Law No. 14 of 2025 created a faster and more capable dispute system.
The labour courts
Each labour court now includes:
A dedicated enforcement office
A judge authorised to issue urgent orders
Those urgent orders can include suspending a dismissal or enforcing partial wage payments during litigation.
These judicial reforms create a faster and fairer system to uphold rights.
Why that matters practically
In many systems, contesting a dismissal means going without income while the case runs. The urgent-order power changes that calculation.
Common grounds
Termination for an illegitimate reason — not less than two months' wage per year
Fixed-term contract terminated before expiry — one month's salary per year
Individual notices issued before the collective procedure concluded
Not receiving the Article 162 job-search entitlement during notice
Not receiving your contract copy — one of the four is yours
Termination during or immediately after maternity leave without a legitimate reason
Unlawful or uncapped wage deductions
Time at the workplace exceeding twelve hours without exceptional justification
What to gather
Your contract copy, showing wage and start date
The written notice and its stated reason
Evidence of your years of service
Wage logs or payslips
Your employment file records, including any compensatory days
Records of the collective redundancy process, if applicable
The penalties employers face
Fines from EGP 5,000 to EGP 20,000, doubling for repeat offences.
Criminal penalties including imprisonment were abolished and replaced with proportional financial fines.
The presumption in your favour
All contracts are presumed permanent unless justified otherwise. If your employer claims fixed-term status to reduce the multiplier from two months to one, the justification is on them.
Resigning with cause
You have the right to terminate if the employer failed a fundamental obligation arising from the Law, the contract or otherwise. That is a different position from ordinary resignation.
Act promptly
Records are easier to assemble close to the event, and the urgent-order powers are most useful early.
Frequently asked questions
What can the new labour courts do?
Each has a dedicated enforcement office and a judge authorised to issue urgent orders, including suspending a dismissal or enforcing partial wage payments during litigation.
Why does that matter practically?
Because in many systems contesting a dismissal means going without income while the case runs. The urgent-order power changes that calculation.
What are common grounds for a claim?
Illegitimate termination, fixed-term ended early, notices issued before the collective procedure concluded, no job-search time, no contract copy, or unlawful deductions.
What presumption helps me?
That all contracts are permanent unless justified otherwise. If your employer claims fixed-term status to halve the multiplier, the justification is on them.
What penalties do employers face?
Fines from EGP 5,000 to EGP 20,000, doubling for repeat offences. Criminal penalties including imprisonment were abolished.