Global Expansion Guide

Egypt

Manage and pay your employees easily with BIPO in Egypt and 170+ other markets. Build your international teams today with our global Employer of Record service!

employment guide_currency

Currency

Egyptian Pound (EGP)

employment guide_language

Official Language

Arabic

employment guide_capital

Capital

Cairo

Employer of Record Egypt

Embark on your business expansion in Egypt with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Egyptian market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

This document was compiled on 09 July 2026. The content in this guide is current as of this date and based on common business practices.

Employment Contract

  • Employment contracts are divided into fixed-term contracts and open-ended contracts. Employers must execute written contracts in Arabic (or Arabic plus a language understandable by the employee). Four copies shall be made: one for the employer, one for the employee, one to be submitted to the social insurance authority, and one to the relevant administrative competent authority.
  • Mandatory information to be included in the employment contract:
    • Contract commencement date;
    • Employer’s name and workplace address;
    • Employee’s full name, academic qualifications/professional certifications, occupation, social insurance number, residential address and identity document information;
    • Agreed nature and type of work;
    • Agreed salary, payment method, payment cycle, plus any additional monetary and in-kind benefits agreed by both parties.

Working Hours

Standard Working Hours
Daily Weekly
8 Hours 48 Hours

Daily Rest Total: 1 hour per day; continuous work shall not exceed 5 hours.

Weekly Rest 1 full consecutive 24-hour rest day per week.

Overtime Compensation

  • Daytime overtime on regular working days: 135% of regular salary;
  • Nighttime overtime on regular working days: 170% of regular salary;
  • Overtime on weekly rest days: 1 additional day’s regular salary + 1 compensatory rest day in the following week.

Public Holidays

Scope of Application: Private sector employees
Coptic Christmas Day 7/1/2026
January 25th Revolution and National Police Day 29/1/2026
Eid Al-Fitr 19/3/2026 – 23/3/2026
Sham El-Nessim 13/4/2026
Sinai Liberation Day 25/4/2026
Labor Day 7/5/2026
Arafat’s Day 26/5/2026
Eid Al-Adha 27/5/2026 – 31/5/2026
Islamic New Year 18/6/2026
On the occasion of June 30 Revolution 2/7/2026
The July 23 Revolution Day 23/7/2026
Prophet Muhammad’s Birthday (Mawlid Al-Nabi) 26/8/2026
Armed Forces Day 6/10/2026
*Notes: No mandatory compensatory rest if a public holiday falls on an employee’s weekly rest day.

Overtime Compensation:

  • 200% of full salary; or
  • 100% of full salary plus 1 compensatory rest day (subject to written application by the employee)
  • No exemptions apply to public holiday overtime compensation.

Leave Entitlements

Annual Leaves

Type of employer: Total tenure across all employers

Eligibility and Duration:

  • 15 days for employees with 1 full year of service (pro-rated for staff with 6+ months but less than 1 year);
  • 21 days for employees with 2+ years of service;
  • 30 days for employees with 10 cumulative years of service (with any single or multiple employers) OR aged 50 and above;
  • 45 days for employees with disabilities or dwarfism;
  • Additional 7 days for roles involving hazardous, health-damaging, or remote-site work.

Allowance: Full salary, borne by the employer.

Encashment: Unused annual leave upon termination must be fully compensated.

Sick Leave

Eligibility: Employee must provide a medical certificate.

General employees:
Duration Allowance (Paid By Social Insurance)
First 90 days 75% of Full Salary
Subsequent 90 days 85% of Full Salary
Chronic illnesses (no 180-day cap) Full Salary
Employees in specific industrial enterprises:
Duration (per 3-year cycle) Allowance (Paid by Social Insurance)
First 3 months Full Salary
Next 6 months 85% of Full Salary
Subsequent 3 months 75% of Full Salary

Maternity Leave

  • Eligibility: Pregnant and postpartum female employees; a medical certificate is required.
  • Duration: 4 months (minimum 45 days post-childbirth); maximum 3 maternity leave periods per employee.
  • Allowance: Full salary, borne by the employer (the employer may deduct the portion covered by social insurance for the first 90 days).

Other Leave Types

  • Breastfeeding Leave: Available within 2 years post-childbirth; two 30-minute breaks per day (may be combined); full pay.
  • Childcare Leave: For female employees with a minimum of 1 year of service and a minimum 2-year interval between births; available at enterprises with 50+ staff; maximum 2 years per leave, up to 3 times total; unpaid.
  • Exam Leave: Employee must notify the employer at least 10 days in advance and provide supporting documentation; duration matches actual exam days; full pay.
  • Personal Emergency Leave:
    • For urgent personal matters (counted against annual leave): Maximum 7 days per year, maximum 2 consecutive days per request; full pay.
    • For childbirth of employee (not deducted from annual leave): 1 day per occurrence, maximum. 3 times total; full pay.
  • Hajj Leave: Employees with 5 consecutive years of service with the same employer: 1 month per leave, one-time entitlement only; full pay.
  • Job Search Leave: When the employer initiates contract termination: 1 day or 8 hours per week; full pay.

Social Insurance

Scope of Application: Applicable to employees of private enterprises

Social Insurance TypeCeilingEmployee ContributionEmployer Contribution
Core Social Insurance (Pension / Disability / Work Injury / Medical / Unemployment)

EGP 2,700 per month

EGP 16,700 per month

11%18.75%
Martyrs & Victims Fund0.05%
Emergency Relief Fund

EGP 440 per month

EGP 2,720 per month

1%
Training Fund*EGP 10-30 per employee per year0.25%

Notes: Training Fund applies to enterprises with 30 or more employees.

 Minimum Wage

Effective DateMinimum Wage
1 March 2025 to PresentEGP 7,000 per month

Termination Notice Period and Compensation

  1. Fixed-term Employment Contracts:
    • Contracts with a term ≤ 5 years:
    • Automatically expire upon contract end date;
    • Contracts with a term > 5 years: Written notice 3 months in advance is required;
    • If the employer lawfully terminates the contract, severance pay equals 1 month’s salary for each full year of service.
  2. Open-ended Employment Contracts:
    • Written notice 3 months in advance OR payment in place of notice;
    • If the employer terminates the contract without legal grounds, severance pay equals 2 months’ salary per full year of service
  3. Special severance for employees continuing employment after reaching the retirement age of 60:
    • First 5 years of post-retirement service: 0.5 month’s salary per full year;
    • Service beyond the initial 5 years: 1 month’s salary per full year.

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation:
    The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management:
    We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Egyptians regulations.
  • Contributions and Taxes:
    Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours:
    We guarantee that your employment practices adhere to Egypt’s minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management:
    Implement and manage leave policies that comply with Egyptians laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance:
    Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services:
    Work visa and permit applications, termination procedures. Services may vary across countries.

Benefits of BIPO Employer of Record Service in Egypt

Unlock your growth potential with BIPO’s Employer of Record service in Egypt. Our EOR service empowers businesses to scale seamlessly while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles administrative HR tasks, enabling companies to focus on core business functions and accelerate growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

Subscribe to newsletter*
This field is for validation purposes and should be left unchanged.

Share this guide

Share on facebook
Share on linkedin
Share on email

Frequently Asked Questions​​

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees.

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from:

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

Our Employer of Record (EOR) service enables businesses to rapidly enter target overseas markets and compliantly establish local teams without the need to set up a foreign legal entity.

Covering the entire employee lifecycle, our service alleviates administrative burdens and facilitates your international hiring efforts.

Leveraging our proprietary service network across various countries and regions, we provide professional support to ensure local employment compliance and security.

BIPO’s service network spans over 170 countries and regions, with operations covering Asia, Europe, the Americas, Africa, and Oceania. The company has established its own offices in more than 50 of these locations, including:

  • Asia: Mainland China, Hong Kong, Taiwan, Macau, Singapore, Japan, South Korea, Malaysia, Indonesia, Thailand, the Philippines, Vietnam, Cambodia, Myanmar, Laos, India, Pakistan, Brunei, Sri Lanka, Bangladesh, Timor-Leste, Dubai, Saudi Arabia, Uzbekistan, etc.

  • Europe: The UK, the Netherlands, Germany, Turkey, Spain, Poland, Denmark, Hungary, Romania, etc.

  • America: USA, Canada, Guam, Mexico, Colombia, Brazil, Argentina, Chile, Peru, etc.

  • Africa: Kenya, South Africa, Mauritius, Egypt, Morocco, Nigeria, etc.

  • Oceania: Australia, New Zealand, etc.

Find out more?

Explore our award-winning platform

One-all-one HR global platform with integrated features to manage your business.

Privacy Consent*
This field is for validation purposes and should be left unchanged.