The Arab Republic of Egypt is located in the northeastern corner of Africa bordering the Red Sea and the Mediterranean Sea. Its neighboring countries are Libya, the Gaza Strip, and Sudan. Egypt stretches over a million square kilometers, although only about 7.7% of the country is inhabited with the rest being a desert. The population is concentrated in the plains of the Nile Valley and Delta, and the coasts of the Mediterranean and the Red Sea.
The economy is dependent on agriculture, tourism, and cash remittances from Egyptians working in the Gulf countries mainly in Saudi Arabia, and abroad. The country’s largest employers are the government, the garment and textile industries, and tourism.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Egypt.
Egyptian Pound (EGP, E£)
Languages spoken :
104.95 million (2022 est.)
Minimum wage 2022 :
2400 EGP monthly
Cost of Living index :
$ (127 of 139 countries)
Payroll Frequency :
VAT - standard rate :
GDP - real growth rate :
3.3% (2021 est.)
When hiring new employees in Egypt through WorkMotion, the approximate onboarding time is only 14 business days.
Our team ensures compliance with local employment legislation, as well as a quick and efficient onboarding process. The minimum onboarding time begins from the moment that WorkMotion has received all required information from both the client and the employee.
For more complex onboardings, this time may increase depending on the selected bouquet of contract inclusions and the right-to-work status of the employee.
The standard working week consists of eight hours a day, over five days (40 hours a week), or over six days (48 hours per week), excluding meal and rest periods.
Employees are entitled to one-day rest after a maximum of six days of work.
An employee must not exceed 10 working hours per day.
Overtime premium is 35% of the normal pay for work performed during daylight, 70% for work performed at night time, and 100% for work performed on days off and holidays.
The probation period is as stated in an employment contract but may not exceed three months and may not be extended.
A worker may not serve more than one probation with the same employer.
The notice period depends on an employee’s uninterrupted length of service with an employer.
|Length of Service||Applicable Notice Period|
|Less than 10 years||2 months|
|More than 10 years||3 months|
A worker is required to give a legitimate and adequate cause related to health, social, or economic conditions for terminating the contract. The notice period begins from the date it is received.
Employees are entitled to 21 days of paid annual leave per year if employed for at least six consecutive months. The leave increases to 30 days for employees who have completed 10 years of consecutive employment or for employees over 50 years of age.
The period of annual leave is increased by seven days for employees engaged in hard, dangerous, and unwholesome work, or in remote areas as determined by the Minister of Manpower.
An employee is entitled to up to a maximum of six months of paid sick leave over three years.The sick leave is determined by a competent medical department.
An employee with a proven record of sickness is entitled to 75% of their salary as paid sick leave which is increased to 85% for the following 90 days as illustrated in the table below.
|Period of Sick Leave||Applicable Percentage of Salary Sick Leave Pay|
|First 90 days||75%|
|Next 90 days||85%|
Sick leave is paid for by the Social Solidarity Authority.
A female employee in an establishment that employs 50 or more employees has the right to leave without pay for a period not exceeding two years in order to take care of her child. The leave entitlement is for a maximum of two times during her period of service with an employer.
A female employee who has been in service for a minimum of 10 months is entitled to a fully paid maternity leave of 90 days (45 of which should be after the date of delivery). The Social Solidarity Authority pays 75% of the insured salary of the employee currently capped at about EGP 2,500. The employer pays the remaining 25%. The benefit is paid for a maximum of three pregnancies.
The Labor Law does not have a provision for paternity leave.
All private sector companies in Egypt are required to provide free healthcare for their Egyptian employees either through the Medical Insurance Plan of the Ministry of Social Insurance or privately. An employer is exempted from the system if they establish a private fund. Medical benefits provided to the insured workers include general and specialist care, surgery, hospitalization, maternity care, dental care, laboratory services, medicine, rehabilitation services, and appliances.
To qualify for accident insurance benefits, the employee must be assessed with a work injury or occupational disease. There is no minimum qualifying period.
A worker is entitled to an unemployment allowance for up to 12 weeks for those with less than 36 months contribution, and for 28 weeks in the case of those with contributions in excess of 36 months.
The following conditions of qualification for unemployment benefits apply:
A worker gets a full pension on attaining the age of 60 with at least 15 years’ contribution. Early pension is available at any age level where there is 25 years’ contribution.
When an insured person retires, they receive their account balance (made up of total employee and employer contributions and accrued interest) as a lump sum. The benefit only applies to the periods of service since the coming into effect of Law 148/2019. Benefits that were accrued before the coming into force of Law 148/2019 apply to an employee’s period of service before the new law.
Other benefits derived from the employer’s contribution of 15% of monthly covered payroll plus 2% of monthly base payroll for lump-sum benefits are:
Paid if the insured is assessed with a total disability but does not qualify for a disability pension.
Paid to eligible survivors if the deceased received or was entitled to receive an old-age or disability pension. The pension is also paid if the deceased was younger than age 60 and had at least three consecutive months or a total of six months of contributions or at least 10 years of contributions if the death occurred more than a year after employment ceased.
Paid to eligible survivors or the legal heir if the deceased did not qualify for a survivor pension at the time of death.
Paid to the named survivors when an insured person or pensioner dies.
Paid to the widow(er) or to the eldest child when an old-age or disability pensioner dies.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.
31st May – 11AM CEST.
During the webinar, we will discuss the employer risks
related to temporary work from abroad!