One of the four copies is yours — make sure you have it

By Equipo Saplic Published on 12/08/2026 Updated on 12/08/2026

And the presumption is now that your contract is permanent.

For guidance only

The amounts and deadlines in this guide can change by law. Always check the update date and the official sources cited below. For a specific case, consult the labour authority or a professional.

In this guide
  1. Four copies
  2. Written and bilingual
  3. Permanent unless justified otherwise
  4. What to check
  5. Why the contract type matters
  6. Resigning with cause
  7. New work models
  8. Wage records
  9. Penalties

Egypt's new Labour Law placed formal requirements on employment contracts that work in the employee's favour.

Four copies

Employers must issue four formal copies of the employment contract: employer, employee, social insurance authority, and Labour Office.

This formality improves transparency, ensures compliance with insurance obligations, and safeguards workers' rights by making the employment relationship legally enforceable.

Written and bilingual

Every employment relationship must be documented in a written, bilingual contract — Arabic plus a second language where applicable — lodged with the relevant labour office.

Permanent unless justified otherwise

The law establishes the presumption that all employment contracts are permanent unless justified otherwise.

If your employer treats you as fixed-term, the burden is on them to justify it.

What to check

  1. That you received your copy
  2. That the wage recorded matches what you are paid
  3. That your start date is correct — compensation is per year of service
  4. Whether the contract is indefinite or fixed-term, and on what justification
  5. That it was lodged with the labour office and the insurance authority

Why the contract type matters

The compensation differs substantially:

  • Indefinite, terminated for illegitimate reason: not less than two months' wage per year
  • Fixed-term, terminated before expiry: one month's salary per year

Resigning with cause

You have the right to terminate the contract if the employer fails to fulfil a fundamental obligation arising from the Law, the contract or otherwise.

New work models

The law now addresses remote work, platform-based work and flexible hours for the first time. If your arrangement is one of these, it now has a statutory basis.

Wage records

Employers must maintain detailed wage logs and ensure lawful deductions that never breach minimum wage protections. The law caps wage deductions and mandates fair pay timing.

Penalties

Violations attract fines from EGP 5,000 up to EGP 20,000, doubling for repeat offences. Criminal penalties including imprisonment were abolished and replaced with proportional fines.

Frequently asked questions

How many copies of my contract must exist?
Four: employer, employee, social insurance authority and Labour Office. Make sure you received yours.
Must my contract be bilingual?
Yes. Every employment relationship must be documented in a written, bilingual contract — Arabic plus a second language where applicable — lodged with the labour office.
Is my contract permanent by default?
The law presumes all contracts are permanent unless justified otherwise, so the burden is on the employer to justify fixed-term status.
Why does contract type matter?
Because compensation differs: not less than two months’ wage per year for indefinite contracts terminated illegitimately, versus one month per year for fixed-term terminated early.
Does the law cover remote and platform work?
Yes, for the first time. Remote work, platform-based work and flexible hours now have a statutory basis.

Sources

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