Workplace Discrimination and Harassment Under Egypt's 2025 Labour Law
For many expats, concerns about fair treatment in the workplace are paramount. Labour Law No. 14 of 2025 directly addresses these concerns through two powerful provisions — Articles 17 and 18 — that together create a comprehensive anti-discrimination and anti-harassment framework applicable to all workers, including foreign nationals.
The Prohibition on Forced Labour, Harassment, and Violence
Article 17 establishes absolute prohibitions that apply in every Egyptian workplace covered by the law:
Forced and Compulsory Labour
Forced or compulsory labour is entirely prohibited. No employer may compel a worker to perform work against their will through threats, penalties, or withheld rights. This prohibition aligns Egypt with its international obligations under ILO conventions.
Harassment and Bullying
The 2025 law goes further than its predecessor by explicitly naming:
- التحرش (Harassment): Including sexual harassment and any unwanted conduct of a personal nature
- التنمر (Bullying): Repeated unreasonable behaviour directed at a worker that creates a risk to health and safety
- العنف اللفظى (Verbal violence): Shouting, insults, threats, and demeaning language
- العنف الجسدى (Physical violence): Any physical assault or unwanted contact
- العنف النفسى (Psychological violence): Intimidation, humiliation, and emotional manipulation
All of these are explicitly prohibited and must be addressed through the establishment's disciplinary regulations.
Disciplinary Sanctions Must Be in Writing
Every establishment covered by the law must include specific sanctions for harassment, bullying, and violence in its internal work and disciplinary regulations. As an expat employee, you have the right to:
- Request a copy of your employer's disciplinary regulations
- Know what sanctions apply if someone harasses or bullies you
- Expect those sanctions to be enforced
The Comprehensive Anti-Discrimination Provision
Article 18 is the cornerstone of Egypt's workplace equality framework under the 2025 law. It prohibits any act, conduct, or procedure that causes discrimination between persons in:
Protected Areas
| Area | What Is Covered | |------|----------------| | Training | Access to vocational and professional training opportunities | | Recruitment | Job advertisements, hiring processes, and selection criteria | | Job occupation | Assignment to roles and positions | | Conditions of work | Hours, location, duties, and working environment | | Circumstances of work | Day-to-day treatment in the workplace | | Rights and obligations | All entitlements and duties arising from the employment contract |
Protected Characteristics
Discrimination is prohibited on the basis of:
- الدين (Religion) — including your denomination or lack of religious belief
- العقيدة (Belief or creed)
- الجنس (Sex/Gender) — including gender identity
- الأصل (Origin) — national or ethnic origin, directly relevant to expats
- العرق (Race)
- اللون (Colour)
- اللغة (Language) — protecting non-Arabic speakers in the workplace
- الإعاقة (Disability)
- المستوى الاجتماعى (Social status)
- الانتماء السياسى (Political affiliation)
For expats, the inclusion of origin, race, colour, and language as protected characteristics is especially significant. It means that being treated less favourably because you are a foreigner, or because you do not speak Arabic fluently, is potentially unlawful under this framework.
What Discrimination Looks Like in Practice
Under Article 18, the following scenarios could constitute prohibited discrimination:
- Advertising a role with nationality or language requirements that are not genuinely necessary for the job
- Refusing training to a worker because of their religion or national origin
- Paying a foreign worker less than an equivalent Egyptian colleague for the same work, where the difference is not justified by objective criteria
- Assigning worse working conditions to workers of a particular race or colour
- Subjecting an employee to stricter discipline because of their political affiliation or disability
How to Respond If You Experience Discrimination or Harassment
Step 1: Internal Complaint
Your first recourse should be your employer's internal disciplinary and complaints procedure. Article 17 requires establishments to have documented sanctions — use these:
- File a written complaint with your HR department or direct manager's superior
- Keep copies of all correspondence
- Document incidents with dates, times, witnesses, and descriptions
Step 2: Ministry of Labour Complaint
If the internal process fails or is unavailable, you can submit a complaint to the Ministry of Labour and its regional directorates. The Ministry has inspection powers and can investigate workplace violations.
Step 3: Specialised Labour Courts
From October 2025, disputes under this law will be heard by specialised labour courts. Under Article 20, workers bringing claims under the Labour Law:
- Pay no court fees or judicial expenses at any stage
- May receive an immediately enforceable judgment without a bond
- Are protected from frivolous cost awards unless the claim is clearly abusive
Step 4: Seek Legal Representation
Consider consulting a lawyer who specialises in Egyptian labour law. Given that claims are fee-exempt, the financial barrier to litigation is low, and a lawyer can help you build a strong evidentiary case.
Void Agreements and Settlements
Under Article 19, any agreement that waives your right to pursue a discrimination or harassment claim:
- During your employment is void
- Within three months after your contract ends is also void
This means an employer cannot pressure you into signing away your rights as a condition of leaving the company.
Special Protections: Persons with Disabilities
The law specifically includes disability as a protected characteristic under Article 18. Additionally, Article 29 identifies persons with disabilities (الأشخاص ذوو الإعاقة) as a priority group for training access. If you are a disabled expat worker, you have the same rights as all other workers and additionally may be entitled to preferential access to vocational training programmes.
Practical Advice for Expat Workers
- Document everything: Keep a private log of discriminatory incidents, including exact words used, dates, and any witnesses
- Request your employer's disciplinary regulations in writing and review the harassment sanctions
- Do not sign any settlement releasing your discrimination claims within three months of leaving employment without legal advice
- Learn the complaints process at your workplace before you need it — knowing the procedure helps you act quickly
- Contact the Ministry of Labour if internal complaints are ignored or lead to retaliation
- Retaliation for complaining about discrimination may itself constitute a violation — document any adverse treatment following a complaint
The Broader Significance for Expats
The 2025 Labour Law represents a meaningful step forward in Egypt's workplace equality framework. The explicit naming of language and origin as protected characteristics signals that foreign workers have genuine legal standing to challenge discriminatory treatment. Combined with fee-free litigation and specialised court access, the new law provides expats with more practical tools to enforce their rights than ever before.