The provisions of this Labour Law 2025 (LL 2025) and the accompanying law govern employment matters. They also apply, in the absence of specific provisions in individual employment contracts or collective labour agreements, to foreign workers within the Arab Republic of Egypt. (§ 1 LL 2025)

→ Section 1 (Promulgation) of the new Labour Law 2025 (LL 2025) indicates that: 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.

→ Section 87 LL 2025 indicates that: An individual labour contract may be concluded for an indefinite period, or for a fixed period if the nature of the work requires it. The contract may also be renewed for similar periods by mutual agreement.
→ Section 88 LL 2025 provides that: An individual labour contract shall be considered indefinite in the following cases:
▻ If it is not written.
▻ If the contract does not specify its duration.
▻ If the contract is for a fixed period, but both parties continue to perform it after its expiration without a written agreement.

No statutory limitations on the use of FTCs are found in the LL 2025.

No statutory limitations on the use of FTCs.
→ Section 87 LL 2025 states that: An individual labour contract may be concluded for an indefinite period, or for a fixed period if the nature of the work requires it. The contract may also be renewed for similar periods by mutual agreement.

No statutory limitations on the use of FTCs in the LL 2025.

→ Section 90 LL 2025 indicates that: The probation period in an individual labour contract shall not exceed three months.
▻ A worker may not be placed on probation more than once with the same employer.

→ Under Section 1 (Promulgation) of the Labour Law 2025 (LL 2025), domestic workers and employees of government bodies, including local administration units and public authorities, are excluded from the scope of application of the Labour Law and therefore from the protection it stipulates against dismissal.

No express obligation to provide reasons for dismissing an employee. The Labour Law 2025 does not explicitly require the termination notice itself to include the specific reason for dismissal.

→ Section 5 LL 2025 provides for the prohibition of discrimination, indicating that: Any act, behaviour, 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, colour, 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 dwarves, as long as it is necessary to achieve the intended goal.
▻ The responsible ministry will create policies and plans to integrate them into the labour market and provide them with the necessary protection in the workplace, in coordination with the Ministry of Social Solidarity and relevant national councils.
→ Under Section 55 (paragraph 2) LL 2025, it is prohibited to dismiss a female worker or terminate her employment during maternity leave.
▻ It is also prohibited to dismiss her or terminate her employment after she returns from maternity leave, unless the employer can prove that the dismissal or termination is for a legitimate reason.
→ Section 173 LL 2025 indicates that: The employer is prohibited from terminating the contract due to the worker’s illness unless the worker has exhausted their sick leave and any remaining annual leave. (...).
→ Section 240 LL 2025 provides that: It is prohibited for the employer to submit a request for the full or partial closure of the establishment, or to reduce its size or activity during the stages of resolving collective labour disputes.
▻ It is also prohibited for the employer to submit such a request due to or during a workers' strike.
→ Section 165 indicates that: The following are considered unjustified reasons for termination:
▻ The employee’s affiliation with a trade union or participation in union activities under this law.
▻ Serving or previously serving as a union representative, or seeking such a role.
▻ Filing a complaint or initiating legal action against the employer, or participating in such actions regarding violations of law, regulations, or employment contracts.
▻ Attachment of the employee’s wages by court order.
▻ Exercising the right to statutory leave under this law.
▻ Colour, gender, marital status, family responsibilities, pregnancy, religion, or political opinion.

▷ Union activities and affiliation
→ Under Section 150 LL 2025, if the dismissal was due to union activity, the court shall order reinstatement upon the employee’s request.
→ Under Section 165 LL 2025, dismissal for an employee’s affiliation with a trade union or participation in union activities under this law is considered an unjustified reason for termination.
▷ Pregnancy and maternity
Under Section 55 LL 2025, it is prohibited to dismiss a female worker or terminate her employment during maternity leave.
It is also prohibited to dismiss her or terminate her employment after she returns from maternity leave, unless the employer can prove that the dismissal or termination is for a legitimate reason.
▷ Illnesses
→ Under Section 173 LL 2025, the employer is prohibited from terminating the contract due to the worker’s illness unless the worker has exhausted their sick leave and any remaining annual leave. (...).

→ Section 156 LL 2025 indicates that: Without prejudice to Section 165 of this Law, in the case of an indefinite employment contract, either party may terminate it, provided that written notice is given to the other party at least three months in advance.
→ Section 158 LL 2025 stipulates that: Notice of termination may not be made conditional upon a suspensive or resolutory condition.
▻ The notice period begins on the date it is received by the other party.
→ Section 159 LL 2025 provides that: Notice may not be given during the employee’s leave, and the notice period shall only begin on the day following the end of the leave.
→ Section 160 LL 2025 states that: The employment contract remains in force during the notice period, and both parties must perform their obligations. The contract terminates upon the expiration of this period.
→ Section 161 LL 2025 indicates that: It is not permitted to waive or reduce the notice period. However, the parties may agree to extend it.
▻ The employer may waive the requirement for notice wholly or partially when the employee initiates the termination.
▻ If the employee takes sick leave during the notice period, the notice period is suspended and resumes the day after the sick leave ends.

→ Section 156 LL 2025 stipulates that: Without prejudice to Section 165 of this Law, in the case of an indefinite employment contract, either party may terminate it, provided that written notice is given to the other party at least three months in advance.
→ Section 164 LL 2025 indicates that: If the employer terminates an indefinite employment contract without notice or before the notice period ends, the employer must pay the employee an amount equal to their wage for the notice period or the remaining part thereof.
The notice period (or the remainder) shall be considered part of the employee’s service period, and the employer shall remain liable for all related obligations.
If the termination is initiated by the employee, the contract ends upon the employee leaving the job.

→ Section 236 LL 2025 indicates that: The employer has the right, for economic necessities, to fully or partially close the establishment, or to reduce its size or activity, which may affect the workforce temporarily or permanently, in accordance with the conditions, procedures, and circumstances stipulated in this Law.
→ Section 237 LL 2025 provides that: In applying the provisions of Section (236) of this Law, the employer must submit a request to close the establishment, or to reduce its size or activity, to a committee formed for this purpose.
▻ The request must include the reasons, circumstances, conditions, and procedures the employer relies on, as well as the number and categories of workers who will be laid off.
▻ The committee must issue its reasoned decision within a maximum of forty-five days from the date the request is submitted to it. If the decision is to approve the request, it must specify the implementation date.
▻ If the committee does not issue its decision within the mentioned period, it is considered implicit approval of the closure under the conditions and procedures submitted by the employer.
▻ The concerned party has the right to appeal the committee’s decision before another committee formed for this purpose, and the acceptance of the appeal will suspend the implementation of the committee’s decision.
▻ The Prime Minister shall issue a decision to form both committees mentioned in this Section, determine their competencies, the entities they represent, the procedures to be followed before them, and the appeal procedures and deadlines.
▻ The formation of the committees must include a representative from the concerned trade union organization and a representative from the concerned employers’ organization, nominated by each.
→ Section 238 LL 2025 stipulates that: The employer must notify the workers and the concerned trade union organization of the request submitted, as well as the decision issued regarding the full or partial closure of the establishment, or the reduction of its size or activity. The implementation of this decision shall take place from the date specified by the committee that considered the request or the appeal, as the case may be.
→ Section 239 LL 2025 states that: In the case of partial closure or reduction in the size or activity of the establishment, if the applicable collective agreement in the establishment does not include objective criteria for selecting the workers to be laid off, the employer must consult with the concerned trade union organization on this matter, after the decision is issued and before its implementation.
▻ Seniority, family responsibilities, age, and workers' professional abilities and skills are among the criteria that can be used as guidance in this regard.
▻ The competent minister shall issue a decision specifying the objective criteria for selecting the workers to be laid off, in consultation with the labour and employers' organizations.
→ Section 240 LL 2025 indicates that: It is prohibited for the employer to submit a request for the full or partial closure of the establishment, or to reduce its size or activity during the stages of resolving collective labour disputes.
▻ It is also prohibited for the employer to submit such a request due to or during a workers' strike.
→ Section 241 LL 2025 stipulates that: Without prejudice to the provisions of Section 238 of this law, in cases where the employer has the right to terminate the employment contract for economic reasons, he/she may, instead of exercising this right, temporarily amend the terms of the contract. Specifically, the employer may assign the worker to tasks that were not agreed upon, even if they differ from his/her original duties, and may reduce the worker's salary, provided that it does not fall below the minimum wage.
▻ If the employer modifies the terms of the contract in accordance with the first paragraph of this Section, the worker may terminate the contract without being obligated to provide notice. In this case, the termination is considered justified by both the employer and the worker.
▻ In all cases, the worker is entitled to a severance payment equal to one month's wage for each of the first five years of service, and one and a half months' wage for each year beyond that

→ Section 238 LL 2025 stipulates that: The employer must notify the workers and the concerned trade union organization of the request submitted, as well as the decision issued regarding the full or partial closure of the establishment, or the reduction of its size or activity. The implementation of this decision shall take place from the date specified by the committee that considered the request or the appeal, as the case may be.
→ Section 239 LL 2025 states that: In the case of partial closure or reduction in the size or activity of the establishment, if the applicable collective agreement in the establishment does not include objective criteria for selecting the workers to be laid off, the employer must consult with the concerned trade union organization on this matter, after the decision is issued and before its implementation.

▶ Labour Law 2025
→ Section 237 LL 2025 provides that: In applying the provisions of Section (236) of this Law, the employer must submit a request to close the establishment, or to reduce its size or activity, to a committee formed for this purpose.
▻ The request must include the reasons, circumstances, conditions, and procedures the employer relies on, as well as the number and categories of workers who will be laid off.
▻ The committee must issue its reasoned decision within a maximum of forty-five days from the date the request is submitted to it. If the decision is to approve the request, it must specify the implementation date.
▻ If the committee does not issue its decision within the mentioned period, it is considered implicit approval of the closure under the conditions and procedures submitted by the employer.
▻ The concerned party has the right to appeal the committee’s decision before another committee formed for this purpose, and the acceptance of the appeal will suspend the implementation of the committee’s decision.
▻ The Prime Minister shall issue a decision to form both committees mentioned in this Section, determine their competencies, the entities they represent, the procedures to be followed before them, and the appeal procedures and deadlines. The formation of the committees must include a representative from the concerned trade union organization and a representative from the concerned employers’ organization, nominated by each.
▶ Regulatory text: Prime Minister Decree No. 984 of 2003
▷ The committee in charge of deciding on such a request must consist of a representative nominated by the General Federation of Egyptian Trade Unions, a representative of an employers' organisation nominated by the concerned organisation, a technical and economic representative from the General Authority for Investment, and a representative from the National Social Insurance Authority. The chair is the concerned director of the Manpower and Emigration Directorate. The committee must prepare an argued decision, adopted by majority vote, within thirty days from the date of the submission of the request. (§§ 1 to 4 Decree No. 984 of 2003).

▶ Labour Law 2025
→ Section 238 LL 2025 stipulates that: The employer must notify the workers and the concerned trade union organization of the request submitted, as well as the decision issued regarding the full or partial closure of the establishment, or the reduction of its size or activity. The implementation of this decision shall take place from the date specified by the committee that considered the request or the appeal, as the case may be.
▶ Regulatory text: Prime Minister Decree No. 984 of 2003
→ Under Section 1 of the Decree No. 984 of 2003, the committee in charge of deciding on the request for closing the enterprise or reducing its size or activity must include a representative nominated by the General Federation of Egyptian Trade Unions.

▶ Labour Law 2025
→ Section 236 LL 2025 indicates that: The employer has the right, for economic necessities, to fully or partially close the establishment, or to reduce its size or activity, which may affect the workforce temporarily or permanently, in accordance with the conditions, procedures, and circumstances stipulated in this Law.
→ Section 237 LL 2025 provides that: In applying the provisions of Section (236) of this Law, the employer must submit a request to close the establishment, or to reduce its size or activity, to a committee formed for this purpose.
▻ The request must include the reasons, circumstances, conditions, and procedures the employer relies on, as well as the number and categories of workers who will be laid off.
▻ The committee must issue its reasoned decision within a maximum of forty-five days from the date the request is submitted to it. If the decision is to approve the request, it must specify the implementation date.
▻ If the committee does not issue its decision within the mentioned period, it is considered implicit approval of the closure under the conditions and procedures submitted by the employer.
▻ The concerned party has the right to appeal the committee’s decision before another committee formed for this purpose, and the acceptance of the appeal will suspend the implementation of the committee’s decision.
▻ The Prime Minister shall issue a decision to form both committees mentioned in this Section, determine their competencies, the entities they represent, the procedures to be followed before them, and the appeal procedures and deadlines.
▻ The formation of the committees must include a representative from the concerned trade union organization and a representative from the concerned employers’ organization, nominated by each.
▶ Regulatory text: Prime Minister Decree No. 984 of 2003
Under Section 3 of the Decree No. 984, within 30 days from the date of the submission of the request, the committee must issue a substantiated decision, adopted by majority of vote and approved by the concerned governor. In case of authorization of dismissals, the committee must indicate the date they become effective.
▷ Note that the LL 2025 and Decree No. 984 establish an appeal mechanism against the committee's decision before the Central Committee for complaints established in the Ministry of Manpower and Emigration (§§ 237 LL 2025 and 4 and 5 of the Decree No. 984)

▶ Labour Law 2025
→ Under Section 237 LL 2025, committees in charge of examination of an employer's request to close the establishment, or to reduce its size or activity, must include a representative from the concerned trade union organization and a representative from the concerned employers’ organization, nominated by each.
▶ Regulatory text: Prime Minister Decree No. 984 of 2003.
A worker's representative sits on the tripartite Committee in charge of approving the employer's request.
The decision must be taken by majority voting, and the participation of 3 members out of 4 is sufficient for the vote to be valid. (see above § 3 of the Decree No. 984 of 2003).

→ Section 239 LL 2025 states that: In the case of partial closure or reduction in the size or activity of the establishment, if the applicable collective agreement in the establishment does not include objective criteria for selecting the workers to be laid off, the employer must consult with the concerned trade union organization on this matter, after the decision is issued and before its implementation.
Seniority, family responsibilities, age, and workers' professional abilities and skills are among the criteria that can be used as guidance in this regard.
The competent minister shall issue a decision specifying the objective criteria for selecting the workers to be laid off, in consultation with the labour and employers' organizations.

No statutory provisions were found in the LL 2025 in this respect.

▷ No statutory obligation. However, Section 241 LL 2025 stipulates that: Without prejudice to the provisions of Section 238 of this law, in cases where the employer has the right to terminate the employment contract for economic reasons, he/she may, instead of exercising this right, temporarily amend the terms of the contract. Specifically, the employer may assign the worker to tasks that were not agreed upon, even if they differ from his/her original duties, and may reduce the worker's salary, provided that it does not fall below the minimum wage.
If the employer modifies the terms of the contract in accordance with the first paragraph of this Section, the worker may terminate the contract without being obligated to provide notice. In this case, the termination is considered justified by both the employer and the worker.
In all cases, the worker is entitled to a severance payment equal to one month's wage for each of the first five years of service, and one and a half months wage for each year beyond that.

In the absence of any specified threshold for the application of those procedural requirements, it may be possible that they also apply to the termination of employment of one redundant worker.

▷ Termination of employment contract for economic reasons
→ Section 241 LL 2025 stipulates that: In all cases (of termination of employment contract for economic reasons), the worker is entitled to a severance payment equal to one month's wage for each of the first five years of service, and one and a half months' wage for each year beyond that.
▷ Fixed Term contracts:
→ Section 154 LL 2025 indicates that: If the termination (of a FTC) is initiated by the employer, the employee shall be entitled to a severance payment equal to one month’s wage for each year of service.
▷ Retirement
→ Section 172 LL 2025 provides that: The worker is entitled to a severance payment for their work after the age of sixty, calculated at half a month's wage for each of the first five years of service, and one month’s wage for each subsequent year.
▻ This applies if the worker does not have rights to this period under the provisions of old-age, disability, and death insurance as specified in the Social Insurance and Pensions Law.
▻ This severance payment is also due for service years before the worker reaches the age of eighteen for apprentices and workers upon reaching this age.
▻ The severance payment is calculated based on the worker’s last wage or the apprentice’s wage, as applicable.
▻ The severance payment is payable upon the worker's death in accordance with the provisions of the Social Insurance and Pensions Law.

▷ Redundancy payment
No additional or special payment exists.
Redundancy is governed entirely by the severance pay rules in Section 241 (plus collective dismissal procedures).
▷ Note: Besides "severance pay" and "redundancy", Section 65 of the Labour Code 2025 provides for Compensation for unfair/unjustified dismissal, which is not severance pay.

▷ Regarding "redundancy payment": No additional or special payment exists. Redundancy is governed entirely by the severance pay rules in Section 241.
▷ Note: Besides "severance pay" and "redundancy", Section 165 of the Labour Law 2025 provides for Compensation for unfair/unjustified dismissal, which is not severance pay.