Minimum Wage
In accordance with the Egyptian Constitution, the economic system ensures equal opportunities and fair distribution of development returns, reduces the differences among incomes and adheres to a minimum wage and pension, ensuring a decent life, as well as a maximum one in State agencies for every salaried employee according to the Law.
In accordance with the Egyptian Labour Law No. 14 of 2025, the National Council for Wages (NCW) sets minimum wages in the country for workers in all sectors at the national level, considering the cost of living and its changes, the needs of workers and their families and finding a balance between wages and prices. The National Wages Council is composed of members representing six (6) ministries, the national statistics agency, the national administrative agency, the national council for women, the authority for investment and free zones, the national social insurance authority, the national council for persons with disabilities, six (6) employers' representatives, and six (6) trade union representatives. An increase in the minimum wage is jointly decided upon by the government, employer, and trade union representatives through the National Wages Council, which brings together all these representatives. The minimum wage is periodically reviewed and adjusted by the National Wages Council, taking into account the cost of living and economic conditions.
The minimum annual increase/increment in wages must be at least 3% of the salary that is used to calculate social insurance, with a minimum amount of EGP 250 as specified by the National Council for Wages. The National Council for Wages has decided to set a minimum wage for part-time work, ensuring that their pay is not less than a net of 28 Egyptian pounds per hour.
The Labour Law establishes a system of labour inspection and imposes fines (5000-50000 pounds) for non-compliance with the minimum wage provisions. The fine multiplies with the number of workers in whose respect the crime occurred, and it is doubled in case of recurrence. The new law also introduces specialised labour courts to expedite dispute resolution related to such violations, enhancing the overall effectiveness of labour law enforcement.
Source: §27 of the Constitution of the Egyptian Arab Republic 2019; §101 & 281 of the Labour Law No. 14 of 2025
For updated minimum wage rates, please refer to the section on minimum wage.
Regular Pay
In accordance with Article 1, Clause 4 of Law No. 14 of 2025, wage is defined as all that the worker obtains in return for his work, whether fixed or variable, in cash or in kind. The following, in particular, are considered a wage: the commission within the context of Labour relation; anything that a worker may be paid in return for what he produces, sells, or collects all along his charge of the work for which this percentage is prescribed; the increments whatever the reason for becoming payable, or their kind; the in kind benefits the employer shall pay, without being necessitated by work exigencies; any bonus given to the worker in addition to his wage, and all that is paid to him due to his honesty or efficiency, once these bonuses are prescribed in the individual or collective Labour contracts or in the work articles of association, as well as that which has become customarily payable once fulfilling the qualities of generality, continuance and constancy; all that is given to the worker in exchange for specific conditions or risks the worker is liable to in performing his work; the worker’s profit share; tip that the worker obtains if it becomes customarily payable and has rules allowing for its determination. The percentage that customers pay in return for the service in tourist establishments is considered a tip.
Employers are obliged to pay the worker his/her wages in legally circulating currency at the place of work or into the worker's bank account on the working day. The new Labour Law regulates the payment of wages to all classes of workers. According to this law, wages can be calculated on an hourly, daily, weekly or monthly basis.
An employer is under the obligation to pay the workers’ wages:
- At least once a month, when the worker is appointed on a monthly pay;
- Once a week (commensurate with the work done during the week), if the work is paid per production or commission, but the production task takes more than 2 weeks. The balance amount is paid during the week following the completion of the task; and
- Once a week at most, if the worker does not fall into the above two categories.
Employers are prohibited from transferring a monthly paid worker to the category of day labourers or the workers appointed with a weekly wage, or paid per hour or per production, except with the written approval of the worker. The worker, in such a case, has all the rights he acquired during the period he was on a monthly pay.
The employer may deduct wages of a worker for payment of the loan, without charging any interest. The amount of deduction must not be more than 10% of the worker's wage. The employer must not compel the worker to buy food, goods, or services from specific stores, or buy goods produced or services provided by the employer. An employer should provide pay slips comprising items of the wage to all workers. The employer's financial obligation for the wage is not settled unless the worker signs to confirm receipt of the wage in the designated register, on the wage slips, or if their wage and entitlements have been transferred to their bank account.
While the 2003 law required workers to sign for receipt of wages through cash or cheque, the 2025 law explicitly permits bank transfers as a valid form of payment, without requiring a signed receipt from the worker.
The 2025 law also allows electronic recordkeeping. Under the 2003 law, employers were required to maintain a paper file for each worker, containing their contract, personal details, payslips, disciplinary records, and other relevant documents, and keep the file for one year after termination of employment. The 2025 law, on the other hand, allows employers to maintain all files in digital form and increases the record retention period from one to five years. Employers are also required to maintain a register of all disabled employees (including those with dwarfism) to show compliance with the disabled worker quota.
There are no provisions on 13-14 month pay or other compulsory bonuses in the Labour Law.
Source: §101-116 of the Labour Law 2025
