- Preamble
- In the Name of the People
- The President of the Republic
The House of Representatives has enacted the following law, which we hereby
issue:
- Article 1 – Promulgation:
The provisions of this law and the accompanying law shall govern employment matters.
They shall also apply, in the absence of specific provisions in individual employment contracts or collective labor agreements, to foreign workers within the Arab Republic of Egypt.
Unless otherwise specifically provided, the provisions of this law and the accompanying law shall not apply to the following categories:
• Employees of government bodies, including local administration units and public authorities.
• Domestic workers and those in similar categories.
- Article 2 – Promulgation:
The Training and Qualification Fund, established under Labor Law No. 12 of 2003, shall retain its legal public personality, report to the Minister responsible for labor affairs, and exercise its powers as regulated by the accompanying law.
All ongoing legal disputes—whether registered or pending before courts of all degrees— between
the Training and Qualification Fund and establishments subject to the provisions of the accompanying law, relating to the collection of the 1% contribution to the Fund, shall be considered terminated if not definitively adjudicated prior to the entry into force of this law, and no claims shall be made for unpaid amounts—unless the establishment explicitly requests continuation of the dispute within six months from the effective date of this law.
In all cases, the termination of the dispute shall not entitle establishments that have paid this percentage to recover any amounts previously paid.
- Article 3 – Promulgation:
The Social, Health, and Cultural Services Fund, established under the aforementioned labor law, shall continue to exist and report to the Minister responsible for labor affairs, exercising its powers as regulated by the law.
The National Council for Wages shall also continue to operate and shall be formed and exercise its functions as detailed in the accompanying law.
- Article 4 – Promulgation:
The provisions of this law and the accompanying law shall not affect workers’ rights previously acquired in terms of wages or benefits derived from prior laws, regulations, systems, agreements, or internal decisions.
Provisions of special legislation concerning specific categories of workers shall remain in force until collective agreements are concluded and come into effect in accordance with the accompanying law.
The benefits stipulated in those legislations shall be considered the minimum baseline for negotiation.
- Article 5 – Promulgation:
The provisions of this law and the accompanying law shall not affect the provisions of the Law on the Facilitation of Licensing Procedures for Industrial Establishments, issued under Law No. 15 of 2017.
- Article 6 – Promulgation:
Employers may hire workers without requiring them to obtain the professional or trade license referenced in Article (27) of the accompanying law, provided they regularize their status within no more than three years from the date of issuance of the regulatory decisions governing the licensing procedures.
As an exception, the Prime Minister may, upon the recommendation of the Minister responsible for labor affairs, extend the grace period for similar periods not exceeding a total of three years.
In all cases, workers employed by an employer for more than one year prior to the enactment of the accompanying law shall be exempt from obtaining such licenses.
Entities subject to the provisions of Articles (22) and (41) of the accompanying law must also regularize their status in accordance with the law within one year of its effective date.
The Prime Minister may extend this period for one or more terms not exceeding a total of two years upon the recommendation of the Minister responsible for labor affairs.
- Article 7 – Promulgation:
All monetary and in-kind assets, rights, obligations, and resources related to the social and health care accounts for irregular labor, established within the Ministry of Labor and its provincial directorates, shall be transferred to the Emergency Aid and Social and Health Services Fund for irregular labor established pursuant to the provisions of the accompanying law.
- Article 8 – Promulgation:
Establishments subject to the provisions of this law and the accompanying law shall submit to the Ministry responsible for labor affairs, within thirty days from the effective date, a detailed report including the number of workers categorized by qualifications, occupations, age groups, nationalities, gender, and the wages they receive.
- Article 9 – Promulgation:
Without prejudice to Article 13 of this law, courts shall, on their own initiative, refer any pending disputes and lawsuits—now under the jurisdiction of the specialized labor courts according to the provisions of the accompanying law—to such courts in their current status, without any fees.
In the event of the absence of any party, the clerk’s office shall notify them of the referral decision and summon them to attend the hearing before the designated labor court.
The first paragraph of this Article shall not apply to cases already adjudicated or reserved for judgment prior to the effective date of this law; such cases shall continue to be considered by the original courts, and any judgments rendered shall remain subject to the appeal procedures in force at the time of their issuance.
- Article 10 – Promulgation:
The Court of Cassation and Courts of Appeal shall continue to hear appeals of judgments rendered in disputes and lawsuits referred to in Article 9 of this law, if such appeals were filed prior to the effective date of the specialized labor court system, as stipulated in Article 13 of this law.
- Article 11 – Promulgation:
The Minister responsible for labor affairs shall issue the executive regulations and decisions necessary for implementing the provisions of this law and the accompanying law within a period not exceeding ninety days from its effective date. Until such regulations are issued, current regulations shall remain in effect, provided they do not conflict with the provisions of this law and the accompanying law.
The Minister of Justice shall also issue the decisions necessary to implement the provisions of the accompanying law concerning the specialized labor courts.
- Article 12 – Promulgation:
Law No. 12 of 2003 issuing the Labor Law, and Law No. 125 of 2010 concerning the preferential ranking of workers' rights, are hereby repealed, along with any provision that contradicts the provisions of this law and the accompanying law.
- Article 13 – Promulgation:
This law shall be published in the Official Gazette and shall come into force on the first day of the month following the lapse of ninety days from the date of its publication.
With regard to the specialized labor courts, it shall enter into force as of the first of October following the effective date of the accompanying law.
- Book One
- Definitions and General Provisions
- Chapter One
- Definitions
- Article 1:
For the purposes of applying the provisions of this Law, the following words and terms shall have the meanings assigned to each of them:
Worker: Any natural person who works for a wage under the direction or supervision of an employer.
Apprentice: Anyone engaged with an employer for the purpose of learning a trade, craft, or profession in return for a wage.
Employer: Any natural or legal person employing one or more workers for a wage.
Wage: Everything a worker receives in return for their work, whether in cash or in kind, including:
• Basic Wage: The wage specified in the employment contract, along with any increases thereto.
• Variable Wage: Other components of the wage, particularly:
a. Commission or Percentage: A sum paid based on the worker’s production, sales, or collections.
b. Bonuses: Monetary or percentage additions not included in the basic wage.
c. Grants: Additional amounts given as customary or stipulated in individual or collective agreements.
d. Rewards: Payments for excellence or high performance.
e. Allowances: Paid for certain working conditions or risks.
f. Profit Share: Distributions from net profits per relevant laws.
g. Tips: Payments from non-employers if customary and governed by
workplace policy or local practice.
h. Service Charges: Paid by customers (e.g., in hotels/restaurants) and
distributed per a ministerial decision.
i. In-kind Benefits: Non-cash advantages not required by the job’s nature
but provided by the employer.
Insurance Wage: The wage base for social insurance under Law No. 148 of 2019 on Social Insurance and Pensions.
Temporary Work: Tasks related to the employer's business, limited in duration or purpose.
Casual Work: Unrelated to the employer’s core business and not exceeding six months.
Seasonal Work: Work performed during recognized recurring seasons.
Irregular Worker: Any person engaged in non-permanent work for a wage, such as street vendors or newspaper distributors.
Worker in the Informal Sector: One working inside or outside an establishment without formal registration.
Forced Labor: Any work or service imposed forcibly on any person under threat of punishment or harm, which the person has not voluntarily undertaken of their own free will harm, which the person has not voluntarily undertaken of their own free will.
Night: The period between sunset and sunrise.
Career Guidance: Assisting individuals in selecting suitable careers based on skills and labor market needs.
Training: Enabling individuals to gain professional knowledge, skills, and behaviors for employment.
Industrial Apprenticeship: A structured training model to develop skills and knowledge in a trade for a wage.
Sectoral Skills Councils: Sector-specific entities that enhance cooperation between the government and the private sector, established to ensure that the system of technical and vocational education and training meets the economic sector’s need for skilled technical labor.
Private Employment Agencies: Companies recruiting or hiring workers for others, as per legal requirements.
Authorized Agents: Any person appointed or delegated by the employer to manage the establishment, or senior executives who exercise some or all of the employer’s authority.
Collective Bargaining: A dialogue conducted between an employer or one or more employers' organizations on one side, and a labor union or more than one such organization on the other side, with the aim of reaching an agreement that serves the interests of both parties.
Collective Dispute: Any conflict between one or more employers and workers (or their unions) regarding work conditions.
Social Partners: The production process stakeholders: the government, employers' organizations, and labor unions.
Workers’ Representative: An employee of the establishment who is formally authorized by the workers, through an official mandate, to represent them before the employer in the absence of a labor union within the establishment.
Collective Labor Agreement: A written agreement that regulates the terms and conditions of employment and rules of operation, concluded between one or more labor union organizations and an employer, a group of employers, or one or more of their organizations.
Conciliation: A method used by one of the parties to a collective labor dispute to request the intervention of the competent administrative authority after collective bargaining between the parties has failed.
Mediation: An amicable method for resolving collective labor disputes, whereby the disputing parties agree to assign the task of proposing a settlement to a neutral third party, referred to as the "dispute mediator," who is jointly selected from a pre-approved list.
Arbitration: A contractual method of settling unresolved collective disputes through one or more arbitrators.
Arbitration Clause: A written agreement to refer any employment-related disputes to arbitration.
Arbitration Agreement: A written post-dispute agreement to resolve the matter through .
Arbitration Agreement: A written post-dispute agreement to resolve the matter through arbitration.
Strike: A coordinated work stoppage by workers or a group thereof to demand professional, economic, or social rights after failed negotiations, subject to legal procedures.
Work Injury and Chronic Illness: As defined in Law No. 148 of 2019 on Social Insurance and Pensions.
Harassment: Any behavior or act at or related to the workplace involving sexual or pornographic insinuations or gestures by any means, including electronic or technological.
Bullying: Any act or behavior at or related to the workplace intended to intimidate or degrade someone based on attributes like gender, race, religion, physical or mental condition, or social status.
Establishment (:(المنشأةAny project or facility owned or operated by a private legal entity, regardless of type or affiliation, per Article 243 of this law.
Workplace :(موقع العمل ) The location where the worker performs or may reasonably be expected to perform their duties.
Profession or Trade: Any work requiring specific skills or experience not regulated by a special law.
Competent Minister: The minister responsible for labor affairs. Competent Ministry: The ministry in charge of labor affairs.
Competent Administrative Authority: The labor ministry and its directorates and departments nationwide.
- Article 2:
For the purposes of applying the provisions of this law, a year shall be considered 365 days, and a month shall be considered 30 days, unless otherwise agreed.
- Chapter 1 –
- Definitions and General Provisions:
- Section 2
- - General Provisions
- Article 3:
This law is considered the general law that governs labor relations.
- Article 4:
It is prohibited to employ a worker through forced labor or coercion. Harassment, bullying, or any form of verbal, physical, or psychological violence against the worker is also prohibited.
The work organization’s regulations on work and penalties will determine the disciplinary actions imposed within the entity.
- Article 5:
Any act, behavior, or procedure that leads to discrimination or differentiation between people in training, job advertisements or hiring, work conditions, or the rights and duties resulting from an employment contract based on religion, belief, gender, origin, race, color, language, disability, social level, political or union affiliation, or geographic origin, or any other reason that undermines the principle of equality and equal opportunities is prohibited.
It is not considered prohibited discrimination if the benefit, advantage, or protection decided under this law and its implementing decisions and regulations is provided to women, children, or people with disabilities and dwarfs, as long as it is necessary to achieve the intended goal.
The responsible ministry will create policies and plans to integrate them into the labor market and provide them with the necessary protection in the workplace, in coordination with the Ministry of Social Solidarity and relevant national councils.
- Article 6:
Any clause or agreement that contradicts the provisions of this law is void, even if made prior to the law's enactment, if it reduces the worker's rights as established in this law or exempts the worker from rights arising from the employment contract during its validity or within three months after its termination.
Any better benefits or conditions established in individual or collective labor contracts, basic regulations, or other company policies will continue to be in effect.
This also applies in case of changes in the company’s legal status or ownership transfer.
- Article 7:
Lawsuits arising from disputes related to the provisions of this law, filed by employees, trainees, or apprentices, or their entitled beneficiaries, are exempt from judicial fees and expenses at all stages of litigation.
The court may, in all cases, include an immediate enforcement order without requiring bail.
If the case is rejected, the court may order the plaintiff to pay all or part of the expenses.
The aforementioned categories are also exempt from stamp duty on certificates, photos provided to them, complaints, or requests they submit, in accordance with the provisions of this law.
Subject to the provisions of Article (185) of this law, it is not required for these categories to have a lawyer sign the lawsuit initiation form or petitions for substantive requests or orders.
- Article 8:
Amounts owed to the worker or their beneficiaries, arising from the employment relationship, have a priority claim over all of the debtor’s movable and immovable property.
These amounts shall be collected before judicial expenses, amounts owed to the public treasury, storage, restoration costs, and any other preferential claims established by law.
Social insurance contributions are considered part of the worker’s rights and shall be collected and paid to the relevant authority.
- Article 9:
The dissolution, liquidation, closure, or bankruptcy of the company does not prevent the fulfillment of all obligations arising under this law.
A decision or ruling issued in this regard should specify a deadline for fulfilling the rights of employees, and the relevant administrative authority must follow up on the fulfillment of these rights.
It may act on behalf of the concerned parties to take necessary actions to meet these obligations within the specified deadline.
The competent minister will issue a decision specifying the controls, procedures, and deadlines for fulfilling workers' rights.
- Article 10:
If there are multiple employers, they are jointly responsible for fulfilling all obligations arising from this law, or the approved regulations of the company, or collective labor agreements.
The authorized agent or the person who has been assigned by the employer with all or part of the tasks is jointly responsible with the employer in fulfilling all obligations under this law.
- Article 11:
The merger, division, inheritance, bequest, gift, sale (even by public auction), reduction, lease, or other acts regarding the company will not terminate the employment contracts of its workers.
The successor is jointly responsible with the previous employers for executing all obligations arising from these contracts.
- Article 12:
Workers covered by this law are entitled to an annual periodic allowance at the due date, not less than 3% of the insurance wage. This allowance becomes due after one year from the date of hiring or from the date of the previous periodic allowance's entitlement.
If the company faces economic conditions that make it impossible to pay the aforementioned periodic allowance, the matter is presented to the National Wages Council to decide on reducing or exempting it within thirty days from the date it is submitted.
- Article 13:
The competent minister will issue a decision defining the authority of the administrative body responsible for implementing the provisions of this law.
- Article 14:
One-third of the amounts awarded for violating the provisions of this law shall be allocated to the relevant ministry for spending on social, health, and cultural services, as well as the development of vocational training for the most vulnerable categories among workers covered by this law, particularly irregular labor. The remaining amount shall go to the public treasury of the state.
The minister will issue a decision to determine how to distribute the amount and its intended uses.
- Article 15:
The collection of fees and service charges specified in this law will follow the provisions of the Law on Regulating the Use of Non-Cash Payment Methods, issued by Law No. 18 of 2019.
- Chapter 2 –
- Training, Employment, and Irregular Employment
- : Section 1 – Training
- Article 16:
The provisions of this chapter apply to all training centers subject to the provisions of this law
and to the following categories:
• Those wishing to undergo training.
• People with disabilities and dwarfs, and other priority care groups.
• Trainees.
• Those seeking further or continuous rehabilitation.
• Apprentices.
- Article 17:
The relevant administrative authority is responsible for providing career guidance to training applicants to assist them in choosing professions based on their abilities.
In coordination with ministries, concerned bodies, and in consultation with representatives from the most representative employers' and workers' organizations, the authority is responsible for preparing the national professional classification of occupations, crafts, and jobs in the labor market.
It will determine their requirements, descriptions, and the necessary skills and competencies.
It will also work on updating these classifications according to global quality standards and adapting them to modern technological changes and climate change.
The competent minister will issue a decision regarding the rules and procedures governing this process, as well as the relevant beneficiaries and entities.
- Article 18:
A council called the "Supreme Council for Human Resources Skills Development" shall be established, with its main headquarters in Cairo.
It will be chaired by the competent minister and
include the following members:
• Representatives from the Ministries of (Health, Planning and Economic Development, International Cooperation, Education, Technical Education, Higher Education and Scientific Research, Industry, Investment and Foreign Trade, Communications and Information Technology, Social Solidarity, Public Business Sector, Local Development,
• Housing, Utilities and Urban Communities, Tourism and Antiquities), appointed by the relevant ministers.
• The head of the Central Authority for Organization and Administration or their representative.
• The head of the National Council for Persons with Disabilities or their representative.
• Seven members representing the most representative employers' organizations in terms
of membership, nominated by their organizations.
• Seven members representing the most representative labor union organizations, nominated by
their organizations. The nomination should ensure representation from all levels of labor unions unless this is not feasible.
• The Council may consult with experts from groups it deems necessary to represent, without giving them a vote in deliberations.
The Council will establish general policies for developing human resources skills, training and rehabilitation policies, and policies for training and rehabilitating people with disabilities, dwarfs, and priority groups in line with the state's public policy. It will also develop plans to align education and training with current labor market needs and future jobs and the necessary skills for these jobs.
A decision from the Prime Minister will be issued to establish the Council, define
its other competencies, its operating system, and its executive secretariat within six months of the law's enactment. The Council should meet at least once every three months.
- Article 19:
The Council may establish an executive board for human resource skills development within any governorate or geographical area. The Council will decide the head and members of the executive board, which should include representatives from employers' organizations and labor unions in equal numbers, as well as representatives from the relevant ministries and authorities.
The executive board will be responsible for monitoring the implementation of plans, decisions, and recommendations from the Supreme Council for Human Resources Skills Development and coordinating with local authorities responsible for improving human resources skills through vocational training and continuous training.
The decision to form the board will also define its other competencies and operating procedures.
- Article 20:
The Training and Rehabilitation Funding Fund shall operate at the national level based on labor market needs and aligned with the needs of employers' sectoral organizations established by law.
It is responsible for providing the following services:
• Funding human resource skills development and vocational and technical training through the
establishment and development of training centers, designing and implementing training
programs, and creating skill guides and required competencies.
• Financing development projects aimed at improving human resources skills and aligning
education and training outcomes with current and future labor market needs, and coordinating with sectoral skills councils.
• Setting executive conditions and rules to regulate funding processes.
• Monitoring and evaluating all funded activities.
A decision from the Prime Minister will establish the Fund's Board of Directors, chaired by the competent minister, with equal representation from labor unions and employers' organizations, as well as representatives from relevant ministries and authorities. This decision will also define the Fund's other competencies, its operational system, the financial treatment of its board members, and the management of its resources, along with its branches in the governorates.
The Fund's Board of Directors may use private law methods to achieve its goals and carry out its tasks.
- Article 21:
The resources of the Fund mentioned in Article 20 are derived from:
• A 0.25% (one-quarter percent) contribution from the minimum insured wage in public sector institutions, public business sector institutions, and private sector companies with 30 or more workers, with a minimum of ten Egyptian pounds and a maximum of thirty pounds per worker, which the organization is obligated to pay annually for services mentioned in Article 20.
• The competent minister will issue a decision to define the rules and conditions for full
exemption from this percentage if the organizations train their employees according to their needs or approved regulations.
• Donations, grants, and gifts accepted by the Fund’s Board of Directors in accordance with the rules determined by its bylaws, in line with the applicable laws.
• Income generated from investing the Fund’s money.
The Fund will have a special account with one of the commercial banks authorized by the Central Bank, and it will prepare annual financial statements. The Fund’s funds will be subject to oversight by the Central Auditing Organization, and any surplus will be carried forward from year to year.
- Article 22:
No entity shall engage in training operations unless it is established as a joint-stock company, a partnership with shares, a limited liability company, or a sole proprietorship.
Exceptions to the first paragraph of this article include:
• Employers' organizations, labor union organizations, and associations and institutions established according to the relevant laws, which engage in training operations.
• Training entities established by state administrative units, public authorities, and local administrative units to train their employees and related staff.
• Entities that provide training to their own workers.
• Entities that carry out rehabilitation and training for people with disabilities, dwarfs, and priority groups.
- Article 23:
To engage in training activities, an entity must obtain a license from the relevant ministry, except To engage in training activities, an entity must obtain a license from the relevant ministry, except for the entities mentioned in paragraphs (2, 3) of Article 22 of this law.
The competent minister will issue a decision to determine the conditions and procedures for granting and renewing the license, the license's duration, the grounds for its cancellation, and the associated fees, which will not exceed 100,000 Egyptian pounds.
This decision will also outline the conditions for establishing and accrediting training centers.
The relevant ministry will maintain a paper or electronic register of licensed training entities and notify the Supreme Council for Human Resources Skills Development of the entries in this register.
- Article 24:
Entities mentioned in Article 22 of this law, except for paragraphs (2, 3), must notify the relevant ministry of the training programs they offer for accreditation. These notifications must include:
• The conditions required for trainees to join the programs.
• The adequacy of the training operations in terms of topics, fields of training, and the number of hours allocated to each.
• The levels and specializations of trainers.
• The level of skill acquired by the trainee upon completing the program.
The competent minister will issue a decision determining the procedures and timing for notifications and accreditation in coordination with the Egyptian Authority for Quality Assurance and Accreditation in Vocational, Technical, and Vocational Education and Training (Etqan), established under Law No. 160 of 2022.
- Article 25:
Trainers conducting training activities must be licensed by the relevant ministry based on their request or the request of one of the entities mentioned in Article 22 of this law.
The competent minister will issue a decision determining the conditions, procedures, and fees for obtaining the license, which will not exceed 5,000 Egyptian pounds, along with the grounds for its suspension or cancellation.
However, trainers employed by the entities specified in paragraphs (2, 3) of Article 22 of this law are exempt from this requirement if their work is limited to training within those entities.
The relevant ministry will maintain a paper or electronic register of licensed trainers, marking suspensions or cancellations in this register.
- Article 26:
Entities conducting training must issue a certificate to the trainee confirming their completion of the training program, indicating the level they have reached.
The competent minister will determine the other data to be recorded in this certificate and the procedures for its accreditation by the relevant authority, as well as the fees for this certification, which will not exceed 500 Egyptian pounds.
- Article 27:
Anyone wishing to practice a profession or craft identified by a decision of the competent minister must submit a request to the relevant authority to obtain a license to practice.
The decision will define the conditions, rules, and procedures for granting the license, the applicable fees (not exceeding 500 Egyptian pounds), and the cases for exemption from the fees.
A worker cannot be employed unless they have this license. The applicant must submit a certificate confirming their skill level.
The competent minister, in consultation with the relevant labor union and employers' organization, will issue a decision outlining the required data for this certificate, the procedures for measuring skill levels, and the entities responsible for these assessments.
Those exempted from obtaining this certificate include graduates of vocational schools, higher technical institutes, and universities working in their area of specialization.
- Article 28:
The trainee must be at least 14 years old, and the competent minister will issue a decision to regulate the procedures for vocational training with the employer.
- Article 29:
The apprenticeship agreement must be in writing, specifying the duration of the learning process, the stages, and the compensation the trainee will receive in each stage, with the final compensation not less than the minimum wage set for workers in the related profession, craft, or occupation.
- Article 30:
The employer may terminate the apprenticeship agreement if it is proven that the apprentice is unsuitable or unwilling to learn the profession, craft, or trade properly. Likewise, the apprentice may terminate the agreement. The party wishing to terminate the agreement must notify the other party at least three days in advance.
- Article 31:
Without prejudice to the provisions of Chapter 4 of Title II of this law, the provisions concerning vacations, working hours, and rest periods stipulated in this law apply to apprentices.
- Article 32:
A council called "The Supreme Council for Planning and Employing the Workforce at Home and Abroad" is established under the chairmanship of the concerned minister. The council includes representatives from relevant ministries and agencies, with equal representation from the most representative business organizations and labor unions, as nominated by their organizations.
The council is responsible for setting the general policy for domestic and international workforce employment, developing systems, rules, and procedures necessary for employment based on labor market needs both locally and internationally, and preparing for future jobs in alignment with the state’s general policy.
A decision on the council’s formation, its powers, and working system will be issued by the Prime Minister within six months from the date this law comes into force.
- Article 33:
Without prejudice to the provisions of the Disability Rights Law No. 10 of 2018, any capable person who wishes to work must submit an application to the relevant administrative authority with their age, profession, qualifications, and previous experience. The authority will record these applications in paper or electronic records and issue a certificate confirming the registration without charge.
A person may only be employed if they hold this certificate, unless an exception is made by the employer who may hire an unregistered individual, provided the worker’s name is registered with the relevant authority within thirty days of starting the job.
Employers can fill job vacancies by selecting from candidates recommended by the administrative authority based on the records, considering priority in registration.
- Article 34:
If the person seeking employment practices a profession or craft determined by the minister’s decision in accordance with Article (27) of this law, they must attach to the application for registration a certificate proving their skill level and authorization to practice the profession.
- Article 35:
Without prejudice to the Disability Rights Law, existing and future establishments must return the worker’s registration certificate to the relevant administrative authority within forty-five days of the employee starting work, after updating the details in the certificate.
The registration number and date must be recorded in the employee’s file at the establishment.
- Article 36:
Establishments subject to the provisions of this law must submit to the relevant administrative authority within thirty days of starting operations a detailed report on the number of workers according to their qualifications, professions, age categories, nationalities, genders, and wages.
These establishments must also send the following information every January:
• Any changes to the data in the first paragraph of this article.
• The number of vacant positions due to replacements or new expansions, and positions that have been abolished.
• An estimate of expected job requirements by educational and professional levels for the upcoming year.
This should all be in the forms prepared by the relevant ministry.
The relevant authority must send a copy of the data in paragraph two to the National Social Insurance Authority.
- Article 37:
Establishments referred to in Article (35) must keep a paper or electronic register of people with disabilities and dwarfism who have certificates of qualification or disability identification cards.
This register should include the information from these certificates or cards.
This register must be provided to the relevant administrative authority whenever requested.
The establishment must also notify the authority with a statement that includes the total number of employees, the number of jobs occupied by people with disabilities and dwarfism, and the wages they receive, following a template and schedule set by the minister.
- Article 38:
All establishments subject to this law must provide the relevant ministry with the required data or information to create or update the workforce database and the labor market information system within thirty days of being requested.
Employers or their representatives must make reasonable efforts to cooperate with the relevant administrative authority to complete the data collection forms, either in paper or electronic form.
The relevant ministry must collect the necessary data about the labor market and conduct studies and field research either independently or in coordination with the relevant authorities.
It must also issue periodic sectoral or geographical reports on current and future labor market needs in terms of professions and skills, and track any changes.
- Article 39:
The provisions of this section do not apply to:
• Occasional work or its equivalent.
• Main positions that are considered representatives of the employer.
The concerned minister may issue a decision extending the provisions of this section to all or some of the jobs and positions mentioned in points (1) and (2) of this article.
- Article 40:
Without prejudice to international agreements related to employment, the process of sending Egyptians to work domestically or abroad must be done through the relevant ministry or the following agencies:
• Ministries and public authorities for their employees.
• Egyptian public sector companies, public business sector companies, and private sector companies for their employees in contracts with foreign entities related to their work and activities.
• Private recruitment agencies that are established as joint-stock companies, limited partnerships, limited liability companies, or sole proprietorships, licensed by the relevant ministry.
- Article 41:
Without prejudice to the provisions of the Companies Law (Law No. 159 of 1981) regarding joint- stock companies, limited partnerships, limited liability companies, and sole proprietorships, the following conditions must be met to obtain a license for the agency mentioned in point (3) of Article (40):
• Founders, board members, and managers responsible for recruitment operations must not have been convicted of any criminal offenses, or of offenses that involve dishonesty, integrity violations, or public morality violations, unless their rights have been restored.
• The company’s capital must be no less than 250,000 EGP if it operates domestically and no less than 500,000 EGP if it operates internationally, and the majority of its founders and board members must be Egyptians, holding at least 51% of the company’s shares.
• The company must provide a security deposit of at least 1 million EGP, either in cash or via an unconditional, irrevocable bank guarantee from a bank registered with the Central Bank, valid throughout the license period. The deposit should cover any fines or damages imposed by the law.
The license is valid for one year and can be renewed based on procedures defined by the concerned minister, with a fee of up to 10,000 EGP. The minister may also add additional conditions for the license, and suspend the issuance of new licenses if required by public interest in light of the labor market’s actual conditions.
- Article 42:
The concerned minister will issue a decision outlining the obligations of licensed recruitment companies, conditions for their premises and management, work procedures, necessary records, registration rules, inspection and monitoring protocols, and the conditions for publishing job vacancy advertisements.
- Article 43:
It is prohibited for the entities referred to in Article (40) of this law to charge any fees from the worker, whether directly or indirectly, in exchange for placing them in employment. Instead, they may charge the employer for this service.
By way of exception to the provisions of the first paragraph of this article, the companies referred to in item (3) of Article (40) may charge a fee of no more than 1% of the worker's wage for placement in employment, and this is only for the first year as administrative expenses. No other fees may be charged to the worker under any name.
- Article 44:
The license referred to in item (3) of Article (40) of this law may be revoked by a decision from the relevant minister in the following cases:
• The company loses one of the licensing requirements.
• The company obtained or renewed its license based on false information.
• The company is found to be operating outside the licensed location.
• The company employs a worker without a written employment contract, or its equivalent in certain countries, or without approval from the relevant administrative authority.
• The company fails to maintain records for registering workers or the amounts collected from them, as specified by a decision from the relevant minister.
• The company advertises fictitious jobs or exceeds its scope of contract with employers.
• The company charges the worker any fees in violation of this law.
The relevant minister may temporarily suspend the company’s operations in any of the cases outlined in the first paragraph of this article until it is determined whether these violations are substantiated, or the violations are corrected.
The revocation of the license in any of the cases outlined in this article does not affect the criminal, civil, or disciplinary responsibilities.
- Article 45:
Subject to the provisions of Article (40) of this law, establishments are prohibited from employing workers through a contractor or labor supply subcontractor.
- Article 46:
Notwithstanding the provisions of the Law on the Regulation of Civil Work Practice (Law No. 149 of 2019), the relevant minister, based on labor market needs, may license associations and civil institutions to establish offices for domestic employment.
These offices must adhere to the provisions of this chapter of the law and the ministerial decisions issued in this regard.
The relevant minister will issue a decision to regulate the work of these offices, the conditions for granting the license, circumstances under which it may be revoked, and the prescribed fees, which shall not exceed 5,000 EGP.
These offices are exempt from the legal requirements applicable to companies and are not required to provide insurance or a letter of guarantee.
- Article 47:
The employer has the right to advertise vacant positions through various media or to assign private employment agencies to fill those positions.
The employer or the employment agency must notify the relevant administrative authority in writing or electronically about the advertisement and provide a statement of the positions that have been filled according to it.
- Article 48:
Entities referred to in Article (40) of this law, except for item (1), must submit to the relevant ministry within five actual working days a certified copy of the application it receives regarding job opportunities abroad and their conditions, certified by the competent authorities.