Flexible working comes of age in Egypt: Navigating the new rules on remote work and modern employment models

In this three-part series examining some of the key changes introduced by Egypt's new Labour Law, we begin with one of its most significant developments: the formal recognition of remote work, flexible working and other modern employment models. A year into the implementation of the new law, these provisions continue to attract significant interest from employers as they adapt their workforce practices to the evolving world of work.

Employers across the Middle East have increasingly embraced remote, hybrid and flexible working arrangements in recent years in response to changing workforce expectations and technological advances. Employment legislation has not always kept pace with these developments.

Egypt's new Labour Law seeks to address this gap by expressly recognising a range of modern working models and incorporating them into the statutory framework governing employment relationships. For employers, this development provides welcome certainty while also creating new compliance considerations when designing and managing the workforce. For the first time, Egypt's Labour Law contains a dedicated framework recognising and regulating modern working arrangements, including remote work, part-time work, flexible work and job-sharing. Articles 96 to 100 of Law No. 14 of 2025 establish this framework and provide employers with greater certainty when implementing flexible workforce models.

A legal framework for modern working arrangements

One of the notable features of the new Labour Law is its formal recognition of non-traditional forms of employment. Rather than treating these arrangements as exceptions to the norm, the law expressly recognises them as legitimate working models and confirms that they are subject to the same overarching legal principles that apply to conventional employment relationships. 

Article 96 defines "new forms of work" as work performed in a non-traditional manner for the benefit of an employer and under the employer's direction or supervision in return for remuneration. The law expressly recognises the following arrangements: 

• Remote work – work performed in a location different from the employer's conventional workplace using technological means. 
• Part-time work – work performed for fewer hours than the full working hours applicable to comparable work. 
• Flexible work – work performed for the same required number of hours, but on a non-consecutive basis or with variation in the timing, duration or location of working hours. 
• Job-sharing – arrangements whereby two or more individuals share roles, working hours and remuneration. 

For employers, formal recognition of these arrangements is significant. Many organisations have adopted flexible working models in practice over recent years, but often without a clear statutory framework specifically addressing them. The new Labour Law provides greater certainty around how these arrangements fit within the wider employment law regime. 

Flexibility does not mean fewer protections

While the law embraces flexibility, it equally emphasises that employees engaged under modern working arrangements must not receive reduced protections simply because of how or where they perform their work. 

Article 97 expressly provides that workers engaged in new forms of work enjoy the same rights and are subject to the same obligations as workers in traditional forms of work, taking into account the nature of the arrangement and the manner in which the work is performed. 

Importantly, the law specifically confirms that workers engaged in new forms of work remain entitled to:

• Social protection and social security coverage. 
• Minimum wage protections, including guarantees relating to wage calculation and payment. 
• Access to vocational training and skills development programmes. 
• Collective bargaining rights. 
• Trade union freedoms in accordance with applicable legislation. 

This approach reinforces an important principle for employers: flexibility is intended to provide greater operational agility, not create a separate category of workers with diminished rights.

For HR teams, this means that workforce planning should be accompanied by a review of employment documentation, payroll practices and benefits structures to ensure that workers engaged under non-traditional arrangements continue to receive all protections required by law.

Managing a multi-employer workforce

Another notable feature of the new framework is its recognition that workers engaged in new forms of work may, by agreement of the parties, work for more than one employer. Article 98 also permits workers to undertake work on their own account in addition to working for an employer. 

This reflects the reality of today's labour market, where individuals may seek multiple sources of income or provide specialised services across different organisations.

However, the legislation balances this flexibility with the need to protect employer interests. Employees remain under an obligation not to disclose work secrets when performing work for multiple employers or engaging in independent activities. 

From an employer perspective, this highlights the importance of:

• Reviewing confidentiality provisions in employment contracts.
• Clearly defining confidential information and trade secrets.
• Implementing appropriate data protection and information security measures.
• Providing training on ongoing confidentiality obligations.

As workforce models evolve, protecting commercially sensitive information is likely to become an increasingly important area of focus.

The importance of written documentation

While the new Labour Law provides greater flexibility, it also reinforces the importance of properly documenting employment arrangements.

Article 99 requires employment relationships involving new forms of work to be clearly and precisely defined in a written employment contract, whether in paper or electronic form. The worker also retains the right to prove the existence of the employment relationship through any legally recognised means of proof. 

For employers, this serves as an important reminder that:

• Remote work arrangements should be formally documented.
• Flexible working schedules should be clearly agreed and recorded.
• Job-sharing arrangements should clearly allocate responsibilities and remuneration.
• Appropriate confidentiality, data protection and workplace policies should be incorporated into employment documentation.

As these working arrangements become more common, robust contractual documentation will play an increasingly important role in managing legal and operational risk.

Practical considerations for employers

The introduction of a formal legal framework for modern working arrangements provides an opportunity for employers to review existing workforce practices.

Employment contracts

Employers should ensure that contracts accurately reflect the nature of the working arrangement and comply with the requirements applicable to new forms of work. 

Workplace policies

Remote working, hybrid working, IT usage and confidentiality policies should be reviewed to ensure consistency with the new framework. Where flexible working arrangements are already in place, employers may wish to consider whether updates are required to align with the new statutory concepts. 

Payroll and benefits

Organisations should review remuneration practices and employee benefits to ensure that workers engaged under non-traditional arrangements receive all protections and entitlements required under the law. 

Data Protection and confidentiality

Given the increased mobility and flexibility of the workforce, employers should assess whether existing safeguards adequately protect confidential information and business interests. 

Talent attraction and retention

The formal recognition of new forms of work may also expand the options available to employers when competing for talent. Flexible working arrangements are increasingly viewed as part of the overall employee value proposition, particularly for highly skilled employees seeking greater autonomy over when and where work is performed.

Looking ahead

The introduction of a statutory framework for remote work, flexible work, part-time work and job-sharing reflects the changing realities of the modern workplace. Rather than treating these arrangements as exceptions, the new Labour Law integrates them into the broader employment law framework and confirms that the same core employment protections will continue to apply. 

For employers, the message is clear: workplace flexibility is now firmly embedded within the statutory framework. Organisations that take the opportunity to review their contracts, policies and workforce strategies will be better positioned to benefit from these developments while remaining compliant with their legal obligations.

Key takeaway for employers: Articles 96 to 100 of Egypt Law No. 14 of 2025 formally recognise remote work, part-time work, flexible work and job-sharing arrangements, while confirming that workers engaged under these models remain entitled to the same fundamental labour protections as employees working under traditional arrangements. Employers should ensure that their contractual documentation, policies and workforce practices reflect this new framework.

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