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Wrongful termination generally refers to an employer ending an employment relationship in a way that violates the employment contract, Egyptian labour law, or basic workplace rights. In Maadi Cornish - a neighbourhood of Cairo - employment matters are governed by national Egyptian labour legislation rather than local rules, so the same legal framework applies whether you work in Maadi or elsewhere in Egypt.
Key themes in wrongful termination cases include dismissals without a legitimate cause, termination without required notice, breaches of fixed-term contracts, dismissals motivated by discrimination or retaliation, and failure to pay termination entitlements. Disputes are usually handled through the Ministry of Manpower and the labour dispute system, with the option of court proceedings when conciliation does not resolve the matter.
A lawyer experienced in Egyptian labour law can help in many common situations:
- You were dismissed without a written reason or without a lawful reason stated in your employment contract.
- Your employer failed to pay wages, unpaid benefits, end-of-service compensation, or notice pay after termination.
- You suspect dismissal was due to pregnancy, gender, trade union activity, filing a complaint, or other discriminatory or retaliatory reasons.
- You were hired on a fixed-term contract that was not renewed or was terminated early without contractual or legal justification.
- You were constructively dismissed - forced to resign by intolerable working conditions - and need to establish legal grounds to treat the exit as a termination by the employer.
- You need representation at conciliation meetings, before labour dispute committees, or in court; or you need help negotiating a settlement.
Although Maadi Cornish is locally specific, employment law is national. The essential points to know are:
- Applicable law - Employment relationships in Egypt are primarily regulated by national labour legislation, relevant ministerial regulations, and the terms of written employment contracts. Collective agreements and internal workplace policies may also be relevant.
- Types of contracts - Contracts can be fixed-term or indefinite. Fixed-term contracts must be respected for their duration unless the contract or law provides otherwise. Repeated renewals can convert a contract into an indefinite one in some circumstances.
- Notice and procedural requirements - Employers are generally required to follow contractual notice periods or statutory notice rules and to observe any internal disciplinary procedures before imposing dismissal for cause. Written termination notices and documented reasons strengthen the employer s position and are important evidence for employees.
- Termination for cause - Dismissal for serious misconduct or breach of obligations may be lawful if supported by evidence and fair procedure. Summary dismissal must be justified and documented. Employers must typically follow disciplinary steps where required by contract or policy.
- Compensation and end-of-service entitlements - When termination is unlawful, employees can claim unpaid wages, accrued benefits, indemnity or severance depending on the contract and the reason for termination, and any statutory end-of-service compensation that applies. The exact calculation depends on the contract, salary components, and length of service.
- Protections against unfair reasons - The law and public policy protect employees against dismissal for discriminatory reasons such as pregnancy, participation in trade unions, whistleblowing, or for exercising certain statutory rights. Such protections are enforced through labour complaint mechanisms.
- Social insurance and entitlements - Employers must comply with social insurance and payroll statutory obligations. Disputes about contributions, benefits or social insurance records can form part of a wrongful termination claim or be pursued separately.
- Dispute resolution - Labour disputes are commonly handled first through conciliation or mediation at the Ministry of Manpower or local labour offices, and unresolved disputes may proceed to labour dispute committees or courts. Procedural rules and time limits for filing claims are strict, so timely action is important.
Wrongful termination covers any dismissal that breaches the employment contract, violates statutory protections, or is procedurally unfair. Examples include firing an employee without cause, breaching a fixed-term contract, dismissing for discriminatory or retaliatory reasons, or failing to follow required notice and disciplinary steps.
No. While a written contract makes it easier to prove terms and entitlements, the absence of a written contract does not prevent a claim. Employment can be shown by payslips, emails, witness testimony, work records, and social insurance registration.
Possible remedies include compensation for unpaid wages and benefits, indemnity for unlawful dismissal or failure to respect contract terms, reinstatement in some cases, and correction of social insurance records. Exact remedies depend on the case facts and applicable law.
Yes, employers can dismiss for legitimate performance-related reasons if they follow the contractual and procedural rules - for example, documented performance reviews, warnings, and a fair disciplinary process. Sudden dismissal for alleged poor performance without evidence or procedure may be challenged.
Employees enjoy legal protections around pregnancy and maternity. Dismissing an employee because of pregnancy or maternity-related reasons is likely to be treated as unlawful. If you believe your dismissal is linked to pregnancy, seek legal advice promptly.
There are strict time limits to lodge labour complaints and pursue claims. Deadlines vary according to the type of claim and the dispute resolution path chosen. For that reason, you should act quickly and consult a lawyer or labour office to confirm the applicable deadline for your situation.
Key evidence includes the employment contract, termination letter, payslips, attendance and performance records, emails and messages, witness statements, internal grievances, and any company policies or disciplinary records. Preserve originals or copies and document any relevant conversations.
Settlement is often a practical first step and can save time and costs. A lawyer can evaluate any settlement offer and negotiate terms such as compensation, reference letters, confidentiality, and release of future claims. Do not sign a settlement without understanding its legal effect.
Yes. Foreign nationals employed in Egypt generally have the same labour protections as Egyptian workers while their employment relationship is governed by Egyptian law. Immigration and residency issues may complicate matters, so obtain specialist advice that covers both employment and immigration implications.
Lawyer fees vary. Some lawyers charge hourly rates, others offer fixed fees for specific services, and in certain cases a contingency or success fee arrangement may be possible. Ask potential lawyers for a clear fee proposal and a written engagement agreement that explains costs and billing practices.
Several public bodies and organisations can assist or provide information:
- Ministry of Manpower and Immigration - handles labour inspections, conciliation and some dispute resolution services.
- Local labour offices and labour dispute committees - manage initial conciliation and formal labour disputes.
- Egyptian Bar Association and local bar associations - provide lists of qualified lawyers and may offer guidance or referral services.
- Social insurance authority - for questions about contributions, benefits and corrections to records.
- Trade unions and professional associations - where applicable, they can support members in disputes and collective matters.
- Legal aid clinics and civil society organisations working on employment rights - they may provide information, limited advice or referral assistance in certain cases.
If you believe you were wrongfully terminated in Maadi Cornish, consider these immediate steps:
- Preserve evidence - keep copies of your contract, payslips, termination letter, emails, messages and any documents or notes about meetings and conversations related to your dismissal.
- Request written reasons - ask your employer in writing to provide the reasons for termination if none were given. A written explanation can be valuable evidence.
- Check deadlines - contact a lawyer or the local labour office promptly to confirm the time limits for filing a claim or requesting conciliation.
- Seek legal advice - consult a lawyer who specialises in Egyptian labour law. A lawyer can assess your case, estimate likely remedies, and advise on settlement versus litigation.
- Attempt internal resolution - where appropriate, use internal grievance procedures or request conciliation through the Ministry of Manpower, while preserving your right to escalate if talks fail.
- Prepare for the dispute process - if conciliation does not resolve the matter, be ready to file a formal claim with the relevant labour committee or court with your lawyer s assistance.
Taking prompt, documented and informed steps improves your chances of a positive outcome. A qualified employment lawyer can guide you through evidence gathering, negotiation and the formal dispute process so your rights are protected.
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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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