relevant ministers, shall issue the Fund’s financial and administrative regulations, resource collection system, services regulation, values and eligibility controls for emergency aid, its duration, suspension cases, required documentation, and payment methods.

Article 81: By a decision of the President of the Republic, emergency aid may in general emergency situations be paid promptly to all or some categories of irregular labor or their families, in the cases and conditions determined by the decision.

Article 82: The Fund’s resources shall consist of:

1. 1%-3% of the actual wages of irregular labor in the contracting, construction, and building sector; if actual wages cannot be determined, wages shall be estimated at no more than 20% of the contract value for general contracting and no more than 45% for services and manufacturing works.
2. 1%-3% of the actual wages of irregular labor in the mining, quarrying, and similar sectors; if actual wages cannot be determined, wages shall be estimated at no more than 15% of the contract value.
3. Registration subscription for other irregular labor categories: no less than 20 and no more than 200 pounds per month.
4. 0.5% of the value of agricultural products purchased by the State.
5. 100 pounds per authentication request, signature legalization, or contract execution order for agricultural land sale.
6. No more than 50 pounds per professional driving license issued for the first time or upon renewal.
7. All funds in irregular labor accounts at the labor directorates, and yields on assets and deposits pertaining thereto.
8. Donations, in-kind and cash gifts approved by the Board and not contrary to applicable laws and regulations.
9. Return on services provided by the Fund for nominal consideration (if any).
10. Return on investment of the Fund’s assets.

Fee and subscription amounts shall be determined by a decision of the President of the Fund’s Board of Directors, not exceeding the prescribed maximums, along with payment deadlines.

Article 83: The Fund shall have a dedicated account at one of the commercial banks registered with the Central Bank of Egypt and an independent budget prepared on the model of economic public authority budgets. The Fund shall annually prepare financial statements in accordance with the financial accounting system. The Fund’s fiscal year shall begin and end with the State’s fiscal year. Its assets shall be subject to oversight by the Central Audit Organization, and surplus assets shall be carried over from one fiscal year to the next.

Article 84: The Fund’s assets shall be deemed public funds, in particular for the purposes of applying the Penal Code. The Fund shall have the right to take direct enforcement and administrative distraint measures pursuant to Law No. 308 of 1955 on Administrative Distraint.

Article 85: Employees of the competent ministry and its directorates shall, each within their jurisdiction, implement the provisions of this Chapter and the regulations and decisions issued by the Fund’s Board of Directors, in coordination with the Fund’s administration. The competent minister shall issue a decision on the rules, procedures, and coordination mechanisms.

BOOK THREE: EMPLOYMENT RELATIONS

Chapter One: Individual Employment Relations

Section One: Individual Employment Contract

Article 86: The provisions of this Section apply to a contract by which a worker undertakes to work for an employer under the employer’s management or supervision, in exchange for remuneration.

Article 87: An individual employment contract shall be concluded for an indefinite term, or for a definite term if the nature of the work so requires. The parties may, by mutual agreement, renew the contract for similar additional periods.

Article 88: An employment contract shall be deemed to have been concluded for an indefinite term from the outset in the following cases:

1. If it is not in writing.
2. If the contract does not specify its duration.
3. If it was concluded for a definite term and the parties continued to perform it after the expiry of such term without a written agreement between them.

Article 89: The employer shall draw up the employment contract in writing in Arabic in four copies: one retained by the employer, one delivered to the worker, one deposited at the competent social insurance office, and one at the competent administrative authority.

If the worker is a foreigner who does not know Arabic, the contract may be drawn up in Arabic and in the worker’s language; in case of interpretive conflict, the Arabic version shall prevail.

The contract must include, in particular:

1. The contract start date.
2. The employer’s name and workplace address.
3. The worker’s name, qualification, occupation or trade, insurance number, place of residence, and identity particulars.
4. The nature and type of work under the contract.
5. The agreed wage, method and timing of payment, and all agreed cash and in-kind benefits.

If there is no written contract, either the worker or employer may prove the employment relationship, its duration, and all resulting rights by any means of proof. The employer shall give the worker a receipt for any documents, certificates, or tools deposited with it.

Article 90: The probationary period shall be specified in the employment contract for no more than three months. A worker may not be employed on probation more than once with the same employer.

Article 91: The employer may not deviate from the terms agreed in the individual employment contract or collective labor agreement, nor assign the worker to work other than what was agreed, except where necessary to prevent an accident, repair its consequences, or in a case of force majeure, and then only temporarily; the employer may also assign the worker to work that does not materially differ from the agreed work. In all cases, the worker’s rights may not be prejudiced.

Article 92: The employer shall maintain a paper or electronic file for each worker containing: name, occupation, skill level upon joining, place of residence, marital status, service start date, wage, developments, penalties imposed, leave record, a copy of the employment contract, investigation records if any, supervisor reports, any other papers related to service, and social insurance documentation. These data may only be accessed by those legally authorized. The file shall be presented to the competent administrative authority or the competent labor court as applicable when requested. The file shall be retained for at least five years from the date of termination of the employment relationship; if litigation is pending, it must be retained until a final judgment is issued.

Article 93: The employer shall transport the worker from the place of contracting to the workplace and shall return them to that place within three days of the termination of the employment contract for any of the reasons in this Law, even during probation, unless the worker refuses in writing to return within that period. If the employer fails to do so, the competent administrative authority shall, upon the worker’s request, return them at its own expense and may recover the expenses through administrative distraint.

Article 94: If an employer delegates another employer to perform all or part of its work in the same work zone, the latter employer shall equalize between its workers and those of the original employer in all rights; the original employer shall be jointly and severally liable for the performance of all obligations under this Law. In all cases, workers’ rights may not be prejudiced.

Article 95: A worker who has been trained at the employer’s expense shall serve the employer for the agreed period; if they leave before that period expires, they must pay back the training costs, without prejudice to the employer’s right to compensation, unless the employment contract provides otherwise.

Section Two: New Work Patterns

Article 96: Any work performed by a worker in a non-traditional manner — regardless of the form or method of performance — provided to and under the management or supervision of the employer in exchange for remuneration in any form, shall be considered a new work pattern. New work patterns include in particular:

1. Remote work: Work performed at a location different from the establishment’s traditional premises, executed through technological means.
2. Part-time work: Work performed during fewer hours than the full working hours for comparable work.
3. Flexible work: Performing the same number of required working hours during non-continuous periods agreed upon between the two parties, or with a change in working hours schedule, number, or location.
4. Job sharing: Work performed by more than one person who share roles or times and divide the wage as agreed.
5. Any other work forms determined by a decision of the competent minister.

Article 97: The provisions applicable to traditional employment relationships shall apply to employment relationships in new work patterns, taking into account the nature of each type of work and its method of performance. Workers in these patterns shall be entitled to all rights and subject to all obligations applicable to workers in traditional patterns, in particular: social and social security protection, minimum wage and its calculation method, access to vocational training and skills development programs, the right to collective bargaining, and trade union freedom.

Article 98: By agreement of the parties in new work patterns, a worker may work for more than one employer, provided the worker does not disclose trade secrets, or may work for their own account alongside their work for others.

Article 99: An employment relationship in new work patterns must be clear and specified in a written paper or electronic employment contract. The worker may prove the employment relationship by any means of proof.

Article 100: The competent minister, in consultation with workers’ trade union organizations and employers’ organizations, shall issue the necessary decisions to organize new work patterns, define their forms, provide indicative templates for employment contracts and regulations, and specify proof methods and mechanisms for obtaining the parties’ rights, within six months of this Law’s issuance.

Section Three: Wages

Article 101: The National Wages Council shall be formed under the chairmanship of the Minister responsible for planning, economic development, and international cooperation, with membership of the following ministers or their delegates: labor, social solidarity, finance, industry, public business sector, supply and domestic trade; the head of the National Council for Women; the head of the Central Agency for Public Mobilization and Statistics; the CEO of the General Authority for Investment and Free Zones; the head of the National Social Insurance Authority Board; the head of the Central Agency for Organization and Administration; the head of the National Council for Persons with Disabilities; six members representing the most representative employers’ organizations by membership; and six members representing the most representative workers’ trade union organizations, nominated by their organizations, ensuring representation of all levels.

The Council may seek the assistance of sufficient experts, specialists, or public figures, without giving them a vote in deliberations.

Article 102: The Council shall in particular be competent for:

1. Setting the minimum wage for workers in all sectors at the national level, taking into account workers’ and their families’ needs, cost of living and changes, balance between the parties, and ensuring increased production rates.
2. Setting the minimum annual periodic increment, not less than the rate in Article (12), and the rules for its payment.
3. Reviewing employer requests to reduce or waive the periodic increment due to emergency economic circumstances.
4. Setting criteria and controls for accepting or rejecting requests to reduce or waive the annual periodic increment.
5. Notifying relevant ministries of acceptance or rejection of requests.

A decision on the Council’s working procedures and additional terms of reference shall be issued by the Prime Minister within six months of this Law taking effect.

Article 103: The National Wages Council shall meet at the invitation of its chair at least every six months or whenever necessary. Meetings are valid with a majority of members present. Decisions shall be adopted by a majority of votes of attending members; in case of a tie, the chair’s side shall prevail.

Article 104: Establishments subject to this Law shall implement the decisions of the National Wages Council, each within its own sphere.

Article 105: Labor inspection departments of the competent ministry shall conduct periodic inspections of establishments to verify compliance with National Wages Council decisions. Employers or their representatives shall maintain paper or electronic registers containing worker data and each worker’s due wage.

Article 106: Without prejudice to the jurisdiction of State Council courts, any interested party may challenge decisions of the National Wages Council on employer requests to reduce or waive the annual periodic increment before the labor court, within thirty days of the date on which the increment is due or notification of the challenged decision, as applicable.

Article 107: Wages shall be determined pursuant to the individual employment contract, collective labor agreement, or approved establishment regulations. If not determined by any of these, the worker shall be entitled to the prevailing rate if available; otherwise, to the occupational custom at the place of work; if no custom exists, the urgent matters judge of the competent labor court shall assess the wage in accordance with the requirements of justice, taking into account the provisions of this Law.

Article 108: Wages and other amounts due to the worker shall be paid on a working day at the workplace in legal currency or to the worker’s bank account, subject to the following:

1. Monthly-paid workers shall receive their wages at least once a month.
2. If the wage is by output or commission and the work takes more than two weeks, the worker must receive a weekly advance commensurate with completed work, with the balance paid in the following week after delivery.
3. In other cases, workers shall receive wages at least once a week, unless otherwise agreed.
4. If the employment relationship ends for any reason, the employer shall pay the worker their wage and all amounts due within seven days of the worker’s demand.

In all cases, the worker’s receipts must not be less than the minimum wage, and withholding all or part of the wage without legal basis is prohibited.

Article 109: The average daily wage for output workers or workers receiving basic wages plus commission or percentage shall be calculated based on the average received by the worker during actual working days in the preceding calendar year, or during the period worked if shorter, divided by the number of actual working days in that period.

Article 110: The employer may not transfer a worker from the monthly-wage category to the daily, weekly, hourly, or output category without the worker’s consent. The worker shall retain all rights acquired during the monthly-paid period.

Article 111: If a worker presents at the workplace at the designated work time ready to work, and is prevented by reasons attributable to the employer, the worker shall be deemed to have actually worked and shall be entitled to full wages. If prevented by compelling reasons beyond the employer’s control, the worker shall be entitled to half the wage.

Article 112: The employer may not require the worker to purchase food, goods, or services from specific shops or from the employer’s own products or services.

Article 113: The employer may not deduct more than 10% from the worker’s wages to settle a loan given during the contract, nor charge interest on such loans. This provision applies to advance wage payments.

Article 114: Without prejudice to the Law on Organization of Certain Personal Status Litigation Procedures (Law No. 1 of 2000), in all cases, no deduction, distraint, or assignment of the worker’s due wages to settle any debt may exceed 25% of the wage. This may be raised to 50% for alimony debts.

In case of competing claims, alimony debt takes precedence, then amounts owed to the employer for the worker’s destruction of equipment, materials, or tools, or recovery of amounts paid without legal basis, or penalties imposed on the worker.

A written consent from the worker is required for a valid assignment of wages within the prescribed percentage.

The percentage is calculated after deducting income tax, social insurance subscriptions and amounts, and amounts lent by the employer.

Article 115: The employer’s liability for wages is only discharged if the worker signs acknowledgment of receipt in the dedicated register, on wage sheets, or by completion of a bank transfer. The employer shall provide the worker with a wage breakdown statement.

Article 116: Subject to Article (115), the employer shall pay child workers their wages, bonuses, and any other lawful entitlements directly; such payment shall fully discharge the employer’s liability.

Section Four: Working Hours and Rest Periods

Article 117: Without prejudice to Law No. 133 of 1961 on Organizing Worker Employment in Industrial Establishments, workers may not be employed for more than eight actual hours per day or forty-eight hours per week, excluding meal and rest periods.

The competent minister may reduce the maximum working hours for certain worker categories or in certain industries or types of work.

Article 118: Working hours must include one or more meal and rest breaks totaling at least one hour; no worker may work more than five consecutive hours. The competent minister may specify cases or types of work requiring continuous operation without a rest break, and arduous work for which rest periods are granted and count as actual working hours.

Article 119: Working hours and rest periods must be organized such that the interval between the start and end of working hours does not exceed ten hours per day, with rest periods during the workplace counted as presence time if the worker remains at the workplace.

Workers in intermittently-natured work and special-nature work — determined by the competent minister — are exempt, provided their presence at the establishment does not exceed twelve hours per day.

Article 120: Work at the establishment shall be organized so that each worker gets weekly rest of at least twenty-four full hours after no more than six consecutive working days. In all cases, weekly rest shall be fully paid.

By way of exception, in locations far from urban areas and in work requiring continuous operation, accrued weekly rest for a period not exceeding eight weeks may be aggregated. The work regulations shall set rules for obtaining aggregated weekly rest; establishments with fewer than ten workers shall establish their own rules.

Article 121: The employer may deviate from Articles (117, 118, 119, 120) if the work is to meet extraordinary or exceptional circumstances. In such cases, the competent administrative authority must be notified within seven days with the justifications and required duration.

In this case the worker shall receive, in addition to the wage for original working hours, a wage for overtime hours at not less than the applicable wage plus 35% for daytime and 70% for nighttime, calculated on the basis of the worker’s original hourly wage. If work falls on a rest day, the worker shall receive a day’s additional wage in compensation and shall be granted another day off within the following week.

In all cases, the worker’s presence at the establishment may not exceed twelve hours.

Article 122: The employer shall post at main worker entrances or in a prominent place a table showing: weekly rest day, working hours, and rest periods for all workers, and any modifications, and shall notify the competent administrative authority within seven days of any modification.

Article 123: The provisions of Articles (117, 118, 119, 120/second paragraph) shall not apply to: authorized agents of the employer; workers in preparatory and finishing work to be completed before or after work; and workers assigned to security and cleaning. The maximum working and overtime hours for items (2) and (3) shall be determined by a decision of the competent minister. Workers in these cases shall be entitled to additional wages pursuant to Article (121).

Section Five: Leaves

Article 124: Workers shall be entitled to paid annual leave — not including official holidays and weekly rest days — as follows:

1. Fifteen days in the first year.
2. Twenty-one days from the second year.
3. Thirty days for those who have spent ten full years with one employer or more, or who are over fifty years of age.
4. Forty-five days for persons with disabilities and dwarfs.

If the service period is less than one year, leave shall be proportionate to the period served, provided at least six months have been spent with the employer.

In all cases, annual leave shall be increased by seven days for workers in hazardous, health-damaging, or remote work, as specified by the competent minister.

Article 125: The employer shall set annual leave dates according to work requirements and circumstances; leave may only be interrupted for compelling work-related reasons. The worker may not waive the leave. The worker must proceed on leave on the date and for the period set by the employer; if the worker refuses in writing to take the leave, they forfeit their right to its cash equivalent. In all cases, the worker must receive annual leave of at least fifteen days, including at least six consecutive days. The employer shall settle the leave balance or its cash equivalent at least every three years; if the employment relationship ends before the worker exhausts the annual leave balance, they shall be entitled to the equivalent wage. Leave may not be divided, accumulated, or deferred for children or persons with disabilities and dwarfs.

Article 126: A worker has the right to set their annual leave date if sitting an examination in an educational stage, provided they notify the employer at least fifteen days in advance. The worker has the right to study leave with pay for actual examination days, not counted against annual leave, subject to: notifying the employer at least ten days in advance; and providing evidence of actual examination attendance.

Article 127: The employer may deprive the worker of their leave wage or recover it if it is proven that the worker worked for a third party during the leave, without prejudice to disciplinary sanctions.

Article 128: Workers may absent themselves for an incidental reason for no more than seven days per year, with a maximum of two days per occasion. Incidental leave counts against annual leave.

A worker whose child is born has the right to paid leave on the day of birth, not counted against annual leave, up to a maximum of three times throughout service.

Article 129: Workers are entitled to paid leave on holidays and official occasions determined by a decision of the competent minister. Non-Muslim workers shall be governed by the Cabinet’s decision on their religious holidays.

The employer may require work on such days if work circumstances so require; in that case, the worker shall receive in addition to the day’s wage, double the day’s wage in compensation, or may grant the worker another day in lieu upon the worker’s written request placed in the worker’s personal file.

Article 130: A worker who has spent five consecutive years with an employer is entitled to one month’s paid leave to perform the Hajj pilgrimage or visit Jerusalem; this leave is available only once throughout the service period.

Article 131: A worker who proves illness or injury preventing performance of work is entitled to sick leave determined by the competent medical authority. The worker shall receive wage compensation for such leave as provided by the Social Insurance and Pensions Law.

In industrial establishments governed by Law No. 15 of 2017, a worker who proves illness is entitled every three years to sick leave of three months on full pay, then six months at 85% of wage, then three months at 75% of wage, if the competent medical authority determines the possibility of recovery.

The amount payable by the social insurance system shall be deducted from the employer’s wage obligation.

The worker may use accrued annual leave balance alongside sick leave, and may request converting sick leave to annual leave if the balance permits.

Article 132: The competent medical authority may prevent a worker in close contact with an infectious patient in the household from working for an appropriate period not exceeding three months. The relevant diseases and the competent medical authority shall be specified by a decision of the Minister of Health.

Article 133: Medical unfitness for service shall be established in accordance with the Social Insurance and Pensions Law.

Section Six: Workers’ Duties and Accountability

Article 134: Workers must:

1. Personally perform assigned duties accurately and honestly in accordance with this Law, work regulations, and individual and collective employment contracts, completing them on time with ordinary care.
2. Execute the employer’s orders and instructions regarding duties within the scope of assigned work, if they do not violate the contract, law, regulations, or public morals and do not create danger.
3. Observe working hours and follow prescribed procedures in case of absence.
4. Preserve equipment, devices, documents, and any other items entrusted by the employer, performing all necessary acts to keep them safe, exercising ordinary care.
5. Treat the employer’s clients well.
6. Respect supervisors and colleagues and cooperate in the interest of the establishment.
7. Uphold the dignity of work and follow upright conduct.
8. Observe systems for preserving establishment safety and security.
9. Maintain the confidentiality of trade secrets and not disclose information related to work that is confidential by nature or by written instructions of the employer.
10. Notify the employer of correct data regarding place of residence, marital status, military service status, and other data required by laws or systems to be entered in the worker’s personal file, and of any changes thereto within the prescribed dates.
11. Follow systems established by the employer for developing and improving professional and cultural skills, or for qualifying the worker for compatible work and technological advancement within the establishment, in cooperation with the relevant workers’ trade union organization.

Article 135: Without prejudice to Law No. 137 of 1958 on Health Precautions to Prevent Infectious Diseases in the Egyptian Territory, and subject to Articles (132) and (138), the worker shall submit to medical tests for drug use or infectious diseases when required by the employer at the employer’s expense. Tests shall be conducted at the General Authority for Health Insurance or the Ministry of Health’s central laboratories.

Drug use testing and appeals thereagainst shall be conducted in accordance with the procedures, guarantees, and controls issued by the competent minister, including testing the same sample on the same day it was taken; in case of conflicting results, a confirmatory test shall be conducted at either institution.

If the sample tests positive, the worker shall be referred to the competent labor court for further legal action.

In all cases, the employer shall maintain confidentiality of the medical examination and not disclose the worker’s health status based on these tests.

Article 136: Workers are prohibited from personally or through others from:

1. Retaining any work-related paper, document, electronic data, or electronic security means, whether personally or by enabling others to access such items or work-related information.
2. Working for others for pay or without pay if this impairs the quality of the work or enables others to learn the establishment’s secrets or compete with the employer.
3. Practicing activities similar to those of the employer during the employment relationship, whether as a partner or worker.
4. Borrowing from the employer’s clients or those engaged in activities similar to those of the employer (this does not apply to borrowing from authorized banks or other licensed entities).
5. Requesting or accepting gifts, bonuses, commissions, amounts, or other items in any capacity in connection with performing duties without the employer’s consent.
6. Collecting cash or in-kind donations, distributing publications, collecting signatures, or organizing meetings at the workplace without the employer’s written consent, subject to trade union regulations.

Article 137: Every employer employing ten or more workers shall prepare a work organization regulations in accordance with the nature of the activity, including in particular: promotion, transfer, and wage systems; violations constituting dereliction of professional duty; and disciplinary penalties, within sixty days of the establishment commencing operations, or reaching this threshold, or this Law taking effect, as applicable. The competent administrative authority shall be provided a copy for review and approval; it shall consult the competent workers’ trade union organization, which must express its opinion within fifteen days (silence constitutes approval). If the authority neither approves nor objects within thirty days of receipt, the regulations shall be deemed effective.

The employer shall post these regulations in a prominent place in the establishment.

The competent minister may issue a decision on the general rules for such regulations.

Article 138: A worker may only be held disciplinarily accountable for an act connected to work. The penalties regulation shall specify violations and applicable penalties in accordance with Article (139) and shall ensure proportionality. A disciplinary penalty may not be imposed after thirty days from the completion of the investigation.

Article 139: Disciplinary penalties that may be imposed on workers in accordance with the establishment’s work and penalties regulations are:

1. Written warning.
2. Deduction from basic wage.
3. Deferral of annual increment due date for no more than three months.
4. Deprivation of part of the annual increment, not exceeding half.
5. Deferral of promotion when due for no more than one year.
6. Reduction of basic wage by one increment at most.
7. Demotion to the immediately lower position without wage reduction.
8. Dismissal from service in accordance with this Law.

Article 140: The employer may not impose more than one penalty for the same violation, nor combine a deduction from the worker’s wage under Article (139) with any financial penalty if the required deduction exceeds five days’ wage in one month.

Article 141: No penalty may be imposed on a worker without written notification of the charge, hearing of their statement, investigation of their defense, and recording in a report placed in the worker’s personal file. Investigation must begin within seven days of discovering the violation and must not exceed three months from commencement; this may be extended by three months if new facts or documents emerge. The workers’ trade union may nominate a representative to attend the investigation.

For violations punishable by warning or wage deduction not exceeding one day’s wage, the investigation may be oral, with its substance stated in the penalty decision.

In all cases, the penalty decision must be reasoned.

Article 142: The legal affairs department of the establishment shall conduct investigations. If absent, the employer may delegate an experienced person or an establishment employee, provided their rank is not lower than the investigated worker’s.

Article 143: The employer may not impose a deduction penalty for a single violation exceeding five days’ basic wage, nor may deductions for penalties exceed five days’ wage in one month. If the deduction is set as a percentage of the wage, it shall refer to the daily basic wage.

Article 144: The penalty may be aggravated if the worker repeats a new violation of the same type as one for which they were previously penalized, provided the new violation occurs within one year of notifying the worker of the previous penalty.

Article 145: The employer may temporarily suspend the worker by written order for no more than sixty days with full pay in the following cases:

1. If the worker is referred for investigation for a violation at the workplace and the investigation’s interests require it.
2. If the worker is accused of committing a felony or an offense against honor, integrity, or public morals, or any other misdemeanor at the workplace.
3. If the employer requests the competent labor court to dismiss the worker.

Article 146: The worker may appeal a suspension order issued under items (1) or (2) of Article (145) by petition to the urgent matters judge of the competent labor court within three days of notification or knowledge of the order. The judge must rule on the appeal by the following day; if the order is found invalid, the worker shall return to work.

Article 147: The employer may request the urgent matters judge of the competent labor court to extend the suspension period for additional periods with payment of half the worker’s wage, provided the request is made ten days before the suspension expires.

The urgent matters judge must rule on this before the suspension period ends; if no ruling is issued within this period and the worker has not returned to work, the suspension continues on full pay until the request is resolved. If the request is denied, the worker returns to work upon expiry of the last suspension period.

If the suspension was for a reason in item (2) of Article (145) and the competent authority decided to archive the investigation or dismiss the case, or the worker was acquitted, the worker must be reinstated with all unpaid entitlements; otherwise, failure to reinstate shall constitute wrongful dismissal.

Article 148: The competent labor court shall be solely empowered to impose dismissal. Other disciplinary penalties shall be imposed by the employer or their delegate; the establishment manager may impose a written warning and deduction from wages for no more than three days.

In all cases, a worker may not be dismissed unless a serious misconduct is established. The following constitute serious misconduct:

1. Proven impersonation by the worker or submission of forged documents.
2. Proven error by the worker resulting in serious harm to the employer, provided the employer notifies the competent authorities within twenty-four hours of learning of the incident.
3. Proven repeated failure by the worker to follow instructions necessary for worker or establishment safety, provided those instructions are in writing and posted prominently, and despite written warning.
4. Proven disclosure of establishment secrets causing serious harm to the establishment.
5. Proven engagement by the worker in activities competing with those of the employer.
6. Proven intoxication or influence of narcotics during working hours.
7. Proven assault by the worker on the employer or general manager, and serious assault on a supervisor during or in connection with work.

In all cases, dismissal may only be in accordance with this Law.

Article 149: Without prejudice to the right to litigation, if an individual dispute arises between an employer and worker regarding the application of this Law or related laws, either party may within ten days of the dispute’s arising request its amicable settlement by a committee comprising: the labor directorate director or delegate (chair); the worker or representative (member); and the employer or representative (member). The committee chair may seek experts’ assistance. The committee must complete its work within twenty-one days of the request; if amicable settlement is reached, the committee chair records it and it shall be submitted to the urgent matters judge of the competent labor court and be enforceable by order, terminating the dispute within the scope of settlement. The competent minister shall issue a decision on the committee’s working procedures, forms, and registers.

Article 150: If amicable settlement is not reached, the committee chair shall prepare a record of proceedings and refer it to the competent labor court upon any party’s request; the court clerk shall set a hearing within twenty days. If the dispute concerns worker dismissal, the court must rule on a summary basis within three months of the first hearing; if the papers show the worker’s claim is valid, the court shall order the employer to pay the equivalent of wages from the date of dismissal (maximum six months); its decision shall be final.

Amounts received by the worker in execution of the court’s order shall be deducted from any adjudicated compensation or other amounts due.

If dismissal was due to trade union activity, the court shall order reinstatement if requested.

Article 151: If the worker, by mistake or in connection with work, causes loss or damage to equipment, tools, raw materials, products, or other property belonging to or in the custody of the employer, the worker shall pay the value thereof.

After investigation and notification, the employer may begin deducting the amount from the worker’s wage, provided deductions for this purpose do not exceed five days’ wage per month.

The worker may appeal to the competent labor court against the employer’s assessment within the prescribed periods and procedures.

If the employer is not awarded the assessed amount or is awarded less, they must refund the excess deduction within seven days of the judgment.

The employer may not recover entitlements through deduction under this article in excess of two months’ wages.

Article 152: The provisions of this Section shall not prejudice the guarantees established by the Law on Workers’ Trade Union Organizations and Protection of the Right of Trade Union Organization for members of trade union organization boards.

Article 153: The employer shall maintain a paper or electronic register of financial penalties imposed on workers, stating the reason, worker’s name, and wage amount, and shall set aside their proceeds in a dedicated account for expenditure on the establishment’s workers for social, cultural, and sports purposes. These amounts may not be used to fulfill obligations under Article (272). Upon establishment liquidation, proceeds shall be distributed equally among workers present at the time.

Section Seven: Termination of Individual Employment Relationships

Article 154: Without prejudice to Articles (87, 88, 95), a fixed-term employment contract shall end upon expiry of its term. If the contract is concluded or renewed for a term exceeding five years, the worker may terminate it without compensation upon expiry of five years, provided the employer is notified three months in advance.

If termination is from the employer’s side, the worker shall be entitled to compensation equivalent to one month’s wage per year of service.

Article 155: If the employment contract was concluded to accomplish specific work, it shall end upon completion. It may be renewed by express agreement of the parties for similar work. If the contract for specific work ends and the parties continue performance, this shall be deemed renewal.

If completing the original or renewed work takes more than five years, the worker may not terminate the contract before completion.

Article 156: Without prejudice to Article (165), if the contract is for an indefinite term, either party may terminate it provided the other is notified in writing three months in advance.

Article 157: Without prejudice to Article (235) and Articles (158–175), neither employers nor workers may terminate an indefinite-term contract except for a legitimate and sufficient reason. Termination must in all cases occur at an appropriate time given work circumstances.

Article 158: Termination notices may not be made conditional or defeasible. Notice periods begin from the date of receipt.

Article 159: Notice may not be given to the worker during leave; the notice period does not run except from the day after the leave ends. If the worker receives sick leave during the notice period, the period is suspended and only resumes from the day after that leave ends.

Article 160: The employment contract remains valid throughout the notice period; both parties must fulfill all contractual obligations during this period. The contract terminates upon expiry of the notice period.

Article 161: Waiver or reduction of the notice requirement may not be agreed upon; an increase may be agreed. The employer may exempt the worker from observing all or part of the notice period in the case of termination from the worker’s side.

Article 162: If notice is given by the employer, the worker may be absent for one full day per week or eight hours per week to search for other employment, with full pay for the absence day or hours. The worker shall set the absence day or hours, provided the employer is notified on the preceding day at least.

Article 163: The employer may exempt the worker from work during the notice period, while service is counted as continuing until the notice period ends, entitling the worker in particular to full wages for the notice period.

Article 164: If the employer terminates an indefinite-term contract without notice or before the notice period expires, the employer must pay the worker an amount equivalent to wages for the notice period or remaining portion.

In this case, the notice period or remaining portion shall count toward the worker’s service period. If termination is from the worker’s side, the contract ends when the worker leaves work.

Article 165: If the employer terminates an indefinite-term contract without legitimate reason, the worker is entitled to compensation for harm, not less than two months’ wages per year of service, without prejudice to the worker’s other rights.

Illegitimate reasons include:

1. The worker’s affiliation with a trade union or participation in trade union activities.
2. Serving or having served as a workers’ delegate or seeking to do so.
3. Filing a complaint or lawsuit against the employer or participating therein regarding legal or regulatory violations.
4. Distraint of the worker’s entitlements held by the employer.
5. The worker using their right to leaves under this Law.
6. Color, gender, marital status, family responsibilities, pregnancy, religion, or political opinion.

Article 166: A worker shall be deemed to have resigned if absent without legitimate reason for more than twenty interrupted days per year or more than ten consecutive days, provided the employer sends a registered letter with acknowledgment of receipt after ten days’ absence in the first case and after five days’ absence in the second.

Article 167: The worker may submit a written resignation to the employer, signed by the worker or their special agent and approved by the competent administrative authority. Service does not end until the resignation is accepted; the worker must continue working until the employer acts on the resignation within ten days (silence constitutes acceptance). The resigning worker or their special agent may withdraw the resignation within ten days of notification of acceptance by written, authority-approved withdrawal; the resignation is then deemed not to have occurred.

Article 168: The worker may terminate the contract if the employer breaches any fundamental obligation under this Law, the individual or collective employment contract, or the establishment’s basic regulations, or if the worker or a family member is assaulted by the employer or their representative. Such termination is deemed employer termination without legitimate reason.

Article 169: An employment contract ends with the worker’s death (actual or presumed in accordance with legal rules); it does not end with the employer’s death unless concluded in consideration of the employer’s person or activity that is terminated by their death.

If the worker dies in service, the employer shall pay the family an amount equivalent to two months’ wages for funeral expenses (based on the last wage), paid to the spouse; if none, to the eldest child or to whoever proves they bore the funeral expenses, with a minimum of one thousand pounds. A grant equivalent to the worker’s wages for the month of death and the two following months shall also be paid, in addition to the wage earned during the month of death, pursuant to the Social Insurance Law. The employer is obligated to bear the costs of preparing and transporting the body to the place from which the worker was recruited or to the place requested by the family.

Article 170: Without prejudice to the Social Insurance Law, an employment contract shall end with total disability of the worker to perform work for any reason.

If the disability is partial, the employment relationship shall not end unless there is no other work the worker can perform satisfactorily for the employer. If such work exists, the employer shall transfer the worker there upon the worker’s written request.

Article 171: The retirement age may not be set at below sixty years.

The employer may terminate the contract when the worker reaches sixty, unless it is a fixed-term contract that extends beyond that age (in which case it ends only upon expiry). The Social Insurance Law applies with respect to the pension eligibility age.

Article 172: A worker is entitled for service after the age of sixty to a gratuity of half a month’s wage per year for the first five years, and one month’s wage per year thereafter, if no entitlements for that period exist under old-age, disability, and death insurance in the Social Insurance Law.

This gratuity is due for service years prior to age eighteen for apprentices and workers upon reaching that age. The gratuity is calculated on the basis of the worker’s last wage.

Article 173: The employer is prohibited from terminating the employment contract by reason of illness unless the worker has exhausted sick leave and the remaining accrued annual leave balance, without prejudice to the Social Insurance Law.

If the worker recovers before notification is complete, the employer may not terminate the contract on grounds of illness.

Article 174: The employer may terminate a contract — even if fixed-term or for specific work — if the worker is finally sentenced to a felony or a custodial sentence for an offense against honor or integrity, unless the court orders suspension of the sentence.

Article 175: The employer shall allow the worker to review their career path and wage components and shall, upon request and free of charge, provide a certificate specifying experience and professional competence during or upon termination of the contract.

Upon termination, the employer must provide a certificate stating the service start and end dates, type of work performed, and benefits received. Upon request, the certificate may include the wage and reason for termination, within fifteen days of the request. The employer shall also return all documents, certificates, tools deposited by the worker, and a release certificate, immediately upon request.

Chapter Two: Specialized Labor Courts

Article 176: Within the jurisdiction of each court of first instance, a court called the “Labor Court” shall be established. Specialized appellate chambers shall be established within each court of appeal to hear appeals against judgments of the Labor Court. The locations of the Labor Courts shall be designated by a decision of the Minister of Justice, who may, for necessary reasons or for area or labor density considerations, upon request from the presiding judge, designate additional locations within the jurisdiction of the subordinate summary courts.

Judges of the Labor Courts shall be drawn from first instance and appellate court judges, selected by a decision of the Supreme Judicial Council.

Article 177: The Labor Court referred to in Article (176) shall have exclusive jurisdiction over disputes arising from the application of laws and regulations governing all employment relations, as well as claims relating to workers’ insurance rights, their beneficiaries, workers’ trade union organizations and their structures, without prejudice to the State Council courts’ jurisdiction.

Article 178: Each chamber of the Labor Court shall be composed of three first-instance court judges, at least one of whom shall hold the rank of senior presiding judge (Category A). Each specialized appellate chamber shall be composed of three appellate court judges, at least one of whom shall hold the rank of presiding judge of the court of appeal.

Article 179: At the beginning of each judicial year, the General Assembly of the first-instance court shall designate a presiding judge (Category A) to provisionally rule, without prejudicing the merits, in urgent matters and time-sensitive issues, and to issue orders on petitions, interim orders, and payment orders, regardless of the value of the claim.

Article 180: Appeals against judgments and challenges to orders issued by the urgent matters judge shall be heard exclusively before the specialized labor courts.

Article 181: Labor court chambers shall have jurisdiction over offenses arising from the application of laws and regulations governing employment relations, workers’ insurance rights, their beneficiaries, and workers’ trade union organizations. Appeals shall lie before the specialized appellate chambers.

Article 182: Judgments of the specialized appellate chambers in offenses arising from the application of labor laws and regulations shall not be subject to cassation appeal, except where sentences of custodial penalties are imposed.

Article 183: The Labor Court shall adjudicate interim and substantive enforcement disputes in judgments and orders issued by it or under Article (179). Appeals shall lie before the specialized appellate chambers. Presiding judges of the Labor Court chambers shall issue enforcement-related orders; challenges to such orders shall be heard by the same court, without participation of the judge who issued the challenged order.

Article 184: A dedicated clerk’s office and a dedicated enforcement department shall be established within the jurisdiction of the Labor Court for judgments and orders issued by it or its appellate chambers. The presiding judge of the competent court of first instance shall issue a decision organizing their work.

Article 185: In every first-instance court and every other location where the Labor Court sits, a legal aid office shall be established to assist litigants in correctly initiating labor actions; all office services shall be optional and free of charge. The Minister of Justice shall issue a decision on these offices’ composition, locations, and requirements.

Article 186: One or more chambers at the Court of Cassation shall exclusively hear cassation appeals in Labor Court judgments. One or more chambers shall screen these appeals; if a chamber finds an appeal inadmissible under Article (263) of the Code of Civil and Commercial Procedure, it shall issue a reasoned order refusing it; if it finds the appeal worthy of consideration, it shall refer it to the competent chamber. The screening chambers shall be composed of three judges of at least vice-president rank.

In all cases, no challenge may be made against the screening chamber’s order.

By way of exception from Article (269/2) of the Code of Civil and Commercial Procedure, if the Court of Cassation annuls a judgment, it shall rule on the merits even if the appeal is for the first time.

Article 187: Appeals against labor court judgments shall be governed by applicable rules in the codes of criminal procedure, the conditions and procedures for cassation, civil and commercial procedure, and evidence in civil and commercial matters, as applicable, where no special provision exists in this Law.

Chapter Three: Collective Labor Relations

Section One: Social Dialogue

Article 188: A council called the “Higher Council for Social Consultation” shall be established at the competent ministry with public legal personality. It shall aim to enhance cooperation, consultation, and dialogue among the three labor parties on all labor issues, achieving balance and stability in individual and collective labor relations.

Article 189: The Higher Council shall in particular be competent for:

1. Formulating national policies for tripartite consultation and social dialogue and creating a work environment conducive to consultation, cooperation, and information exchange.
2. Expressing opinions on draft laws related to labor, social protection, workers’ trade union organizations, and labor relations.
3. Expressing opinions on international and Arab labor conventions prior to ratification and preparing gap analyses.
4. Proposing appropriate solutions to avoid collective labor disputes at the national level, especially in economic crises.
5. Taking appropriate measures to build trust between the parties.
6. Proposing means and procedures to support national and economic projects.
7. Preparing studies and research in labor economics, labor relations, vocational training, and national economic competitiveness.
8. Reviewing items discussed at the International Labour Conference and related bodies.
9. Consulting on draft periodic government reports on international labor conventions.
10. Expressing opinions on matters submitted to it by the competent ministry.

Article 190: The Council shall be formed by a decision of the Prime Minister under the chairmanship of the competent minister, comprising representatives of the relevant ministries and authorities and equal numbers of representatives of relevant employers’ and workers’ organizations nominated by their organizations, ensuring representation of all levels of trade union organizations and women’s representation of no less than one-third for each of the three parties unless impracticable.

Representatives of the National Council for Women, the National Council for Persons with Disabilities, the National Council for Childhood and Motherhood, and the National Human Rights Council shall attend Council meetings without a vote.

The Council may invite experts and specialists to attend sessions without a vote. The decision shall specify its working procedures and additional terms of reference.

Article 191: The Council’s term is four years from the day after the Prime Minister’s formation decision. It shall be reconstituted during the last sixty days before the end of its term. If a member’s position becomes vacant, the entity whose representative’s position became vacant shall nominate another representative to complete the term.

Article 192: The Council may establish provincial branches chaired by the labor directorate director, with equal representation of relevant workers’ and employers’ organizations, as well as representatives of relevant ministries and authorities. It may also form thematic committees. It may establish specialized units for research and studies.

The Council shall issue the financial and administrative regulations governing its branches, thematic committees, and specialized research units.

Article 193: The Council may accept gifts, grants, and donations after review by its Board and approval by at least two-thirds of its members, in accordance with applicable rules. The Council shall have a dedicated account within the unified treasury at the Central Bank and may open an account at a Central Bank-registered bank after the Minister of Finance’s approval; surplus assets shall carry over; assets shall be subject to the Central Audit Organization’s oversight.

Section Two: Collective Bargaining

Article 194: Collective bargaining shall be conducted freely and voluntarily within a framework of balance between the parties’ interests for the purpose of:

1. Improving terms, conditions, and employment arrangements.
2. Cooperation between the parties for the social development of the establishment’s workers.
3. Settling collective disputes between workers and employers.

Article 195: Collective bargaining may take place at the level of the establishment or its branches, the occupation, the industry, the regional level, or the national level.

Article 196: If a collective labor dispute arises, both parties must enter into collective bargaining to settle it amicably. Both parties must provide requested data, information, and documents related to the dispute and proceed with bargaining. If one party refuses to initiate bargaining, the other may request the competent administrative authority to initiate bargaining by inviting the relevant employers’ organization or workers’ trade union organization or workers’ delegate, as applicable, to intervene.

Article 197: If collective bargaining results in an agreement, the agreement shall be recorded in a collective labor agreement in accordance with the conditions and rules in this Law.

Article 198: Neither party to an employment relationship may, during bargaining, take measures or issue decisions relating to matters under negotiation, except in cases of necessity and urgency; any measure or decision in that case must be temporary.

Section Three: Collective Labor Agreements

Article 199: Without prejudice to the Law on Workers’ Trade Union Organizations and the Protection of the Right of Trade Union Organization, collective labor agreements shall be concluded for no more than three years, or for the period necessary to implement a specific project. If the duration exceeds three years in the latter case, the parties must negotiate to renew or amend its terms in light of new economic or social circumstances. Renewal shall follow the procedures of Article (202).

Article 200: Any provision in a collective labor agreement contrary to this Law or related laws is void. In case of conflict between an individual employment contract provision and a collective agreement provision, the provision more favorable to the worker shall apply.

Article 201: Collective labor agreements must be in writing in Arabic. A foreign language version may also be prepared; in case of conflict, the Arabic text prevails.

Article 202: Both parties to a collective labor agreement must pursue collective bargaining to renew it three months before its expiry. If the agreement expires without a renewal agreement, it shall be extended for three months and negotiations shall continue; if two months pass without an agreement, either party may refer the matter to the competent administrative authority for mediation procedures.

Article 203: A collective labor agreement is valid and binding upon the parties after signing. It must be deposited with the competent administrative authority for registration in a paper or electronic register within thirty days of signing. The authority may object to the agreement if any case in Article (200) applies, notifying both parties by registered mail with acknowledgment. If no objection is raised within this period, registration must proceed.

Article 204: If the authority refuses to register the agreement, either party may apply to the urgent matters judge of the competent labor court within thirty days of the objection notification. If the court orders registration, the authority must register the agreement.

Article 205: The employer must post the collective labor agreement prominently at the workplace, including its text, signatories, and deposit date.

Article 206: After registration, workers and their trade union organizations and employers and their organizations not party to the original agreement may join it upon agreement between the two parties wishing to join, without requiring the original parties’ consent, by signed application submitted to the competent administrative authority.

Article 207: The competent administrative authority shall annotate the relevant register margin with any renewal, accession, or amendment to the collective labor agreement within fifteen days of occurrence.

Article 208: Both parties shall implement the collective labor agreement in good faith and shall refrain from any act or measure that would impede its implementation.

Article 209: If exceptional unforeseeable circumstances arise making performance onerous for either party, both must pursue collective bargaining to discuss them and reach a balanced agreement. If no agreement is reached, the matter must be referred to the competent administrative authority for conciliation, mediation, or arbitration procedures.

Article 210: Each party and any interested worker or employer may request enforcement of any provision of the agreement or compensation for non-compliance. Trade union or employers’ organizations may not be held liable for compensation unless the act causing harm was committed by the organization’s board or legal representative.

Article 211: A workers’ or employers’ organization party to a collective agreement may bring on behalf of any of its members all actions arising from violations of the agreement. The member for whose benefit the action is brought may intervene therein and may also independently bring such action.

Article 212: Without prejudice to the right to litigation, disputes arising from collective agreements shall be subject to procedures agreed upon by the parties, taking into account the provisions of Chapter Three of this Book.

Section Four: Collective Labor Disputes

Sub-section One: General Provisions

Article 213: Without prejudice to the right to litigation, the provisions of this Section apply to all disputes relating to employment terms, conditions, or arrangements arising between one employer or a group of employers or their organizations and all or a group of workers or their organizations.

Article 214: If one month passes from the commencement of bargaining without agreement, either or both parties may resort to the competent administrative authority to initiate conciliation procedures.

Sub-section Two: Conciliation

Article 215: The competent administrative authority shall set a conciliation session within five days of receiving the application and notify both parties at least three days in advance. The competent minister shall issue a decision on conciliation procedures and rules.

Article 216: If the parties agree to settle amicably under this Sub-section, the agreement shall be recorded and signed in a collective labor agreement subject to this Law’s procedures, and shall be binding.

Article 217: Subject to the Law on Arbitration in Civil and Commercial Matters (Law No. 27 of 1994), if the dispute is not settled within twenty-one days of commencement of conciliation, either party may resort to the competent administrative authority to initiate referral to the Mediation and Arbitration Center in Article (218).

Sub-section Three: Mediation and Arbitration Center

Article 218: A center called the “Mediation and Arbitration Center” shall be established at the competent ministry with legal personality, reporting to the competent minister, comprising a Mediation Division and an Arbitration Division.

The Center shall have a CEO appointed and compensated by Prime Ministerial decision for three years renewable.

The Prime Minister shall issue a decision on the administrative and financial structure, working procedures, and fees for services (not exceeding fifty thousand pounds) and exemption cases. The Center shall comply with this Law, its implementing decisions and regulations, the basic litigation guarantees in the Code of Civil and Commercial Procedure, and — where no special provision exists — the Arbitration in Civil and Commercial Matters Law.

Article 219: The Mediation and Arbitration Center shall prepare a list of mediators and a list of arbitrators meeting the conditions in this Law. Each shall take the following oath before the Center’s president: “I swear by Almighty God to perform my duties with integrity, honesty, and truthfulness, and not to disclose any work secrets I come to know by virtue of my assignment.”

Article 220: By way of exception from Articles (221, 226), the Center may seek the assistance of members from judicial bodies and authorities with their respective councils’ approval.

Article 221: Conditions for listing as a mediator:

1. Hold a higher qualification.
2. Be of good character and reputation.
3. Not have been previously convicted of a felony or an offense against honor or integrity, unless civil rights are restored.
4. Not be an employee of the State’s administrative apparatus.
5. Not have been previously dismissed disciplinarily.
6. Complete initial mediation training at the Center.
7. Pass the Center’s test with no less than seventy percent.

Article 222: The parties shall select a listed mediator within seven days of filing the mediation request. If they fail to agree, the Center shall select a mediator within three days of expiry.

Article 223: The mediator’s task commences from referral and must be completed within one month. The mediator shall have full powers to examine the dispute, hear the parties, and review necessary documents.

Article 224: Either or both parties may request the Center to replace the mediator once within fifteen days. If the other party refuses, the Center must rule on the request within two days. If a new mediator is selected, the period runs from the date of assuming the task.

Article 225: The mediator shall endeavor to bring the parties’ views closer; if unsuccessful, the mediator shall present written recommendations. If both parties accept, the agreement shall be binding and recorded. If they reject the recommendations, the mediator shall propose arbitration; if both agree, the dispute shall be referred to the Arbitration Division. The mediator must within five days submit a report summarizing the dispute, documents, recommendations, and what was accepted and rejected.

Article 226: Conditions for listing as an arbitrator:

1. Hold a law degree from an Egyptian university or equivalent.
2. Be of good character and reputation.
3. Not have been previously convicted of a felony or an offense against honor or integrity, unless civil rights are restored.
4. Not be an employee of the State’s administrative apparatus.
5. Not have been previously dismissed disciplinarily.
6. Complete the Center’s initial arbitration training.
7. Pass the Center’s test with no less than seventy-five percent.

Article 227: The arbitral tribunal shall be formed by the parties’ agreement with one or more (odd number) arbitrators to hear the pending dispute, within fifteen days of referral. If the parties fail to agree, the Center shall select the arbitrators per its regulations.

Article 228: Both parties shall sign the arbitration submission agreement setting out the dispute, conditions, and procedures; where it is silent, the Arbitration in Civil and Commercial Matters Law applies.

Article 229: Arbitrators must consider applicable national legislation, ratified international conventions, principles of natural law, custom, and social justice consistent with the economic and social conditions of the establishment’s area. Awards shall be by majority if multiple arbitrators are involved.

Arbitrators must rule on the dispute within thirty days of referral. Arbitral awards shall be final and may be enforced after the competent labor court endorses them with the enforcement formula.

Article 230: One or more higher review chambers, each composed of five listed arbitrators, shall be constituted in the Arbitration Division to hear challenges to awards in Article (229).

If the arbitration clause or agreement provides for two-instance arbitration, the dispute shall be referred to that chamber within fifteen days of the first-instance award, which must rule within forty-five days of referral.

Section Five: Strikes and Lockouts

Article 231: Workers have the right to strike to press for occupational, economic, and social interests after exhausting friendly dispute settlement procedures in this Law. Strikes shall be declared and organized through the relevant workers’ trade union organization or the workers’ delegate within the controls and procedures prescribed in this Law.

Article 232: A strike announcement must include at least ten days’ advance notice to both the employer and the competent administrative authority by registered mail with acknowledgment, including the reasons for the strike and its timing.

Article 233: Workers are prohibited from calling for or announcing a strike with the intent of amending a collective labor agreement during its term.

Article 234: Strikes, calls for strikes, or announcements are prohibited at vital establishments providing essential services whose work stoppage would disrupt national security. Calls for or announcements of strikes are also prohibited in exceptional circumstances. The Prime Minister shall issue a decision specifying vital establishments and the essential services they provide.

Article 235: A strike shall result in the suspension of contractual obligations for the duration of the strike.

Article 236: An employer may, for economic necessity, close all or part of the establishment, reduce its size or activity in a manner that may temporarily or permanently affect its workforce, in the circumstances and under the conditions and procedures prescribed by this Law.

Article 237: In applying Article (236), the employer must apply to a committee formed for this purpose to close all or part of the establishment or reduce its size or activity. The application must include the justifications, circumstances, conditions, procedures, and the number and categories of workers to be made redundant.

The committee shall issue a reasoned decision within forty-five days of the application; if approved, the decision must specify the implementation date.

If the committee does not issue its decision within this period, this shall be deemed implicit approval.

Any interested party may challenge the committee’s decision before another committee formed for this purpose; acceptance of the challenge shall suspend execution of the original decision.

The Prime Minister shall issue a decision on the composition of both committees, their terms of reference, represented entities, procedures, and appeal deadlines and procedures, with both committees including a representative of the relevant workers’ trade union organization and a representative of the relevant employers’ organization.

Article 238: The employer shall notify workers and the relevant workers’ trade union organization of the application and of the decision approving total or partial closure, size or activity reduction. Execution shall begin on the date set by the committee.

Article 239: In partial closure or size/activity reduction, if the applicable collective labor agreement does not contain objective criteria for selecting workers to be made redundant, the employer must consult with the relevant workers’ trade union organization. Seniority, family burdens, age, and professional skills may be among the criteria considered. The competent minister, in consultation with workers’ and employers’ organizations, shall issue a decision on the objective criteria.

Article 240: The employer is prohibited from filing for total or partial closure, size or activity reduction while collective labor dispute settlement procedures are in progress, and from filing such a request due to or during a workers’ strike.

Article 241: Without prejudice to Article (238), where the employer has the right to terminate employment contracts for economic reasons, it may instead modify contract terms temporarily; in particular, assigning the worker to work not agreed upon even if different from the original work, and reducing the worker’s wage to not less than the minimum wage.

If the employer modifies contract terms under this article, the worker may terminate the contract without being bound by the notice period; such termination is deemed a legitimate termination by the employer.

In all cases, the worker is entitled to a gratuity equivalent to one month’s wage per year for the first five years of service and one and a half months’ wage per year thereafter.

BOOK FOUR: OCCUPATIONAL SAFETY, HEALTH, AND WORK ENVIRONMENT PROTECTION

Article 242: This Book organizes the provisions and controls for preventing accidents and health damage resulting from work or connected therewith, or occurring during or by reason of work, in order to limit the risks and their causes in the work environment.

Article 243: For the purposes of this Book, “establishment” means any enterprise or facility owned or managed by a person governed by public or private law.

Article 244: The provisions of this Book apply to all workplaces, establishments, and their branches regardless of type or affiliation, whether on land, sea, or air, including all water surfaces and means of transportation.

Article 245: Without prejudice to inspection and judicial police provisions, the competent minister may license compliance offices to verify compliance with occupational safety, health, and work environment protection requirements. The license decision shall specify the legal form, conditions and controls, employee qualifications, requirements, fee (not exceeding one hundred thousand pounds), and exemptions.

Article 246: Establishments shall provide occupational safety, health, and work environment protection means at workplaces, including protection from physical hazards: heat and cold stress; noise and vibrations; lighting intensity; harmful and dangerous radiation; atmospheric pressure changes; and explosion risks.

Article 247: Establishments shall take necessary precautions and measures to protect against engineering hazards (mechanical, electrical, construction, ergonomic), including risks from lifting, pulling, and transport equipment; construction, excavation, and collapse; electricity; and ergonomic mismatches.

Article 248: Establishments shall take means and methods to protect workers from biological hazards (bacteria, viruses, fungi, parasites, and other biological risks) where the nature of work exposes workers to such risks, including: care for sick persons; handling of animals and their products; management of medical waste; and sewage processing.

Article 249: Establishments shall provide protection from chemical hazards arising from handling solid, liquid, and gaseous chemicals, including: not exceeding permissible exposure limits; not exceeding threshold quantities for hazardous chemicals; taking precautions for handling, transporting, storing, and using hazardous chemicals; maintaining a register of hazardous chemicals; labeling all chemicals; training workers on handling hazardous chemicals; and observing exposure standards.

Article 250: Establishments shall protect against indirect hazards: first aid means, cleanliness, order, and arrangement at workplaces, and ensuring food handlers’ health certificates.

Article 251: Establishments shall take fire safety precautions as determined by the competent authority of the Ministry of Interior.

Article 252: Establishments shall provide protection from risks arising from work in confined spaces.

Article 253: Establishments shall conduct risk assessments for anticipated industrial and natural disasters and operational risks, prepare emergency plans, test their effectiveness, train workers, and correct them as necessary. Establishments may consult experts in occupational safety and health.

Establishments shall notify the competent administrative authority of emergency plans and any amendments, including storage or use of hazardous materials.

If a risk threatening workers’ lives is anticipated, workers may leave to a safe place within or outside the establishment without permission, notifying their immediate supervisor of any hazards; no disciplinary consequences shall arise. The establishment is obligated to ensure workers do not return to unsafe conditions until the hazard is eliminated.

If the establishment fails to implement the provisions of this article and this results in imminent danger, the competent administrative authority may order total or partial closure or suspension of equipment until the hazard is removed, with full wage entitlements for workers during closure. The authority may remove the hazard by direct enforcement at the establishment’s expense.

Article 254: Establishments shall provide a safe, non-hostile work environment, free of harassment, bullying, and violence. The competent minister shall issue a decision on code of conduct templates, complaint procedures, settlement methods, and required actions.

Article 255: The competent minister shall issue a decision on safety standards, limits, requirements, and necessary precautions for the risks in this Book, in coordination with the competent authorities.

Chapter Two: Inspection in Occupational Safety, Health, and Work Environment Protection

Article 256: The competent administrative authority shall:

1. Form a specialized apparatus called the “Occupational Safety, Health, and Work Environment Protection Inspection Apparatus,” comprising members with scientific and practical qualifications in human and veterinary medicine, pharmacy, engineering, science, environment, and waste management, to conduct periodic inspections.
2. Organize specialized training programs for inspection apparatus members and provide them with measurement equipment and all necessary resources.
3. Provide the inspection apparatus with measuring equipment and all necessary capabilities.

Inspection of establishments related to national security shall be conducted by the entity designated by a decision of the Prime Minister.

Article 257: Occupational safety and health inspection apparatus members shall, in performing their work:

1. Conduct medical and laboratory examinations on workers to verify the suitability of work conditions.
2. Take samples of materials used in industrial and other work processes that may harm workers’ health, for analysis.
3. Use equipment, devices, and cameras to analyze accident causes.
4. Review emergency plans and risk analyses.
5. Review technical and administrative reports on types and causes of serious accidents.
6. Review quantities of hazardous materials stored.

The competent administrative authority shall, based on the inspection apparatus’s report, order total or partial closure or suspension of equipment if there is imminent danger to the establishment, workers, or work environment, with full wage entitlements for workers during closure. The authority may remove the hazard by direct enforcement at the establishment’s expense. Closure or suspension orders are executed by administrative means.

Article 258: Occupational safety and health inspectors shall have the right to inspect establishments to verify compliance with occupational safety, health, and work environment protection requirements.

Chapter Three: Organization of Occupational Safety, Health, and Work Environment Protection Units at Establishments

Article 259: The competent minister shall issue decisions specifying establishments required to establish functional occupational safety and health units and the relevant committees.

These committees shall examine work conditions, causes of accidents, injuries, and other incidents, and set preventive rules. Their decisions shall be binding on the establishment and its branches.

Training shall cover the functional unit members, relevant committee members, and all management and production officials at all levels.

Article 260: Every establishment with thirty or more workers shall submit to the competent administrative authority a semi-annual statement with accurate data on ordinary and occupational diseases, serious accidents, and injuries, during the first half of July and January. Establishments shall notify the competent administrative authority of every serious accident within twenty-four hours and the competent minister shall issue decisions on applicable forms. All establishments shall electronically submit data and reports to the competent ministry’s platform.

Article 261: The competent ministry and the National Center for Occupational Safety, Health, and Work Environment Protection Studies shall conduct basic, advanced, specialized, and sector-specific training. The competent minister shall issue a decision on licensing rules, training systems, license duration, and fees (not exceeding fifty thousand pounds) and exemptions.

Article 262: Practicing expertise and consultation in occupational safety, health, and work environment protection requires a license from the competent ministry. The competent minister shall issue a decision on conditions, rules, procedures, duration, registration, fees (not exceeding fifty thousand pounds), and exemptions.

Chapter Four: Research and Studies Bodies

Article 263: The National Center for Occupational Safety, Health, and Work Environment Protection Studies, reorganized by Presidential Decision No. 333 of 2003, shall — in cooperation with the competent ministry — prepare central plans for research and studies in occupational safety, health, and work environment protection, based on statistical analysis of work injury data, and follow up implementation in coordination with the relevant ministry departments, pursuant to the rules and procedures issued by the competent minister.

Article 264: A council called the “Higher Council for Occupational Safety, Health, and Work Environment Protection” shall be established, chaired by the competent minister, with members from the relevant ministries and authorities, equal numbers of representatives of the most representative employers’ and workers’ organizations, and a number of experts. The Council shall formulate general policies and propose implementation measures. The Prime Minister shall issue a decision on its formation, terms of reference, and working procedures.

Article 265: A sub-committee of the Higher Council shall be formed within each province, chaired by the relevant governor, with members from the relevant ministries, authorities, workers’ and employers’ organizations, and experts. The competent minister shall issue a decision on its formation, terms of reference, and working procedures.

Chapter Five: Social and Health Services

Article 266: Without prejudice to the Social Insurance and Pensions Law, establishments shall conduct:

1. A pre-employment medical examination to verify the worker’s fitness and suitability for the assigned work.
2. A capabilities examination to verify physical, mental, and psychological fitness. These examinations shall be conducted in accordance with health insurance rules; the competent minister, in agreement with the health minister, shall issue a decision on fitness, health, and mental and psychological capability standards.

Article 267: Establishments shall:

1. Train workers in the proper practices of their occupation.
2. Inform workers of occupational risks before commencing work and require use of prescribed safety means, while providing appropriate personal protective equipment and training on its use.

The establishment may not charge the worker any expenses or deduct any amounts for providing necessary protection.

Article 268: Workers shall use safety means, maintain those in their custody, and comply with instructions to preserve their health and protect against work accidents. They shall not commit any act intended to prevent the implementation of instructions or misuse, alter, or damage safety means.

Article 269: Establishments shall:

1. Conduct daily periodic inspections in each work shift of workplaces, especially hazardous ones, and maintain a paper or electronic register.
2. Examine workers’ medical complaints and their relationship to work type.
3. Coordinate with the General Authority for Health Insurance for periodic medical examinations of all workers and end-of-service examinations.

Article 270: Establishments shall provide first aid means for workers.

If the establishment has more than fifty workers in one location or within a fifteen-kilometer radius, it shall employ one or more qualified nurses per work shift and designate a doctor, providing all necessary medications free of charge.

If treated at a government or charitable hospital, the establishment shall pay treatment, medication, and accommodation costs.

Article 271: Employers using workers in places not accessible by ordinary transportation must provide appropriate transportation at their own expense. Employers using workers in remote areas must provide appropriate nutrition and suitable housing, including some allocated to married workers, at their own expense. The competent minister, in agreement with the relevant ministers and workers’ and employers’ organizations, shall issue decisions specifying remote areas, housing requirements, food types and quantities. Cash substitutes for meals are prohibited.

Article 272: Establishments employing fifty or more workers shall provide the necessary social and cultural services for their workers in cooperation with the workers’ trade union organization, without charging workers any obligations. The competent minister, in consultation with workers’ and employers’ organizations, shall issue decisions specifying minimum services.

Article 273: The Social, Health, and Cultural Services Fund has legal personality and aims to provide services to raise the social, health, and cultural level of workers in public sector, public business sector, and private sector establishments.

The Prime Minister shall issue a decision on its Board of Directors, chaired by the competent minister with equal representation of trade union organizations and employers’ organizations, and representatives of the relevant ministries and authorities. Its basic statute, accounting system, and annual budget shall be organized accordingly.

Establishments with twenty or more workers shall pay an annual subscription of not less than eight and not more than sixteen pounds per worker to fund this, as determined by the competent minister. Establishments providing the services in Article 274 or a better benefit may deduct the value of those services or 70% of the due amount — whichever is less.

Article 274: The Fund shall provide:

1. Supporting medical expenses.
2. Supporting establishment libraries.
3. Holding or funding cultural seminars.
4. Supporting trade union organization election costs.
5. Preparing literacy programs with the competent authorities.
6. Supporting sports activities.
7. Holding competitions to develop workers’ technical, cultural, and sports skills.
8. Preparing recreational trips and summer programs.
9. Supporting trade union activities.
10. Participating in providing a safe work environment free of violence through awareness seminars and development projects.

The competent minister may, in agreement with the Fund’s Board, add other services within the same scope.

BOOK FIVE: LABOR INSPECTION AND PENALTIES

Chapter One: Labor Inspection and Judicial Police

Article 275: Workers implementing this Law and its implementing decisions, as specified by a decision of the Minister of Justice in agreement with the competent minister, shall have the status of judicial police officers for offenses committed in their jurisdiction and related to their functions.

Each shall take the following oath before the competent minister: “I swear by Almighty God to perform my duties with integrity, honesty, and truthfulness, and not to disclose any work secrets I come to know by virtue of my position.”

Article 276: Those with judicial police status shall carry an identity card and have the right to enter and inspect all workplaces to verify compliance with this Law and its implementing decisions, examine related records and papers, and request necessary documents and data from employers or their representatives.

The competent minister shall issue a decision on the rules, procedures, and remuneration for conducting nighttime inspections and inspections outside official working hours.

Article 277: Employers or their representatives shall facilitate the work of those assigned to monitor compliance and provide them with necessary documents and data.

Article 278: Employers or their representatives shall respond to attendance requests issued to them by those referred to in Article (275) at the times they specify.

Article 279: Relevant authorities, ministries, entities, and bodies shall assist those assigned to monitor compliance when requested during their performance of duties.

Chapter Two: Penalties

Article 280: Without prejudice to any heavier penalty in the Penal Code or any other law, the penalties in the following articles shall apply to the offenses referred to therein.

Article 281: Violation of Articles (4, 5) shall be punishable by a fine of not less than five thousand and not more than fifty thousand pounds. The fine shall be multiplied by the number of workers involved. The fine shall be doubled in case of recidivism.

Article 282: Violation of Articles (82/items 1 and 2), (273/fourth paragraph) shall be punishable by a fine of not less than one thousand and not more than ten thousand pounds, multiplied by the number of workers involved; doubled in case of recidivism. Violation of Article (21/item 1) shall be punishable by the same.

Article 283: Violation of Articles (37/first paragraph, 48/first paragraph, 153) shall be punishable by a fine of not less than two thousand and not more than ten thousand pounds; doubled in case of recidivism. Violation of Article 137 shall be punishable by the same.

Article 284: Violation of Article (26) shall be punishable by a fine of not less than one thousand and not more than ten thousand pounds, multiplied by the number of workers involved; doubled in case of recidivism.

Article 285: Violation of Article (23) shall be punishable by a fine of not less than twenty thousand and not more than one hundred thousand pounds. The court may on conviction order the establishment closed; doubled in case of recidivism.

Article 286: Violation of Article 7 of the Promulgation Articles and Articles (24, 25, 36, 46, 51, 52, 68) shall be punishable by a fine of not less than one thousand and not more than twenty thousand pounds, multiplied by the number of workers involved; doubled in case of recidivism. Violation of Articles (38, 122, 175) shall be punishable by the same.

Article 287: Violation of Articles (45, 104, 108) shall be punishable by a fine of not less than two thousand and not more than twenty thousand pounds, multiplied by the number of workers involved; doubled in case of recidivism.

Article 288: Violation of Articles (27, 53, 60, 117, 118, 119, 123, 124, 132, 135/second paragraph, 254/first paragraph) shall be punishable by a fine of not less than five hundred and not more than five thousand pounds, multiplied by the number of workers involved; doubled in case of recidivism. Violation of Articles (12, 29, 54, 55, 56, 57, 58, 59, 89, 90, 91, 92, 93, 94, 110, 111, 112, 113, 114, 115, 116, 120, 121, 125, 126, 128, 129, 131, 138/second paragraph, 156, 159, 162, 164, 173) shall be punishable by the same.

Article 289: Violation of Articles (63, 64, 66) shall be punishable by a fine of not less than two thousand and not more than ten thousand pounds; fines multiplied per worker; doubled and closure ordered (up to six months) in case of recidivism. Violation of Articles (62, 65) shall be punishable by the same.

Article 290: Violation of Articles (33, 37) shall be punishable by a fine of not less than five hundred and not more than one thousand pounds; doubled in case of recidivism. Violation of Articles (35, 205) shall be punishable by the same.

Article 291: Imprisonment and/or a fine of not less than twenty thousand and not more than one hundred thousand pounds shall be imposed for:

1. Conducting employment placement operations domestically or abroad by entities other than those in Article (40) without a license, or with a license obtained by false data.
2. Collecting amounts without legal basis from the worker’s wage or entitlements.
3. Providing false data on contracts for placing workers abroad, their wages, conditions, or fictitious employment contracts.

In all cases, the court shall order recovery of amounts improperly collected. The court may on conviction order the establishment closed; closure is mandatory for conviction under item (1).

Article 292: Violation of Article (42) shall be punishable by a fine of not less than five thousand and not more than one hundred thousand pounds; multiplied per worker; doubled in case of recidivism.

Article 293: Violation of Articles (70, 71, 72, 74) shall be punishable by a fine of not less than twenty thousand and not more than one hundred thousand pounds; multiplied per worker; doubled in case of recidivism.

Article 294: Violation of Articles (140, 141, 142, 143, 144, 145, 151/second paragraph, 152, 198) shall be punishable by a fine of not less than one thousand and not more than twenty thousand pounds; doubled in case of recidivism.

Article 295: Violation of Articles (236, 237, 239) shall be punishable by a fine of not less than three thousand and not more than ten thousand pounds; multiplied per worker; doubled in case of recidivism. Violation of Articles (169, 170, 172, 238, 242, 241/third paragraph) shall be punishable by the same.

Article 296: Violation of Articles (245, 254, 255, 259, 260, 261, 262, 266, 270, 271, 272) shall be punishable by a fine of not less than five thousand and not more than one hundred thousand pounds; doubled in case of recidivism. Violation of Articles (246, 247, 248, 249, 250, 251, 252, 253, 267, 268, 269) shall be punishable by the same.

Article 297: Violation of Articles (277, 278) shall be punishable by a fine of not less than five thousand and not more than twenty thousand pounds; doubled in case of recidivism.

Article 298: The person actually in charge of management of a legal person shall be subject to the same penalties prescribed for violations of this Law if knowledge thereof is established and their failure to fulfill management duties contributed to the commission of the offense. The legal person shall be jointly and severally liable for the payment of adjudicated financial penalties and compensation.

— END OF LAW NO. 14 OF 2025 —

Translation prepared from original Arabic text published in the Official Gazette, Issue No. 18 (Supplement), 03/05/2025