Egypt’s new Labor Law (No. 14 of 2025) officially came into effect on September 1, 2025. It introduces sweeping reforms designed to protect workers, regulate foreign employment, and modernize the labor market. From abolishing the infamous “Form 6” to setting strict rules on working hours and contracts, here’s a breakdown of the most important changes.

Say Goodbye to “Form 6”

One of the most notable reforms is the abolition of “Form 6,” a document that many workers were forced to sign when they started a job, allowing employers to dismiss them at any time. This practice often left employees vulnerable and insecure.

Now, resignations must be formally approved by the Labor Office, Directorate, or Ministry of Labor to be valid. Any dismissal without a judicial decision is considered arbitrary, and in such cases, workers are entitled to compensation.

A New Contract System

The law introduces a standardized contract system to ensure fairness and transparency. Each contract must now be issued in four copies:

• one for the Ministry of Labor,
• one for the Social Insurance Organization,
• one for the employer,
• and one for the employee.

If no written contract exists, the worker is automatically considered to be on a permanent contract. These contracts must guarantee fair wages, health insurance, and social insurance. They must also be written in Arabic, with translations available for foreign employees.

Working Hours and Rest

The new law puts a clear ceiling on working hours to protect employees from exploitation. Workers cannot be asked to work more than 8 hours a day or 48 hours per week, with rest breaks included.

• Employers must provide a meal or rest break of at least one hour.
• Employees cannot work for more than five consecutive hours without a break.
• A weekly rest period of at least 24 hours is mandatory after six days of work, although in some jobs, workers may accumulate rest days and take them every eight weeks.

Leave and Maternity Rights

Leave entitlements are now more clearly defined, especially for women and workers in difficult conditions.

• Female workers are entitled to 120 days of fully paid maternity leave, up to three times during their service.
• Those working in quarries, mines, and mountains receive additional incentives and leave.
• Anyone working on public holidays or special occasions must be paid double wages.

Minimum Wage and Fair Pay

To address rising living costs, the law requires all private sector employers to comply with the minimum wage, with no exceptions. This is enforced by the National Wages Council, and wages cannot be lowered under any circumstances.

Rules on Assignments and Refusal

The law also sets out clear expectations around job assignments.

• Workers are generally required to perform their duties honestly and accurately (Article 72).
• They may refuse if an assignment is dangerous or violates the law (Article 73).
• Refusing without a legitimate reason can lead to disciplinary measures such as warnings, wage deductions, or loss of bonuses (Article 128).
• Repeated or deliberate refusal is considered abstention from work, which gives the employer grounds for dismissal (Article 132).

Regulation of Foreign Labor

Foreign employment is now subject to stricter controls, with foreign workers limited to 10% of the total workforce in any establishment.

The Ministry of Labor has already begun inspections, uncovering 214 violations in the first campaign. At the same time, the law removes unnecessary barriers by simplifying work permit requirements, except in large companies.

Other Key Protections

Beyond contracts and wages, the law strengthens overall worker protections:

• Workers employed through subcontractors now have the same rights as those employed directly, with the parent company held accountable.
• The probation period cannot exceed three months, and an employee cannot be tested more than once by the same employer.
• Employers must keep a worker’s file for five years after employment ends.
• If the employer pays for training, the worker must either complete an agreed-upon period of work or reimburse training costs.
• The law also recognizes remote work, flexible work, and digital platform jobs, reflecting changes in today’s labor market.

Labor Courts Coming Soon

To speed up dispute resolution, specialized labor courts will begin operating in October 2025. These courts will handle cases of dismissal, wage disputes, and other labor-related issues, aiming to resolve them more efficiently.

Final Word

With the abolition of Form 6, stronger protections against dismissal, and clearer rights for both local and foreign workers, Egypt’s new labor law represents a major shift in the country’s labor market. By setting fair standards for contracts, wages, and working conditions, it seeks to balance the interests of employers and employees while ensuring dignity and stability at work.

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