New Labor Law 2025 in Egypt | Employee Rights and Employer Obligations with Counselor Mohamed Hassan
With the implementation of Egypt's New Labor Law No. 14 of 2025, employees and employers need to understand the key rules governing employment relationships, particularly those related to employment contracts, wages, annual leave, working hours, resignation, and termination of employment. The new law replaces Labor Law No. 12 of 2003 and provides a more comprehensive legal framework for regulating individual and collective employment relationships.
With the growing number of questions about employee rights under the New Labor Law, employment contract termination, annual leave, resignation, and compensation for unlawful termination, Mashora Law Firm, led by Counselor Mohamed Hassan in Haram , provides legal consultations concerning Egyptian labor law, with each case carefully reviewed according to its circumstances and supporting documents.
📍 Contact Information – Mashora Law Firm
⚖️ Counselor Mohamed Hassan – Mashora Law Firm
📌 Address: 454 Al Haram Street, Giza Square, Misr Insurance Building, next to El Tawheed & El Nour, Giza, Egypt.
📞 Phone: 01204682881
📧 Email: [email protected]
🌐 Website: mashoralaw-eg.com
📍 Location: View Location on Google Maps
🕘 Working Hours: Saturday to Thursday, from 9:00 AM to 4:00 PM. Friday closed.
⚖️ What Is the New Labor Law in Egypt?
Law No. 14 of 2025 issuing the Labor Law was issued on May 3, 2025 and published in the Official Gazette. The law established a new legal framework governing employment relationships between employees and employers and introduced detailed provisions concerning employment contracts, leave, termination of employment, and labor disputes.
The law aims to regulate the relationship between the employee and employer, define the rights and obligations of both parties, and establish rules governing employment contracts, annual leave, termination of employment relationships, and the settlement of labor disputes.
Understanding the provisions of the New Labor Law 2025 in Egypt is important for both employees and employers because it can help reduce legal disputes and clarify the proper procedures to follow when an employment-related disagreement occurs.
👨⚖️ Key Employee Rights Under the New Labor Law
One of the most important issues for employees when reviewing the New Labor Law 2025 is understanding their fundamental rights during employment and after the employment relationship ends.
These rights include provisions related to annual leave, employment contracts, wages, resignation, termination of employment, and employee compensation, subject to the applicable legal provisions and regulations.
However, every labor dispute is different. The employee's legal position depends on several factors, including the type of employment contract, length of service, reason for termination, available documents, and the actual circumstances of the employment relationship.
📄 Employment Contracts Under the New Labor Law
The New Labor Law regulates different types of employment contracts and employment relationships, including fixed-term contracts, indefinite-term contracts, and contracts related to the completion of specific work.
A fixed-term employment contract generally ends when its agreed term expires, subject to the applicable legal provisions. The law also regulates certain circumstances involving contract renewal and extension.
For an indefinite-term employment contract, the law establishes specific rules governing termination notices and requires a legitimate and sufficient reason in certain circumstances before the employment relationship can be terminated.
For this reason, reviewing an employment contract before submitting a resignation, terminating employment, or taking any legal action can be an important step in protecting the rights of both parties.
⏰ Notice Period Before Terminating an Employment Contract
One of the important provisions of the New Labor Law concerns the notice period required before terminating an indefinite-term employment contract.
In the case of an indefinite-term employment contract, either party may terminate the contract by providing the other party with written notice before termination, subject to the applicable legal provisions.
The employment relationship generally remains in effect throughout the notice period, meaning that the rights and obligations arising from the employment contract continue until the notice period ends.
If an employer terminates the contract without complying with the applicable notice requirements, the employer may be required to pay compensation corresponding to the employee's wage for the applicable notice period or the remaining portion of it, subject to the law.
❌ When Is Employment Termination Considered Unlawful?
One of the most common questions employees ask is: Can an employer terminate an employment contract at any time?
The New Labor Law establishes rules governing the termination of indefinite-term employment contracts and provides that termination must comply with the legal requirements and applicable provisions governing the employment relationship.
The law also identifies circumstances in which termination may be considered unlawful, including situations connected with an employee exercising certain legally protected rights, filing a complaint or lawsuit concerning violations of laws, regulations, or employment agreements, as well as certain matters related to union activities and statutory leave.
Where an employment relationship is terminated unlawfully, the employee may have a legal right to compensation in accordance with the conditions and procedures established by law.
💰 Compensation for Unlawful Termination
Egypt's Labor Law No. 14 of 2025 regulates compensation in certain cases involving the termination of employment.
Where an employer unlawfully terminates an indefinite-term employment contract, the employee may be entitled to compensation for the damage caused by the termination, subject to the statutory rules governing the calculation and entitlement to compensation.
Determining whether compensation is actually due and calculating its amount requires reviewing the specific circumstances of the case, including the employment contract, reason for termination, length of service, and available supporting documents.
🏖️ Annual Leave Under the New Labor Law
Annual leave is one of the most important rights for employees. The New Labor Law establishes different annual leave periods depending on the employee's length of service and other legally recognized circumstances.
According to the applicable provisions of the law, annual leave may include the following periods:
- 15 days during the first year of employment.
- 21 days starting from the second year.
- 30 days for employees who have completed ten full years with one or more employers, or employees who are over the age of fifty.
- 45 days for persons with disabilities and individuals of short stature, subject to the applicable legal provisions.
The law may also provide an additional 7 days of annual leave for employees working in hazardous or harmful conditions or in remote areas, subject to the relevant regulations and decisions.
Employees should also be aware that annual leave is subject to specific rules concerning scheduling, unused leave balances, and payment for unused leave when the employment relationship ends.
👶 Rights of Women Workers Under the New Labor Law
The New Labor Law contains specific provisions concerning the protection of women workers, including rules governing maternity leave, breastfeeding periods, pregnancy, and childcare.
Following maternity leave, the law provides protections concerning the employee's return to her position or an equivalent position, while also establishing specific restrictions concerning termination of employment in legally protected circumstances.
The law also grants breastfeeding employees additional periods during working hours for breastfeeding, subject to the applicable legal conditions.
✍️ Resignation Under the New Labor Law
One of the most frequently asked questions is: How can an employee submit a resignation under the New Labor Law?
The law regulates resignation procedures and requires the resignation to be submitted in writing and signed by the employee or their authorized representative, with the applicable administrative certification requirements.
The law also establishes procedures concerning the employee's continued employment pending the processing of the resignation, as well as rules concerning acceptance and withdrawal of resignation.
For this reason, resignation should not simply be treated as a document signed by the employee. It is important to ensure that all applicable legal procedures are properly followed to avoid disputes regarding the effective termination date or outstanding employment entitlements.
⚠️ Can Absence Be Considered a Resignation?
The New Labor Law establishes specific rules concerning unauthorized absence from work.
Under the applicable provisions, an employee may be considered to have resigned if they are absent without a legitimate justification for more than 20 intermittent days during the year or more than 10 consecutive days, subject to the required warning and notification procedures established by law.
Therefore, unauthorized absence and termination of employment should not be handled informally, as the law establishes specific procedures and requirements that must be followed.
👴 Termination of Employment Upon Reaching the Age of 60
The New Labor Law also contains provisions concerning employees reaching the age of sixty.
Certain employment relationships may be terminated when the employee reaches this age, while special rules may apply where a fixed-term employment contract continues beyond the employee's sixtieth birthday.
The law also regulates certain employee entitlements concerning periods of employment after the age of sixty, subject to the conditions established by law.
⚖️ What Should an Employee Do When a Labor Dispute Occurs?
When a dispute arises concerning termination, wages, annual leave, resignation, employment contracts, or financial entitlements, the employee should first collect documents proving the employment relationship and the circumstances of the dispute.
Important documents may include:
- Employment contract.
- Salary statements or proof of wages.
- Disciplinary decisions or warnings.
- Leave requests.
- Resignation letter or termination decision.
- Correspondence related to the dispute.
- Any other documents supporting the employee's rights or obligations.
The legal position can then be evaluated according to the provisions of Egypt's New Labor Law No. 14 of 2025 and the relevant regulations and decisions.
🏢 Legal Services for Labor Cases at Mashora Law Firm
Mashora Law Firm, led by Counselor Mohamed Hassan in Haram , provides legal services and consultations in several areas of Egyptian law, including matters related to employment relationships and labor disputes.
The firm approaches each legal case by reviewing the specific circumstances, examining contracts and supporting documents, and identifying the appropriate legal procedures according to the applicable laws and regulations.
Mashora Law Firm also provides legal services in various areas, including criminal cases, civil cases, commercial disputes, real estate matters, personal status cases, cybercrime, and contract drafting.
The firm places particular emphasis on confidentiality, accuracy, and professional handling of clients' legal information and case documents.
📞 Legal Consultation on the New Labor Law 2025
If you are facing a legal issue involving an employment contract, termination, resignation, annual leave, dismissal, wages, or other employment entitlements, obtaining legal advice based on the specific facts of your case can help clarify the applicable legal procedures.
Counselor Mohamed Hassan – Mashora Law Firm
📍 Address: 454 Al Haram Street, Giza Square, Misr Insurance Building, next to El Tawheed & El Nour, Giza.
📞 Phone: 01204682881
📧 Email: [email protected]
🌐 Website: mashoralaw-eg.com
📍 Google Maps: View Location
