In a significant step towards reinforcing transparency and accountability in the labor market, Egypt’s Minister of Labour, Mohamed Gebran, issued Ministerial Decree No. 214 of 2025 to regulate the formal structure, documentation, and submission process for employment contracts. The decree, which comes in alignment with the newly enacted Labor Law No. 14 of 2025, defines the core components of a valid employment contract and sets new procedures for its filing and oversight. It aims to ensure that employment relationships are formalized, documented, and accessible for review by relevant authorities, while also promoting awareness among employers and employees regarding their rights and obligations.

The decree defines an employment contract as one in which a employee undertakes to work for an employer under their management or supervision in return for a wage. It obliges employers to prepare four original copies of the contract in Arabic. One copy is retained by the employer in the employee’s service file, another is given to the employee, the third is submitted to the relevant social insurance office, and the fourth must be deposited with the local labor directorate. Notably, the decree permits this submission to be made either in person or via a designated official email, introducing flexibility through digital channels.

To ensure authenticity and traceability, contracts submitted electronically must be sent from the company’s official email and include essential attachments. These include a certified copy of the company’s commercial or industrial registration and tax card, a copy of the national ID or passport of the employer or chairman, and a detailed statement in both Excel and PDF formats. The statement must list the employees’ names, national IDs, wages, job titles, and contract durations (in the case of definite-term contracts). Each contract must also be submitted as a separate PDF file named after the employee.

Importantly, any renewals of definite-term contracts, or notices of non-renewal or termination, must also be submitted to the labor directorate within fifteen days of such action. For indefinite-ended contracts signed prior to the effective date of the new labor law (September 1, 2025), employers are not required to submit them. However, if such contracts are definite-term and are renewed after the law’s effective date, then a copy must be submitted upon renewal.

The decree also mandates that all employment contracts must contain key information, including the contract start date, employer’s name and work location, the employee’s name, qualifications, job title, national ID number, insurance number, residence address, the nature of the work, salary and its payment schedule, and any additional financial or in-kind benefits.

A notable provision addresses foreign employees who do not speak Arabic. Their contracts must be drafted in Arabic and their own language, or in Arabic and English. In case of interpretation disputes, the Arabic version prevails. Finally, the Ministry of Labour and its local offices are tasked with offering advisory services to both employers and employees to help them correctly determine the legal nature of their employment relationships. This includes distinguishing between employment and other types of legal relationships, such as independent contracting.

By enforcing clearer procedures and record-keeping, Decree No. 214 of 2025 represents a meaningful shift towards modernizing labor oversight and formalizing employment relations in Egypt. It emphasizes documentation, digital submission, and transparency, all key elements in strengthening the protection of employees’ rights and compliance by employers.