What Is Egypt's Labour Law No. 14 of 2025?
Egypt's Labour Law No. 14 of 2025 is the country's primary legislation governing employment relationships. It was signed into law on 3 May 2025 and came into effect 90 days after publication. The law explicitly applies to foreign workers employed inside Egypt, making it directly relevant to every expat holding a job in the country.
The new law repeals the old Labour Law No. 12 of 2003 and Law No. 125 of 2010 on worker privilege rights, replacing them with a modernised framework designed to align Egyptian labour standards with international norms.
Who the Law Covers — and Who It Doesn't
The law applies broadly to:
- All employees working under an employer's management or supervision for remuneration
- Trainees and apprentices working in exchange for pay while learning a trade or craft
- Foreign nationals employed in Egypt, where no special contractual provision exists
Certain categories are excluded from full coverage under the law, including some government employees and specific regulated sectors. If you work in a specialised sector, always check whether a sector-specific law overrides general labour provisions.
Key Definitions You Need to Know
Under Article 14 of the law, several important terms are formally defined:
- Worker (العامل): Any natural person who works for remuneration under the management or supervision of an employer
- Trainee (المتدرج): A person who joins an employer to learn a profession, trade, or craft in exchange for pay
- Employer (صاحب العمل): Any natural or legal person who employs a worker or trainee
For time calculations, Article 15 specifies that a year equals 365 days and a month equals 30 days, unless otherwise agreed in writing.
Your Rights Cannot Be Waived
One of the most important protections for expat workers is found in Article 19, which states that any clause or agreement that reduces the rights granted by this law is null and void — even if you signed it before the law came into force.
This means:
- Employers cannot contract you out of your statutory entitlements
- Any waiver of rights that occurred during an employment contract or within three months of its termination is invalid
- If your contract or a collective agreement offers better terms than the law, those better terms remain enforceable
Practical tip: Always read your employment contract carefully. Even if a clause appears valid on paper, it may be legally unenforceable if it reduces your statutory rights.
Annual Salary Increments
Under Article 25, workers covered by the law are entitled to an annual periodic increment of at least 3% of their insured wage (الأجر التأميني). This increment becomes due one year after the date of appointment or after the previous increment was paid.
If your employer faces documented economic difficulties, they may apply for a temporary deferral through the relevant administrative authority — but this does not eliminate the entitlement, it merely postpones it.
Protection Against Discrimination and Workplace Harassment
Article 18 introduces an explicit prohibition on discrimination in:
- Training and job advertisements
- Hiring and job placement
- Terms, conditions, and circumstances of employment
- Rights and obligations arising from an employment contract
Discrimination based on religion, belief, gender, origin, race, colour, language, disability, social status, or political affiliation is prohibited.
Article 17 further bans:
- Forced or compulsory labour
- Harassment or bullying
- Any verbal, physical, or psychological violence against a worker
Employers are required to specify disciplinary sanctions for these violations in their internal workplace regulations.
What Happens If Your Employer Closes or Goes Bankrupt
Expat workers sometimes worry about what happens to their entitlements if their employer closes. Article 22 provides reassurance: the dissolution, liquidation, closure, or bankruptcy of a business does not extinguish the employer's obligations to workers.
Any court order or decision authorising closure must set a deadline for settling workers' dues, and the competent administrative authority actively monitors compliance.
Priority Status of Worker Wages
Article 21 grants wages and worker-related amounts a privileged lien (امتياز) over all the employer's assets — both movable and immovable property. This means worker payments take priority over court costs, government debts, preservation expenses, and most other creditors.
Social insurance contributions are treated as part of this privileged debt, offering an additional layer of financial protection.
Taking Legal Action: Practical Points for Expats
- Court fees are waived for workers, trainees, and industrial apprentices bringing claims under this law (Article 20)
- Courts may order immediate enforcement of judgments without requiring a guarantee
- Disputes now fall under the jurisdiction of specialised labour courts, which will be operational from October 2025 onwards
- Existing cases will be automatically transferred to these courts
Next Steps for Expat Workers
- Review your employment contract to ensure it aligns with the 2025 law
- Document all communications with your employer regarding pay, conditions, and any workplace incidents
- Consult a licensed Egyptian labour lawyer if you believe your rights have been violated
- Register with your country's embassy in Cairo for additional consular support if needed