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Employment rights in Maadi Cornish, Egypt are governed primarily by Egyptian labor legislation, most notably Labor Law No. 12 of 2003 and its later amendments, together with implementing regulations and social insurance rules. Maadi Cornish is part of Greater Cairo, so workers and employers there are subject to the same national laws and to enforcement by local branches of national agencies. Employment rights cover areas such as contracts, wages, working hours, overtime, leave, social insurance contributions, occupational health and safety, termination and severance, anti-discrimination protections and the right to collective action through trade unions. Many workplace disputes are resolved by administrative conciliation at the labor offices or through the labor courts when conciliation fails.
Employment disputes often involve technical law points, strict procedural steps and tight time limits. You may need a lawyer when:
- Your employer has dismissed you and you believe the dismissal was unfair or unlawful.
- You are owed unpaid wages, overtime or end-of-service payments and negotiation has failed.
- You face disciplinary action, suspension or demotion and want to protect your rights.
- You need help interpreting your employment contract, non-compete clause or confidentiality agreement.
- You are a foreign national with visa or work-permit issues linked to employment termination.
- You want to file a formal complaint with the labor office, pursue a court case or defend against an employer claim.
- You need evidence preservation, drafting of formal letters, or representation at conciliation sessions and hearings.
The following are key aspects of Egyptian employment law relevant to workers and employers in Maadi Cornish:
- Contracts - Employment can be for a fixed term or indefinite period. Written contracts are strongly recommended for clarity on duties, salary, probation, notice periods and special clauses.
- Wages and payment - Employers must pay agreed wages and comply with minimum-wage and payroll obligations. Pay slips and clear records are vital for claims.
- Working hours and overtime - National law regulates working hours, rest breaks and overtime pay. Overtime must generally be compensated above the normal wage rate.
- Leave - Employees are entitled to annual paid leave, public-holiday entitlements, sick leave and special leave such as maternity leave. Specific lengths and pay rules depend on the law and employer policy.
- Termination and severance - Dismissal procedures differ depending on whether the contract is fixed-term or open-ended and whether termination is for disciplinary, economic or other reasons. Unlawful dismissal can trigger reinstatement or compensation remedies.
- Social insurance - Employers and employees must contribute to the Social Insurance Organization. These contributions affect pension rights, sickness benefits and other entitlements.
- Occupational health and safety - Employers must provide a safe working environment and follow health and safety standards and inspections.
- Trade unions and collective bargaining - Workers have the right to organize, join trade unions and engage in collective bargaining, subject to national union rules.
- Foreign workers - Foreign nationals need valid work permits and residency documents. Different rules apply for hiring and terminating foreign employees, and employers have responsibilities for permits and visas.
Basic rights include the right to be paid for work, to a safe workplace, to social insurance coverage, to annual and maternity leave, to limits on working hours and to protection against unlawful dismissal. Many specific entitlements depend on your contract and on national legislation.
While verbal contracts may be valid, a written contract provides clear proof of terms such as salary, job description, working hours, probation and notice periods. Written contracts make disputes easier to resolve and are recommended.
Termination without cause is possible in some cases but must follow statutory procedures, respect notice periods and, where applicable, include severance or end-of-service payments. If termination is discriminatory or breaches contract or law, you may have a claim for reinstatement or compensation.
First gather evidence - pay slips, bank statements, employment contract and any written communications. Raise the issue in writing with your employer or HR. If there is no remedy, you can file a complaint with the local labor office or seek legal counsel to consider court action.
National law sets maximum working hours, required rest breaks and the rules for overtime compensation. Employers must comply with these rules and keep records. If you are asked to work excessive hours without pay, document dates and hours and seek advice.
Employees are generally entitled to paid annual leave, sick leave with medical certification and maternity leave for female employees. The exact length and pay entitlement depend on national law and employer policy. Check your contract and official regulations for precise details.
Egyptian law prohibits discrimination on certain grounds in employment and requires employers to prevent workplace harassment. If you face discriminatory treatment or harassment, document incidents, report internally and seek assistance from a lawyer or the labor office.
Non-compete and confidentiality clauses are enforceable if they are reasonable in scope, duration and geographic reach. Overly broad clauses may be challenged. Get legal advice before signing or if an employer seeks to enforce such a clause after your employment ends.
Typical steps are: collect evidence and documents, raise a formal written grievance with your employer, attempt internal resolution, and if unresolved, file a complaint at the local labor office for conciliation. If conciliation fails, the case may proceed to the labor courts. Legal representation can help at each stage.
Foreign workers must have valid work permits and residency. Their employment rights under national law are similar to those of Egyptian nationals, but specific administrative procedures apply to hiring, termination and deportation. If you are a foreign worker, confirm that your employer complies with permit rules and seek advice promptly if problems arise.
For assistance and authoritative information, consider the following types of resources:
- Ministry of Manpower and Immigration - regional labor offices handle complaints and conciliation processes.
- Social Insurance Organization - for questions about social security contributions and benefits.
- General Federation of Egyptian Trade Unions and union chapters - for collective issues and support.
- Cairo Bar Association - to find qualified labor law lawyers and legal advice.
- Civil society organizations and legal aid clinics - some NGOs provide guidance on employment and labor rights.
- International organizations - institutions such as the International Labour Organization provide guidance on international labor standards and rights.
If you need legal assistance with an employment rights issue in Maadi Cornish, follow these practical steps:
- Assemble your documents - contract, pay slips, bank records, correspondence, attendance records, medical certificates and any disciplinary notices.
- Write a clear, dated letter to your employer or HR stating the issue and the remedy you seek. Keep a copy.
- If internal resolution fails, contact the local labor office to learn about conciliation procedures and required forms.
- Consult an experienced employment lawyer - discuss evidence, likely outcomes, time limits and fees. Ask about the lawyer's experience in labor cases and representation at conciliation and court.
- Preserve evidence - keep originals and make dated copies of all relevant documents and communications. Save electronic messages and record timelines.
- Act promptly - employment disputes often have strict time limits for filing complaints. Do not delay seeking advice.
- Consider alternative dispute resolution - conciliation and mediation can be faster and less costly than court litigation.
If you are unsure where to start, contact the local labor office or a lawyer for an initial consultation to clarify your position and the most effective next steps.
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Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
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