Ministerial Decree No. 75/2026, Women's Employment, Maternity Protection & Employer Obligations in Egypt

Women’s employment Egypt labor law entered a new phase with the introduction of Ministerial Decree No. 75 of 2026, a regulatory instrument that recalibrates maternity protection, night work rules, breastfeeding entitlements and anti-discrimination duties for employers operating in Egypt. For HR directors, in-house counsel and compliance officers, the decree translates into concrete obligations that must be reflected in employment contracts, workplace policies and operational practice during 2026. This guide breaks the decree down into plain English, maps each provision to a practical employer action, and provides sample policy language, a phased compliance plan and an enforcement risk overview.

Where the underlying statutory text or ministerial circular is not yet publicly posted, we identify that clearly so your legal team can verify the exact article references before finalising policy changes.

Executive summary, what employers must know about Decree No. 75/2026

TL;DR: Decree No. 75 of 2026 strengthens maternity protection, clarifies the circumstances in which women may perform night work, formalises breastfeeding break entitlements and workplace facilities, and reinforces the prohibition on gender-based discrimination in Egyptian workplaces. The framework for women’s employment Egypt labor law now expects employers to demonstrate compliance through documented policies, recordkeeping and, where relevant, permit applications. Non-compliance can expose employers to administrative penalties and labour court claims.

The decree should be read alongside Egypt’s recently enacted Labour Law No. 14 of 2025, which replaced the previous Labour Law No. 12 of 2003 and forms the primary statutory basis for employment relationships in Egypt. Employers should confirm exact article references in both the primary law and the decree against the official published texts before amending contracts.

The immediate priorities for employers fall into a phased action plan:

• Within 30 days. Commission a legal review of current contracts and HR policies against the decree, and identify affected populations of female employees.
• Within 60 days. Update maternity, night work, breastfeeding and non-discrimination policies; brief line managers and payroll on revised entitlements.
• Within 90 days. Complete facility upgrades (nursing rooms, safety adjustments), file any required night work permits, and roll out staff training with documented attendance.
• Ongoing. Maintain records of maternity notifications, medical certificates, risk assessments and training logs to evidence compliance.
• Continuous monitoring. Track Ministry of Labour circulars for implementation detail and update internal documents as clarifications are issued.

Background, scope, legislative source and interaction with existing Labour Law

Legislative source and publication

Decree No. 75 of 2026 is a ministerial instrument issued under Egypt’s labour framework and administered through the competent labour authority (the Ministry of Labour). As a decree, it operates to implement and give operational detail to primary labour legislation, setting out the practical standards that employers must observe in relation to women’s employment. Employers should treat the published decree text and any accompanying ministerial circulars as the controlling reference for exact durations, thresholds and procedural steps, and should confirm article numbers directly against the official posting before amending contracts.

How the decree interacts with the Labour Law and other 2025–26 reforms

Decree No. 75/2026 does not exist in isolation. It sits within the broader body of Egyptian labour legislation, notably Labour Law No. 14 of 2025, and the wave of reforms Egypt has advanced across 2025 and 2026 touching contracts, social insurance and workplace protections. The decree’s function is to fill in the operational detail, the specific entitlements, break durations and permit conditions, that primary legislation frames at a higher level. For employers, the practical consequence is that women’s employment Egypt labor law now must be read as a layered system: the primary Labour Law provides the structural rights, the decree provides the operational specifics, and ministerial circulars provide the day-to-day implementation guidance.

Where the decree provides more protective standards for female employees than existing contracts, the more protective standard prevails, and contracts should be aligned accordingly.

Employers with obligations that intersect with social insurance, particularly maternity pay, should coordinate policy changes with their payroll function and with the National Organization for Social Insurance to ensure that leave entitlements, wage continuation and contribution records remain consistent with both the decree and the social insurance regime.

Key provisions affecting women’s employment Egypt labor law (plain-English breakdown)

This section translates the core provisions of the decree into plain English and identifies the employer action each one requires. Because the decree and the primary Labour Law set precise durations and thresholds, employers should verify the exact figures against the official texts; the structure of obligations, however, is clear.

Maternity leave and pay

Maternity protection is the centrepiece of the reform. Under the framework for women’s employment Egypt labor law, female employees are entitled to a defined period of maternity leave with wage protection during that period. The decree addresses several interlocking questions that employers must handle correctly:

• Duration. The decree, read with the primary Labour Law, specifies the length of maternity leave to which eligible employees are entitled. Employers should confirm the exact period stated in the applicable texts and reflect it in leave policies and payroll systems.
• Pay rate. The applicable rules set out the wage entitlement during maternity leave. Employers must ensure that payroll calculations align with the prescribed rate and that any interaction with social insurance benefit payments is correctly reconciled so the employee receives her full entitlement without duplication or shortfall.
• Documentation. Entitlement is typically triggered by the employee providing notice and a medical certificate confirming the expected date of delivery. Employers should establish a clear notification pathway and retain the supporting documentation.
• Social insurance interaction. Maternity benefits in Egypt often involve coordination between the employer and the social insurance system. HR and payroll teams should map exactly how the wage during leave is funded and administered, and keep records evidencing correct treatment.

Practically, the maternity provisions mean that an employer cannot lawfully dismiss or disadvantage an employee on grounds connected to pregnancy or maternity leave, and must guarantee the employee’s return to her role, or an equivalent role, on the same terms at the end of the leave period. This job-protection dimension is as important as the pay entitlement itself, and should be written explicitly into HR policy so line managers understand that pregnancy and maternity are protected grounds.

The maternity provisions are likely to be a focal point for early enforcement, because they are among the most visible and the easiest for inspectors and courts to test against payroll and personnel records. Employers who cannot produce clean documentation of leave granted and wages paid are the most exposed.

Night work rules and permitted exceptions

The decree addresses the long-standing restrictions on night work for women. Historically, Egyptian labour law restricted women’s night work subject to defined exceptions established by ministerial decision. Decree No. 75/2026 clarifies the framework governing night work for women, setting out the circumstances in which such work is permissible and the conditions the employer must satisfy. The practical structure is as follows:

• Night work by women remains subject to regulation rather than being freely available.
• Where an employer wishes to deploy female staff on night shifts, this is permitted within defined exceptions and typically conditioned on the employer meeting safety, transport and welfare requirements.
• Employers should treat any night deployment of female employees as requiring a documented risk assessment and, where the decree or ministerial guidance so requires, an application or notification to the relevant authority.

For sectors that operate around the clock, healthcare, hospitality, manufacturing, aviation and business process operations, this is one of the most operationally significant elements of women’s employment Egypt labor law. Employers should not assume that historical practice complies with the new framework; each night-shift arrangement involving female staff should be reviewed against the decree’s conditions, with the safety and transport safeguards documented and permit or notification steps completed where applicable.

Breastfeeding breaks and facilities

The decree formalises entitlements for nursing mothers. Female employees who are breastfeeding are entitled to dedicated break time during the working day for a defined period following the birth, and these breaks are treated as working time for pay purposes rather than being deducted from wages. Employers may also be expected to provide an appropriate, private space for nursing or expressing milk.

The employer actions here are straightforward but require planning:

• Confirm the daily break entitlement and the period over which it applies against the applicable texts, and reflect both in the breastfeeding policy.
• Ensure scheduling flexibility so that nursing employees can take their breaks without penalty and without loss of pay.
• Provide a hygienic, private facility that is not a toilet, with somewhere to sit and, where practicable, refrigeration for stored milk.

These facility obligations align with international standards. The International Labour Organization has long recommended that workplaces provide appropriate facilities for nursing mothers, and the decree’s approach is consistent with that guidance.

Prohibited discrimination and job protection

Decree No. 75/2026 reinforces the prohibition on gender-based discrimination across the employment relationship, in recruitment, pay, promotion, training and termination. Under women’s employment Egypt labor law, employers must not treat a woman less favourably because of her sex, pregnancy, maternity status or family responsibilities. Job protection during pregnancy and maternity leave is a specific and enforceable aspect of this principle: an employee returning from maternity leave must be reinstated to her position or an equivalent one on no less favourable terms.

These protections reflect Egypt’s constitutional commitment to equality and its international commitments on gender equality in the workplace, which are promoted domestically by the National Council for Women. For employers, the compliance implication is that recruitment criteria, promotion decisions and termination processes should be documented against objective, non-discriminatory grounds, so that decisions can withstand scrutiny if challenged before the labour courts.

Employer obligations, policies, risk assessment, recordkeeping and reporting

The decree shifts a meaningful burden onto employers to demonstrate compliance proactively, rather than merely to avoid overt breaches. The practical obligations fall into three groups: policy updates, recordkeeping and reporting, and health and safety measures.

Required HR policy updates and sample clause language

Every employer with female staff should review and, where necessary, revise the following policies to align with women’s employment Egypt labor law under Decree No. 75/2026:

• Maternity policy. State the leave duration, the wage entitlement, the notification and medical certificate requirements, and the guaranteed right of return to the same or equivalent role.
• Night work policy. Set out the conditions under which female employees may be assigned to night shifts, the safety and transport safeguards provided, and the risk assessment and permit or notification process.
• Breastfeeding policy. Confirm the daily break entitlement, the period of entitlement, the treatment of breaks as paid working time, and the facility provided.
• Equal opportunity and anti-discrimination policy. Prohibit less favourable treatment on grounds of sex, pregnancy or maternity, and describe the complaint and investigation route.

Sample policy statement for maternity: “The Company grants eligible female employees maternity leave in accordance with Ministerial Decree No. 75 of 2026 and applicable Egyptian labour and social insurance legislation. During maternity leave the employee’s wage is protected as prescribed by law. On completion of leave, the employee shall be reinstated to her former position, or an equivalent position on no less favourable terms.” Employers should adapt this template to the specific durations and figures set out in the applicable texts once verified.

Recordkeeping and reporting obligations

Documentation is the practical evidence of compliance. Employers should maintain, and retain for the periods required by Egyptian labour and social insurance rules, the following records:

• Maternity leave notifications and supporting medical certificates.
• Payroll records demonstrating correct wage treatment during maternity leave.
• Risk assessments conducted for any night work involving female employees, and copies of any permits or notifications filed.
• Records of breastfeeding accommodations provided and breaks granted.
• Training logs evidencing that managers and staff have been briefed on the new obligations.

Where ministerial circulars establish specific reporting steps or forms, employers should incorporate those into their compliance calendar and assign clear ownership within HR.

Health and safety measures for women

The decree reinforces the employer’s duty to provide a safe working environment appropriate to female employees, with particular attention to pregnant and nursing workers. Practical measures include:

• Assessing roles for exposures that may be hazardous during pregnancy and adjusting duties or providing suitable alternatives where risks are identified.
• Ensuring that night-shift arrangements include adequate lighting, security and safe transport.
• Providing the nursing facilities required for breastfeeding employees.
• Consulting ministerial guidance and ILO recommendations where the decree leaves operational detail to be determined.

Practical compliance checklist and 30/60/90-day action plan

The following phased checklist gives HR and legal teams a structured route to compliance with women’s employment Egypt labor law under the new decree.

1. Days 1–30, assess. Obtain the decree text and any ministerial circulars; conduct a gap analysis of current contracts and policies; map the population of affected female employees, including pregnant staff, nursing mothers and those on night shifts.
2. Days 1–30, prioritise. Identify the highest-risk gaps (maternity pay treatment, night-work arrangements without documentation, absence of nursing facilities) and escalate them for immediate remediation.
3. Days 31–60, revise policies. Update maternity, night work, breastfeeding and anti-discrimination policies; align payroll and social insurance treatment of maternity pay; prepare revised contract clauses for new hires and, where appropriate, variation letters for existing staff.
4. Days 31–60, train. Brief line managers, HR and payroll on the changes; document attendance.
5. Days 61–90, implement operationally. Complete nursing facility provision; carry out and record risk assessments for night work; file any required night-work permits or notifications; issue updated policies to the workforce.
6. Days 61–90, verify. Run an internal audit to confirm records are complete and consistent, and close any residual gaps identified.
7. Ongoing. Monitor ministerial guidance and update documents as clarifications are published.

Enforcement, penalties and dispute resolution

Administrative penalties and inspections

Compliance with the decree is enforced through the competent labour inspection function. Labour inspectors may examine employer records, workplace facilities and shift arrangements, and non-compliance can attract administrative penalties as prescribed by the applicable legislation. Because inspectors typically test compliance against documentation, the employer’s ability to produce clean maternity records, risk assessments, permits and training logs is often decisive. Employers should therefore treat recordkeeping not as an administrative afterthought but as the front line of their defence against enforcement action.

Labour disputes, claims and remedies

Beyond administrative enforcement, individual employees may pursue claims through the dispute-resolution mechanisms provided under Egyptian labour legislation, which may include the labour courts. A woman who is dismissed or disadvantaged in connection with pregnancy or maternity, denied her maternity or breastfeeding entitlements, or subjected to unlawful discrimination may seek remedies that can include compensation and, in appropriate cases, reinstatement, as provided by law. Documented, objective decision-making is the strongest protection available to employers facing a discrimination or unfair-treatment claim. Employers should ensure that any decision affecting a female employee’s role, pay or continued employment during a protected period is supported by a clear, non-discriminatory rationale on file.

Sample contract clauses and HR policy templates

The following clause outlines are provided as drafting starting points. They must be adapted to the exact durations and thresholds in Decree No. 75/2026 and the primary Labour Law, and reviewed by qualified Egyptian labour counsel before use.

Maternity clause

“The Employee shall be entitled to maternity leave with wage protection in accordance with Ministerial Decree No. 75 of 2026 and applicable labour and social insurance legislation, subject to providing the required notice and medical certificate. On return, the Employee shall resume her former role, or an equivalent role, on no less favourable terms and conditions.”

Night work and exemption clause

“Where the Employee is required to perform work during night hours, such assignment shall comply with Ministerial Decree No. 75 of 2026, including the completion of a documented risk assessment and any permit or notification required by law, and the provision by the Employer of appropriate safety and transport arrangements.”

Breastfeeding and flexible hours clause

“A breastfeeding Employee shall be entitled to paid nursing breaks during the working day for the period prescribed by law, and the Employer shall provide a private and hygienic facility for nursing or expressing milk. Such breaks shall be treated as working time and shall not reduce the Employee’s wage.”

Employers should pair these clauses with a one-page compliance checklist and an internal penalty reference summary as tools for HR teams.

Comparison, previous regime versus Decree No. 75/2026

Next steps and where to get help

Decree No. 75/2026 makes women’s employment Egypt labor law a live compliance priority for every employer with female staff in Egypt during 2026. The most effective response is a structured programme: verify the decree and Labour Law text and article references, run a gap analysis, revise contracts and policies, upgrade facilities, complete any permit steps and train your teams, all supported by robust documentation. Employers seeking tailored support can consult the Egypt labour practice area and the GLE Lawyer Directory for qualified advisers. This guide provides general information and interpretation, not legal advice; employers should obtain a formal legal opinion on statutory interpretation and sample clauses before implementation.

Sources

1. International Labour Organization
2. National Council for Women (Egypt)