Egypt’s Labour Law No. 14 of 2025 replaces Law No. 12 of 2003 and Law No. 125 of 2010, and applies from 1 September 2025. The new law changes provisions that affect companies directly: maternity leave, resignation, notice, employment contracts and the periodic raise. It also introduces new work patterns, and the Minister of Labour has issued implementing decisions.
Main differences between the old and new law
The table below sets out the main rules both laws address, with the matching article in each.
| Topic | Law No. 12 of 2003 | Law No. 14 of 2025 |
|---|---|---|
| Maternity leave | 90 days with pay, up to twice during the whole service, after 10 months of service (Art. 91) | Four months before and after delivery, at least 45 days after it, up to three times during the whole service (Art. 54) |
| Child-care leave (unpaid) | Up to two years, twice, in establishments with 50 or more workers (Art. 94) | Up to two years, up to three times, after one year in the establishment and with at least two years between the first and second leave (Art. 57) |
| Casual leave | 6 days, at most 2 days at a time, deducted from annual leave (Art. 51) | Up to 7 days a year, at most 2 days at a time (Art. 128) |
| Annual leave | 21 days after a full year; 30 days after 10 years or for workers over 50; plus 7 days for hazardous or remote work (Art. 47) | 15 days in the first year; 21 days afterwards; 30 days after 10 years or for workers over 50; 45 days for persons with disabilities; plus 7 days for hazardous or remote work (Art. 124) |
| Terminating an indefinite-term contract | Written notice from the party that ends the contract, with no fixed period in the text; an employer that ends it without notice pays wages for the notice period (Arts. 110 and 118) | Written notice three months before termination, by either party (Art. 156) |
| Termination without a lawful reason | Compensation of not less than two months of wages for each year of service (Art. 122) | Compensation of not less than two months of wages for each year of service, with listed grounds that cannot justify dismissal, such as union activity, complaints and pregnancy (Art. 165) |
| Resignation | Valid if in writing; the worker may withdraw it in writing within one week of being told it was accepted (Art. 119) | A written, signed resignation approved by the administrative authority; it is deemed accepted if the employer does not decide within 10 days; the worker may withdraw within 10 days of being told it was accepted (Art. 167) |
| Unjustified absence | Gross misconduct that allows dismissal where absence exceeds 20 intermittent days in a year or 10 consecutive days, after a written warning (Art. 69) | The worker is deemed to have resigned under the same thresholds, after a warning (Art. 166) |
| Employment contract | Written in Arabic in three copies: employer, worker and the social insurance office (Art. 32) | Written in Arabic in four copies; the fourth is deposited with the competent administrative authority (Art. 89) |
| Fixed-term contract longer than 5 years | The worker may end it after 5 years without compensation on three months’ notice (Art. 104) | Same rule, plus a gratuity of one month of wages per year of service when the employer ends a fixed-term contract (Art. 154) |
| Periodic raise | The text sets a minimum of not less than 7% of basic wage (Art. 34) | Not less than 3% of the insurable wage after one year from hiring or from the last raise (Art. 12) |
| Proof of receiving wages | Worker’s signature in the register or payroll (Art. 45) | Worker’s signature, or completing a transfer of the wage to the worker’s bank account (Art. 115) |
What the new law introduces
Beyond the points compared above, the new law provides for the following:
- Paternity leave: a paid emergency day on the birth of a child that does not count against annual leave, up to three times during the service (Art. 128).
- Study leave: paid leave for the days of actual exams, on ten days’ notice and proof of attendance (Art. 126).
- Pregnant workers: at least one hour less per day from the sixth month, and no overtime during pregnancy and for six months after delivery (Art. 54).
- New work patterns: remote work, part-time work, flexible work and job sharing, under a written paper or electronic contract, with the usual rights such as social insurance and the minimum wage (Arts. 96 to 99).
- Worker file: a paper or electronic file for each worker, kept for at least five years after the employment ends (Art. 92).
- Workplace conduct: harassment, bullying and verbal, physical and psychological violence are prohibited (Art. 4), and establishments must provide a safe workplace (Art. 254).
- Proof of employment: without a written contract, both the worker and the employer may prove the employment relationship by any means (Art. 89).
Ministerial decisions that affect companies
The Minister of Labour has issued implementing decisions since the law, including:
- Decision No. 270 of 2025: new establishments send the labour directorate a detailed statement of their workers (qualification, occupation, age group, nationality, gender and wage) within 30 days of starting work, and further data each January.
- Decision No. 271 of 2025: establishments that employ persons with disabilities or dwarfism keep a register of their names and send the labour directorate, in January and July each year, the total number of workers and the number, jobs and wages of workers with disabilities.
- Decision No. 214 of 2025: the fourth copy of the employment contract is deposited with the labour directorate on paper or electronically, on the conditions in the decision.
- Decision No. 279 of 2025: a foreigner may not work without a licence, and foreign workers may not exceed 10% of the Egyptian workers in the establishment, with exceptions that include free zones (Art. 9).
- Decision No. 294 of 2025: lists the official holidays that are paid in full and do not count against annual leave.
- Decision No. 291 of 2025: overtime requires notifying the labour directorate within seven days and pays at least 35% more for a daytime hour and 70% more for a night hour.
- Decision No. 301 of 2025: criteria for selecting workers to let go on a partial closure or downsizing, including at least seven working days of consultation with the union and regard to seniority and skills.
- Decision No. 48 of 2026: an employer with 100 or more women workers in one place sets up a nursery or contracts with one for the children of women workers under four.
- Decision No. 162 of 2026: the general rules for work regulations. Read our explanation of Decision No. 162 of 2026 (Arabic).
What should your company do now?
- Review employment contracts so they are in Arabic in four copies, and deposit the fourth copy as Decision No. 214 of 2025 requires (Art. 89).
- Send workforce data to the labour directorate on time (Decisions No. 270 and 271 of 2025).
- Keep a file for each worker for five years after the employment ends (Art. 92).
- Review leave, resignation and termination policies against the new articles.
- Review your work regulations against Decision No. 162 of 2026.
- Set rules against harassment and bullying, and a channel for worker complaints (Arts. 4 and 254).
Frequently asked questions
When did the new Labour Law take effect?
Law No. 14 of 2025 applies from 1 September 2025. It applies to the specialised labour courts from 1 October 2025 (Arts. 12 and 13 of the issuing articles).
Was Law No. 12 of 2003 repealed?
Yes. The new law repeals Law No. 12 of 2003 and Law No. 125 of 2010 (Art. 12 of the issuing articles).
How long is maternity leave under the new law?
Four months before and after delivery, with at least 45 days after it, up to three times during the whole service (Art. 54). It was 90 days, twice, under the old law (Art. 91).
What is the notice period to end an indefinite-term contract?
Three months for either party (Art. 156). The old law did not set a fixed notice period in the provisions we reviewed (Arts. 110 and 118).
Must an employment contract be in Arabic?
Yes. It must be written in Arabic in four copies (Art. 89). A foreign worker who does not speak Arabic may have the contract written in Arabic and the worker’s language; the Arabic version prevails in case of a difference.
When does absence count as resignation?
When a worker is absent without a lawful reason for more than 20 intermittent days in a year or more than 10 consecutive days, after a registered warning letter (Art. 166).
May wages be paid by bank transfer?
Yes. The employer is discharged once the wage is transferred to the worker’s bank account, and the worker receives a statement of wage items (Art. 115).
How does ItQan help companies?
ItQan – Advocates & Legal Consultants advises companies in Egypt on labour law and HR matters, including reviewing employment contracts, work regulations and leave and termination policies against Law No. 14 of 2025 and the decisions issued under it.
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Or email us at Info@itqanlaw.com
