Egypt
Ministry of Labor Decree No.270 of 2025 regulating periodic reporting obligations on the employer
Impact date: 31 December 2025 The Decree imposes an obligation on employers to submit a written or electronic statement to the competent Labor Directorate. The statement must include detailed employee data, namely the number of employees, their qualifications, positions, age, nationality, and salaries. In addition, employers are required to submit an annual update during January of each year reflecting any amendments to the previously submitted information, the number of vacancies, and an assessment of anticipated workforce needs for the following year based on educational and professional status. Submissions may be made electronically or physically. The deadline for initial compliance is 30 days from the date of issuance of the Reporting Obligations Decree, with annual reporting required every January thereafter.
Employer implications/action needed Employers must provide the competent Labor Directorate, within 30 days of each employee’s enrolment, with a statement containing the number of employees and their respective qualifications, job positions, age, nationality, and salaries. Furthermore, during January of each year, employers are required to submit an updated statement setting out any amendments to the previously reported data, the number of vacancies within the establishment, and an evaluation of the anticipated workforce needs for the upcoming year. All such submissions may be made either electronically or in physical form in accordance with the applicable procedures.
Employer risk Employer failure to comply may be punished by a fine of not less than EGP 1,000 and not exceeding EGP 20,000 which shall be multiplied by the number of relevant employees and doubled in case of recidivism.
Ministry of Labor Decree No. 267 of 2025 regulating apprenticeship
Impact date: 31 December 2025 The Decree establishes a framework for apprenticeships and professional training, applying to all establishments regardless of size or sector. It defines the trainee as someone joining a workplace to learn a profession, trade, or craft in exchange for compensation for a fixed period, formalized in a written agreement. The Decree emphasizes a combination of practical and theoretical training, staged over one to three years with regular evaluations, and ensures fair remuneration, social and health benefits, and a safe working environment. A committee, headed by the Minister of Labor, oversees strategy, planning, monitoring, and promotion, while the Ministry coordinates domestic and international partnerships and recognizes qualifications. The trainees must be at least 14 years old, cannot be exposed to strenuous work, and have the right to end agreements with notice. The agreement must protect interns’ freedom to move in the labor market and include clear obligations, rest periods, and stage-wise progression, with Ministry oversight at all stages.
Employer implications/action needed Employer is obligated to provide training, supervision, safety, and record-keeping. Further, the employer is also responsible for safeguarding the intern’s health and safety by ensuring occupational safety measures and a secure work environment, notifying the intern’s guardian in case that the trainee is a minor and the competent labor office of any accidents and taking immediate action for medical assistance, and insuring the intern against work-related injuries in accordance with the Social Insurance and Pensions Law No. 148 for 2019.
Employer risk Employer failure to comply may be punished by a fine of not less than EGP 500 and not exceeding EGP 5,000 which shall be multiplied by the number of relevant employees and doubled in case of recidivism.
Contact
Omar S. Bassiouny Founding Partner & Head of Corporate M&A
E: omar.bassiouny@matoukbassiouny.com
T: +202 2796 2042
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