Build your workforce in Egypt through the model that fits your goals, not the model a single provider wants to sell. Gracemark helps you compare recruitment, EOR, AOR, contractor, payroll and market-entry options through one accountable workforce partner.
A real workforce specialist replies within one business day. Initial model and cost path within 48 hours. No obligation.
Before you hire in Egypt
Egypt carries its own employment rules, statutory costs and termination exposure. Get the wrong setup and it means back-pay, penalties and misclassification claims. Here is the complete snapshot, free, so you can plan before you ever talk to us.
Egypt has a large, young, Arabic-speaking workforce concentrated in Cairo and Alexandria, strong in BPO/call centers, IT outsourcing, manufacturing and a growing fintech sector, operating in the EET (UTC+2) time zone.
Gracemark recommendation: An Employer of Record is a practical entry model for companies hiring in Egypt while navigating the newly enacted Labour Law before deciding whether to establish a local entity.
The figures above are statutory baselines drawn from the sources listed below. Typical market practice in Egypt often sits above the statutory floor, and the right model depends on the role, salary band and engagement type.
Educational workforce-planning information, not legal or tax advice. Requirements and service availability depend on the worker, role, location, compensation and engagement model; Gracemark reviews the current position before engagement.
What to look for
Each of these shifts your cost, timeline and legal exposure. We walk you through all of them, and handle them for you, so nothing turns into a surprise later.
Gracemark supports employment, payroll, benefits and compliance in Egypt, and 100+ countries, through one accountable partner, delivered directly or through vetted in-country partners depending on the market. Model-agnostic guidance, one point of accountability.
A real workforce specialist replies within one business day. Initial model and cost path within 48 hours. No obligation.
FAQs
To hire in Egypt, most U.S. companies either open a local entity or use an Employer of Record (EOR). An Employer of Record is a practical entry model for companies hiring in Egypt while navigating the newly enacted Labour Law before deciding whether to establish a local entity. Gracemark handles Egypt employment, payroll, benefits and compliance through one accountable partner.
Employer cost in Egypt is Employers contribute to the Social Insurance Authority, with total employer social insurance contributions generally around 18.75% of contractual/insurable salary, funding pensions, healthcare, unemployment and work injury coverage.. That is on top of gross salary, plus statutory items such as vacation and social contributions. Gracemark provides an exact quote for your role and salary band.
The current minimum wage in Egypt is The private-sector monthly minimum wage was raised to EGP 7,000 in 2025 by the National Wages Council.. Statutory floors change through the year, so Gracemark confirms the exact figure for your hire.
Notice period in Egypt is Notice periods scale with length of service (2 to 3 months); statutory severance obligations apply for indefinite-term contract termination without just cause, based on length of service under the new Labour Law No. 14 of 2025.. Termination complexity is rated moderate. Getting termination and severance wrong is one of the most expensive mistakes in Egypt, plan it before the first hire.
Statutory annual leave in Egypt is Statutory paid annual leave is 21 days per year (rising to 30 days after 10 years of service or for employees over 50) under the Labour Law.. Parental leave is 90 days maternity. Sick leave is Scaled, insurance-covered. Public holidays: ~13.
Time to hire in Egypt is typically 2–3 weeks through an EOR, versus 3–6+ months to open an entity. That is why most first hires in Egypt go through an EOR.
Misclassification risk in Egypt is rated high. Full-time, exclusive, day-to-day contractor arrangements are the most exposed, penalties include back-pay, statutory benefits and fines. Gracemark advises on when a contractor, EOR employee or entity hire is defensible.
Last reviewed: September 10, 2026 · Gracemark Global
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