Law No. 14 of 2025 promulgating the Labour Law.

This Law, comprising 298 articles organized into 5 Books, aims to (i) replace the outdated 2003 framework; (ii) modernize work relationships in Egypt, introducing important amendments that reflect labor market realities and respond to both employer needs and employee rights; (iii) build a more balanced, transparent, and fair legal framework for work in Egypt. As a general rule, Article 4 prohibits forced labor. Harassment, bullying, and any form of verbal, physical, or psychological violence against an employee are also forbidden. The company's internal regulations and disciplinary code will specify the penalties for such actions. Article 5 prohibits all forms of discrimination or segregation in the workplace, as well as any unequal treatment based on religion, gender, origin, race, color, language, disability, social status, political or union affiliation, geographic location, or any other reason that violates the principle of equality and equal opportunity. The new Law introduces structural protections against unjust terminations (all resignations must be ratified by the competent administrative authority (Labour Office), ensuring that they are voluntary and not coerced), strengthens job security (establishing the presumption that all employment contracts are permanent unless justified otherwise), and promotes gender equality (providing paid maternity leave, reduced hours during and after pregnancy, and unpaid childcare leave, all aimed at boosting female workforce participation), inclusion of persons with disabilities (requiring companies to provide an accessible and non-discriminatory environment for individuals with disabilities while also extending social and health insurance to informal, seasonal, and domestic workers), and formal recognition of modern work patterns like remote and part-time employment, like remote work, part-time employment, and gig economy roles, offering legal protection for workers in the digital age. ِArticle 76 specifies that the competent ministry shall be responsible for formulating a policy and following up on the employment of irregular workers, especially seasonal agricultural workers, contracting workers, sea workers, and mine and quarry workers. The Law also addresses wage calculations by providing clear and prescriptive guidelines on overtime and holiday pay, ensuring that employers compensate additional work hours appropriately. Finally, it strengthens protections for young workers. Stricter limitations are in place regarding permissible working hours, rest periods, and the types of tasks assigned to workers under the age of 18.