Do I Get Paid in Probation Period Under Egyptian Law?

If you're starting a new job in Egypt and your contract mentions a probation period, you're probably wondering whether that first stretch comes with a paycheck or not. Short answer: yes. Here's what the Labour Law actually says, and the places where employers try to get cute.

Quick answer

Yes, you get paid in probation period. Under Egyptian Labour Law No. 12 of 2003, probation is a normal part of your employment contract — not a trial internship, not an unpaid audition. Your employer must pay you the full agreed wage from day one, apply the same working hours, and respect the same leave and social insurance rules as any permanent employee. The only real difference during probation is that either side can terminate without the usual notice or compensation. Pay itself is not optional.^[1][2]

What the Labour Law actually says

Article 33 of Law No. 12 of 2003 allows employers to put you on probation for a maximum of three months, and only once for the same employer in the same job. That's the entire concession the law gives to employers — a shortened termination window.

Everything else about the employment relationship stays normal. That includes the wage set out in your contract, which must be paid on the agreed schedule under Articles 34 to 42. It also includes registration with the National Organisation for Social Insurance (NOSI) and payment of social insurance contributions from your first day, under Social Insurance Law No. 148 of 2019.^[1][3]

So if your offer letter says EGP 15,000 per month and the contract puts you on a 3-month probation, you get EGP 15,000 for each of those three months. Not half. Not "once you pass." Full wage.

If the employer refuses, you can file a complaint with the local Manpower Directorate (Mudiriyyat al-Quwa al-'Amila) under the Ministry of Labour, and ultimately with the Labour Court, which hears wage disputes without court fees for the employee under Article 70.

What employers try (and why it's not legal)

A few common moves worth knowing about:

"Training period" relabeling. Some employers call the first month or two a "training period" and pay nothing or a token stipend. Unless you're a genuine apprentice registered under the apprenticeship chapter of the Labour Law (Articles 139–147), this is just probation with a different name — and the wage obligation stands.

Delayed first salary. You're told you'll be paid "after confirmation." Not permitted. Wages for monthly-paid employees must be paid at least once a month under Article 36.

Reduced probation wage. The contract lists one figure "after probation" and a lower figure during. This is legal only if you actually agreed to it in writing before starting, and the lower figure is at or above the national minimum wage (EGP 7,000 per month in the private sector as of the Supreme Council for Wages decision effective 1 March 2025).^[4] Honestly, most people get this wrong — they assume any written figure binds them, but anything below minimum wage is void regardless of what you signed.

No social insurance "until you pass." Illegal. NOSI registration is due from the start date, and the employer owes back contributions plus penalties if they skip it.^[3]

What's different during probation vs. after

The real differences are narrow:

• Termination: During probation, either you or the employer can end the contract without the notice period required by Article 111 (usually two months for employees with less than ten years' service) and without end-of-service compensation tied to length of service. After probation, those protections kick in.
• End-of-service gratuity: The probation months do count toward your total service once you're confirmed — they don't reset the clock.
• Annual leave accrual: You accrue leave from day one, but the statutory 21-day annual leave entitlement under Article 47 requires six months of continuous service before you can actually take it.

Wages, overtime pay, weekly rest, public holiday pay, and social insurance — all of these apply from your first paid day.

If you've already been shorted

Three practical steps if your probation wage didn't land:

1. Written demand first. Email HR with the dates and amounts owed. Keep the trail.
2. File with the Manpower Directorate in the governorate where you work. They mediate wage complaints and often resolve them within a few weeks without going to court.
3. Labour Court if needed. Wage claims are exempt from court fees for employees, and the limitation period for wage claims is one year from the date each wage became due under Article 698 of the Civil Code — so don't sit on it.

You can also check the broader employment law answers for related issues like notice periods and end-of-service.

Watch out: A signed contract that says "unpaid probation" or "stipend only" doesn't make it legal. Article 5 of Law No. 12 of 2003 voids any clause that reduces rights the law grants to the worker. The clause falls; the job and the wage obligation remain.