Egypt – Ministerial Decree No. 162 of 2026: Workplace Regulations

Key Provisions

• Scope and mandatory topics: Employers with ten or more workers must prepare activity-specific workplace regulations covering recruitment and hiring; contracts and personnel files; training; performance and promotion; transfers, secondments and assignments; wages and benefits; hours, rest, overtime and work patterns; leave; safety; termination; worker duties; investigations; and disciplinary breaches and penalties.
• Submission and deadlines: Submit the draft to the Labour Directorate with the required supporting documents. If the Directorate neither certifies nor objects within 30 days, the regulations/policy takes effect.
• Existing benefits: Established benefits already granted shall not reduce acquired rights.
• Worker protections: Prohibit forced or compulsory labour, including unlawful retention of identity or travel documents, movement restrictions, work beyond legally prescribed hours or unlawful wage deductions; address harassment, bullying and violence; and prohibit direct or indirect discrimination.
• HR administration: Use compliant employment contracts and confidential personnel files; provide employer-funded training with objective selection; maintain job classifications and merit-based promotion; and use fair, measurable performance criteria with a notification and appeal process.
• Pay, work and safety: Protect lawful wage payment and deductions and equal pay; regulate hours, rest, shifts, overtime and applicable flexible or remote work; provide all leave at no less than statutory minimums; and address occupational health and safety, protective equipment and accessible emergency arrangements.
• Investigations and dismissal: Start investigations within seven days and complete them within three months unless new evidence emerges; impose penalties within 30 days after completion; hear the worker and allow a defence; cap deductions at five days’ basic wage per infraction and per month; use a graduated penalties schedule; and reserve disciplinary dismissal to the competent labour court.
• Termination: Separately address expiry or completion of work, termination on statutory notice, written mutual termination, death or incapacity, constructive resignation, voluntary resignation, court-ordered dismissal and retirement.
• Review and effective date: Review the regulations/policy and related policies periodically; amendments must preserve acquired rights, be approved and communicated, and follow the same certification process.
• Published in the Official Gazette on 13 August 2026; effective from 14 August 2026.

Recommended Actions

• Designate a Compliance Liaison within HR or Legal to coordinate and adhere to all statutory requirements and to monitor updates or additional implementing instructions.
• Review Ongoing and Recent Issuances to confirm compliance.

How We Can Help

Our Employment & Labour team assists clients in:

• Advising on the issuance update and employee communications, implementation of the decree.
• Providing training on the implementation of the decree.
• Liaising with Labour Office directorates to streamline logistics and managing disputes arising from any breaches.

Please contact any member of our Employment & Labour practice for tailored advice. We will continue to monitor developments and keep you informed of further guidance from the Ministry of Labour.