Egypt

Employer implications/action needed Employer must ensure compliance with the Decree and for the employer who establishes a nursery, it must obtain the necessary license from the Ministry of Social Solidarity and comply with all applicable supervision, inspection, and regulatory requirements governing nurseries. Employers may alternatively cover the childcare costs at a licensed nursery where establishing a nursery is impracticable. In addition, employers should implement the applicable employee contribution system for childcare services in accordance with the prescribed percentages of employees’ wages

Employer implications/action needed Employers should carefully assess whether any of their operations, activities, or work locations fall within the designated hazardous sectors or remote areas and ensure that all affected employees receive to an additional seven days of paid annual leave.

Employer implications/action needed Employers are required to conduct pre-employment and periodic medical examinations, maintain health records and official age documentation, provide occupational safety measures, personal protective equipment, transportation, appropriate accommodation where applicable, daily healthy meals, and suitable working conditions that separate children from adults and ensure gender segregation where necessary. Employers must also notify the competent labor offices of child workers and trainees, maintain detailed employment records, display the relevant legal provisions at the workplace, and obtain and retain the required health cards and official documentation. The decision additionally prohibits any form of exploitation of children and imposes ongoing inspection and monitoring by labor authorities to ensure compliance. Non-compliance may expose employers to regulatory action, labor inspections, administrative penalties, and potential liability under the Labor Law, Child Law, and applicable health and safety regulations, particularly in cases involving unlawful child labor, hazardous work, or failure to comply with mandatory welfare and protection obligations.

Employer implications/action needed Employer subject to the Decrees are entitled to identify eligible employees and functions for remote work, implement remote work arrangements on Sundays, issue the necessary internal communications and policies, ensure business continuity, maintain employees’ existing rights, salaries, and benefits without reduction, and retain appropriate records evidencing compliance with the decision.

Employer implications/action needed Employers, particularly investor associations, business associations, and participating private sector entities, may be required to cooperate with the labor market observatories by participating in meetings and committees, nominating representatives and employees to support observatory activities, providing labor market data and information requested for studies and reports, facilitating data collection processes, participating in labor market conferences and workshops, and supporting the implementation of labor market recommendations and workforce development initiatives. Employers should also ensure that any shared information complies with applicable confidentiality and data protection obligations.

Employer implications/action needed Employers are required to ensure equal pay between male and female employees performing work of equal value, identify and restrict pregnant and breastfeeding employees from hazardous work environments, implement and maintain all occupational health and safety precautions, provide suitable alternative daytime duties where required, arrange safe transportation and security measures for women working night shifts, obtain the necessary approvals for night work, and maintain compliance with applicable maternity protection obligations. Employers should also review workplace policies, risk assessments, and health and safety procedures to ensure compliance with the Decree.