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Job discrimination occurs when an employer or colleague treats a worker unfairly because of a personal characteristic - for example gender, religion, disability, pregnancy, origin, or belief. In Maadi Cornish - a residential and commercial area of Cairo with many local businesses, multinational employers, and service industries - employment disputes can arise in small shops, offices, restaurants, and corporate settings alike.
Legal protection against unfair treatment in the workplace in Egypt is grounded in the Constitution, national labour law, and sectoral statutes. These laws aim to guarantee equality before the law, set minimum standards for employment contracts, protect certain categories such as pregnant workers and people with disabilities, and criminalize abusive conduct such as sexual harassment. Enforcement happens through labour inspectors, administrative and ordinary courts, and criminal prosecution where applicable.
Many situations related to job discrimination benefit from professional legal help. Common reasons to contact a lawyer include:
- Wrongful termination where you believe the real reason was discriminatory rather than legitimate performance or economic grounds.
- Sexual harassment or threats that may require both criminal and labour actions.
- Refusal to accommodate a disability or to allow legally protected leave, such as maternity leave.
- Pay disparities or denial of promotion where similarly qualified colleagues receive better treatment.
- Retaliation after a complaint - for example demotion, transfer, or informal pressure.
- Complex contract or expatriate employment issues - such as disputes over expatriate packages, residency, or visa-linked employment.
- Negotiating settlements, drafting termination agreements, or representing you in mediation or court proceedings.
A lawyer helps you understand the legal framework, assess evidence, meet procedural deadlines, preserve rights, and represent you in negotiations or litigation. They can also identify alternative remedies such as administrative complaints, criminal complaints, or employment tribunal claims.
Key legal instruments and principles relevant to workplace discrimination in Egypt include:
- Constitutional principles - The Egyptian Constitution guarantees equality before the law and prohibits discrimination on grounds such as gender, religion, belief, and disability. This provides a constitutional foundation for anti-discrimination claims.
- Labour Law - National labour law governs employment contracts, termination procedures, notice periods, severance pay, maternity leave, working hours, and general labour rights. It also sets out mechanisms for resolving workplace disputes, including labour inspection and court claims.
- Criminal law on harassment - Acts such as sexual harassment may attract criminal liability. Where harassment amounts to a crime, the employee may pursue both criminal prosecution and civil or labour remedies.
- Disability and social protections - Separate laws and regulations address the rights and reasonable accommodation of people with disabilities, including measures for access and workplace inclusion.
- Administrative and judicial procedures - Labour inspectors within the Ministry of Manpower handle inspections and some complaints. Employment disputes may be resolved through negotiation, mediation, administrative procedures, or pursued before labour courts and ordinary judiciary depending on the issue.
Note - Egypt does not always mirror the full range of anti-discrimination categories found in some other jurisdictions. Protections are evolving and may vary by sector, employer type, and the specific facts of a case. For precise rights and remedies in your situation you should consult a qualified local lawyer.
Discrimination can appear as unequal hiring practices, refusal to promote, disparate pay for substantially similar work, discriminatory dismissal, hostile work environment, harassment, or denial of reasonable accommodation for disabilities. It involves unfavorable treatment based on a protected characteristic rather than on legitimate work-related reasons.
Egyptian constitutional and statutory protections focus on equality and forbid discrimination on grounds such as gender, religion, belief, disability, origin, and similar categories. Specific protections - for example maternity rights or disability accommodation - are set out in relevant laws. Coverage and enforcement can differ by context, so a lawyer can clarify how these protections apply to your case.
Evidence may include written communications, employment contracts, performance evaluations, pay slips, witness statements, emails or messages showing discriminatory intent, timing of adverse actions, patterns of treatment compared with colleagues, and any prior complaints. A lawyer helps collect and present evidence effectively, and may advise on preserving records and obtaining witness statements.
Possible remedies include reinstatement, back pay or lost wages, severance or compensation for unlawful dismissal, moral or reputational damages in some cases, orders to stop discriminatory practices, and criminal penalties where conduct amounts to a crime. The availability and amount of remedies depend on the facts and the legal route used.
Initial steps often include internal HR complaints. Beyond that you can file a complaint with the labour inspection authority under the Ministry of Manpower, or bring a case before the competent labour court. For conduct amounting to a crime, you can file a criminal complaint with the public prosecutor. A lawyer will advise on the best route.
Deadlines vary by type of claim and applicable law. Some labour claims have shorter filing periods than general civil claims. Because procedural time limits can be strict, it is important to act quickly - collect evidence right away and consult a lawyer promptly to avoid losing your right to seek a remedy.
Yes. Non-Egyptian workers generally have the right to pursue employment claims, though practical issues such as residency status, visa sponsorship, and repatriation clauses in contracts can complicate matters. Foreign workers should seek legal advice early and, if appropriate, notify their consulate while pursuing local remedies.
Take immediate steps to ensure your safety. Preserve evidence - messages, photos, witness names, dates. Report the incident to HR if safe to do so, and consider filing a criminal complaint if the conduct was illegal. A lawyer can help you pursue both criminal and labour proceedings and advise on protective measures.
Retaliation can occur despite being unlawful. Protections depend on the law and the facts. Keep records of any adverse actions after a complaint, and report retaliation to labour inspectors or your lawyer. Early legal intervention can help deter and address retaliatory measures.
Costs vary by lawyer, case complexity, and fee arrangement. Common structures include hourly billing, fixed fees for specific services, or contingency arrangements where the lawyer receives a percentage of any recovery. Some lawyers or NGOs offer initial consultations or pro bono assistance for eligible clients. Discuss fees and payment arrangements during your first meeting.
Ministry of Manpower - labour inspection and workplace complaint mechanisms.
Local labour office in Cairo - for administrative support and inspections in the Maadi area.
National Council for Women - policy and support for gender-related workplace issues.
National Council for Human Rights - national human rights body that can advise on systemic discrimination issues.
Egyptian Bar Association - for lists of qualified lawyers and professional standards.
Legal aid clinics at law faculties and local NGOs - may provide advice or referrals for people who cannot afford private counsel.
Organizations focused on womens rights, worker rights, and disability rights - for guidance, support, and advocacy in discrimination and harassment matters.
If you believe you are a victim of job discrimination in Maadi Cornish, consider the following practical steps:
- Document everything - preserve emails, contracts, pay slips, messages, and notes of conversations with dates and times.
- Report internally if safe - file a written complaint with HR or the responsible manager and keep a copy.
- Seek medical or psychological assistance if you were injured or traumatized and keep records of treatment.
- Collect witness details - colleagues who observed the conduct may support your claim.
- Contact a qualified local lawyer for an initial consultation - bring all documents and a timeline of events. Ask about deadlines, likely remedies, and costs.
- Consider administrative routes - a labour inspection complaint may be a faster or complementary path to court.
- For criminal conduct - such as serious harassment or threats - make a criminal complaint with the public prosecutor.
- If you are a foreign national, check your visa and contractual obligations and consider informing your consulate if needed.
- Think about safety - if you face immediate danger, prioritize personal safety and contact the authorities.
Remember that laws and procedures change, and each case depends on its facts. The information in this guide is a general overview and not a substitute for tailored legal advice. A local employment lawyer can explain your rights, help preserve evidence, and represent you in negotiations or court if necessary.
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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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