What HR Leaders Need to Know
In early 2025, Egypt introduced significant updates to its labour law, replacing the long-standing Law No. 12 of 2003 with Law No. 14 of 2025. These changes impact contracts, leave entitlements, working hours, and compliance requirements across organisations. For HR managers and business leaders, it is essential to understand how these updates affect day-to-day operations — and how HR technology can help.
- Employment Contracts & Work Patterns
Contracts now require 4 copies: for the employee, the employer file, social insurance, and government authorities.
Remote, flexible, and part-time work are formally recognised (Articles 96–100). Every arrangement must be backed by a written or electronic contract.
📌 What it means for HR: You must ensure accurate documentation of all employees, including non-traditional work patterns, while sharing compliant records with authorities.
- Leave Entitlements
The new law expands employee rights to leave:
Annual leave: 15 days in the first year, 21 days from the second year, and 45 days for employees with disabilities.
Exam leave: Fully paid, not deducted from annual balance.
Emergency paternal leave: 1 day of paid leave at childbirth (up to 3 times during service).
Maternity leave: Extended to 4 months, with reduced working hours from the 6th month of pregnancy.
Childcare leave: Up to 2 years unpaid, available 3 times during service.
Sick leave: Extended cycles with full pay, partial pay, and reduced deductions.
📌 What it means for HR: Leave management policies and payroll systems must adapt quickly to reflect these new rules, reducing the risk of non-compliance.
- Working Hours & Wages
Maximum working hours: 12 hours per day (previously 10).
Annual raise: Now set at 3% of the insured wage (previously 7% of the basic wage).
📌 What it means for HR: Scheduling, overtime, and payroll accuracy are more critical than ever.
- Compliance & Reporting Obligations
Organisations with 30+ employees must now submit bi-annual electronic reports on accidents, occupational illnesses, and chronic diseases to the Ministry of Labour.
Employers must keep employee records (paper or digital) for at least 5 years after termination.
📌 What it means for HR: Manual reporting is no longer sufficient — digital tools are required to track and submit data reliably.
- Employee Protections
The law strengthens protections against unfair termination, discrimination, and guarantees more transparent handling of resignations and disputes. Employers are also required to cover funeral expenses and provide financial support to families in case of an employee’s death during service.
How ORGARISE Helps You Stay Compliant
Managing these new obligations manually can overwhelm HR teams. ORGARISE HRMS is designed to align with Egyptian labour laws by:
✅ Automating leave balances and payroll updates in line with new entitlements
✅ Generating compliant employment contracts in Arabic & English, including remote and flexible work setups
✅ Tracking attendance with geo-fencing & biometric tools to ensure lawful working hours
✅ Providing ready-to-submit compliance reports for labour authorities
✅ Securely archiving employee records for the mandated 5 years
With ORGARISE, HR managers can focus on strategy — not paperwork — while ensuring full compliance with the latest regulations.
✍ Conclusion
The new labour law is a landmark in modernising Egypt’s employment landscape, balancing employee rights with organisational responsibilities. By adopting smart HR systems like ORGARISE, businesses can move beyond compliance and create a more transparent, efficient, and employee-focused workplace.
👉 Do you want me to also prepare a short LinkedIn version of this blog (with key highlights + hashtags), so you can cross-promote it on social media?
