Permanent by default, four contract copies, and no more prison

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

A substantial redesign of the whole framework.

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. Permanent by default
  2. Four copies of the contract
  3. The new labour courts
  4. Criminal penalties abolished
  5. Withdrawing a resignation
  6. Resignation with cause
  7. New work models
  8. The training levy
  9. Collective redundancy

Labour Law No. 14 of 2025 consolidated and expanded employer duties across the Egyptian employment framework.

Permanent by default

An innovation: the law establishes the presumption that all employment contracts are permanent unless justified otherwise.

That shifts the starting point in any dispute about your status.

Four copies of the contract

Employers must issue four formal copies of the employment contract:

  • One for the employer
  • One for the employee
  • One for the social insurance authority
  • One for the Labour Office

Contracts must be written and bilingual — Arabic plus a second language where applicable — and lodged with the relevant labour office.

If you never received a copy, that is a compliance failure.

The new labour courts

Each labour court includes a dedicated enforcement office and a judge authorised to issue urgent orders — such as suspending a dismissal or enforcing partial wage payments during litigation.

That is a meaningful change: you may be able to keep receiving something while a case runs.

Criminal penalties abolished

The law abolishes criminal penalties, including imprisonment, for labour violations, replacing them with proportional financial fines.

Fines run from EGP 5,000 to EGP 20,000, doubling for repeat offences.

Withdrawing a resignation

The old law allowed one week. The new law extends this to ten days from the date of the employer's acceptance.

The withdrawal must be in writing and certified by the competent authority.

Resignation with cause

A significant new provision: employees 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

For the first time, the law addresses remote work, platform-based work and flexible hours.

The training levy

Reduced from 1% to 0.25% on employers.

Collective redundancy

The employer must complete the full collective-redundancy procedure — including union consultation, committee application and approval — before issuing any individual termination notices.

Frequently asked questions

Are contracts permanent by default now?
Yes. The law establishes the presumption that all employment contracts are permanent unless justified otherwise, shifting the starting point in any dispute.
How many copies of my contract should exist?
Four: one each for the employer, the employee, the social insurance authority and the Labour Office. If you never received one, that is a compliance failure.
What can the new labour courts do?
Each has a dedicated enforcement office and a judge authorised to issue urgent orders, such as suspending a dismissal or enforcing partial wage payments during litigation.
How long do I have to withdraw a resignation?
Ten days from the date of the employer’s acceptance, extended from one week. It must be in writing and certified by the competent authority.
Can I resign with cause?
Yes. The law grants employees the right to terminate if the employer fails to fulfil a fundamental obligation arising from the Law or the contract.

Sources

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