Egypt Employment Guide

Egypt spans northeastern Africa and southwestern Asia, located at the strategic hub of the Mediterranean Sea and the Red Sea with important geopolitical status. It has ~110 million people, the most populous country in the Arab world. Its economic pillars include oil and gas, tourism, agriculture, textiles and construction, while IT and financial services have developed in recent years. Cairo, the capital, is the political, economic and cultural center. Egypt’s labor laws require written contracts for employment relations, with a general 48-hour workweek. Employers must guarantee minimum wages and basic working conditions. Dismissals need reasonable grounds and compliance with legal procedures, and the social insurance system provides certain protection for employees.

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Currency

Egyptian Pound (EGP)

Capital

Cairo

Official language

Arabic

Salary Cycle

Monthly

Our Employment Guide in Egypt

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Essential Elements of Employment Contracts in the Middle East

When drafting employment agreements for Middle Eastern markets, specific formal requirements must be met. Contracts must be prepared in Arabic, though bilingual versions are acceptable for clarity. All documentation requires physical signatures using ink pens to ensure legal validity.

Comprehensive employment contracts should clearly outline these critical components:

Full legal names of both employer and employee
Official commencement date of employment
Duration and terms of the engagement
Detailed job description and responsibilities
Conditions and procedures for contract termination

Any modifications to the original agreement, along with termination notices, must follow the same formal signing protocols to maintain legal enforceability.

Understanding Probationary Period Regulations

Probation periods are mandatory across most Middle Eastern employment arrangements. The standard framework requires a minimum 30-day probation with a maximum extension up to 90 days (three months).

During this probation window, employers retain the right to terminate employment immediately without providing justification or severance compensation. This flexibility allows organizations like SailGlobal to assess candidate suitability while maintaining compliance with local labor laws.

Practical Implementation Strategies

International HR managers should implement clear probation assessment systems with regular feedback sessions. Documenting performance metrics throughout this period creates transparency and supports decision-making if termination becomes necessary.

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