Work Regulation Review & Update
Full Compliance with Ministerial Decision No. 162 of 2026
Ministerial Decision No. 162 of 2026 introduced more detailed rules for preparing the work regulation (لائحة تنظيم العمل), and it is now mandatory for every establishment employing ten workers or more to make sure its current work regulation complies with it — whether it already has an older regulation approved under the previous law, or has not prepared one yet. ItQan’s team helps your company carefully review its current position, identify gaps, and prepare or update the work regulation to comply with the new rules.
- Policies addressing harassment, bullying and violence in the workplace, and mechanisms for handling complaints.
- A ban on forced labour and confiscation, and on withholding employees’ personal documents.
- Disciplinary investigation procedures and timeframes (starting within 7 days, and not exceeding 3 months as a general rule).
- Regulation of new work patterns — flexible work and remote work.
- Rules on promotion, transfer and secondment, wage protection, and working hours and leave.
- A ban on discrimination between employees and a commitment to equal opportunity.
Our Review Process
- A quick initial review of the current work regulation (or an assessment of your position if no approved regulation exists yet).
- Identifying the gaps between the current regulation and Labour Law No. 14 of 2025 and Decision No. 162 of 2026.
- Preparing a clear gap report with the required amendments, prioritized by importance.
- Drafting or updating the regulation, and following up on its submission and approval with the competent Labour Directorate.
Why ItQan?
- A legal team specialized in Egyptian labour law, with direct experience drafting and obtaining approval for work regulations.
- A practical, clear, priority-based review — not a generic list of theoretical remarks.
- Full follow-up on the approval procedures until the regulation takes effect, not just document delivery.
Quick Checklist: Is Your Work Regulation Ready?
- Do you have a clear policy addressing harassment, bullying and violence in the workplace, with a formal mechanism for receiving and investigating complaints?
- Does the regulation expressly prohibit forced labour and confiscation, and prohibit withholding employees’ personal documents?
- Are disciplinary investigation procedures bound by clear timeframes (starting within 7 days, not exceeding 3 months as a general rule)?
- Have you regulated new work patterns such as flexible work and remote work, if your company actually applies them?
- Are the rules on promotion, transfer and secondment documented, clear, and applied to everyone under the same standards?
- Is your wage protection policy (payment dates, permitted deductions) compliant with the law?
- Are working hours, the weekly rest day, and leave (annual, sick, maternity) explained in detail?
- Does the regulation prohibit any discrimination between employees in pay, promotion, or opportunities?
- Has the regulation been formally approved by the competent Labour Directorate, or is it still pending approval?
- Do you have a signed acknowledgment from every employee confirming they received and reviewed the updated regulation?
If you’d like an organized copy of this checklist to review with your HR team, message us on WhatsApp and we’ll send it to you: Get the Full Checklist on WhatsApp
Or email us at: Info@itqanlaw.com
Frequently Asked Questions
Must every company in Egypt prepare a work regulation?
The obligation to prepare a work regulation applies to any employer using ten workers or more.
Must an old work regulation be cancelled immediately?
The Decision does not include a general transitional period requiring all companies to cancel their existing regulations simply because it was issued, but reviewing whether it complies with the new law remains an important step that is advisable to take right away.
How long does the review and approval process usually take?
This varies depending on the size of the establishment and whether a prior regulation exists; we set a clear timeline immediately after the initial review.
