We are proud to have been awarded the “IFN Sovereign & Multilateral Deal of the Year” from Islamic Finance News (IFN), one of the most coveted honours in the global Islamic finance and banking industry. The award recognises our work as Egyptian counsel to the Ministry of Finance - Egypt (MOF) in advising on Egypt’s first-ever sovereign domestic sukuk program valued at EGP 3 billion.
The ADSERO team was led by Hossam Gramon, Partner and Head of Banking and Project Finance, and Ibrahim ElMessery, Counsel, with support from Karima Seyam, Senior Associate; Malak Zaki and Nour Osama, Associates; and Junior Associates, Marc Hany Georgy, Mostafa Khaled Serry, and Nour ElKholy.
We had the pleasure of working with our distinguished colleagues from the Embassy of the Arab Republic of Egypt, Abu Dhabi Islamic Bank - Egypt, ADIB - Abu Dhabi Islamic Bank, Al Baraka Group (ABG), Faisal Islamic Bank of Egypt, and Kuwait Finance House, in addition to local primary dealers.
Congratulations to the Ministry of Finance - Egypt and The Egyptian Financial Co. For Sovereign Taskeek on this landmark transaction, and our appreciation to the Central Bank of Egypt and the Egyptian Stock Exchange Index for their invaluable support.
Special thanks to the MOF and to all parties involved in this historical transaction!
We also extend our warmest congratulations to all other winners and nominees.
For more information on this award-winning project, please click here.
We are pleased to share our latest report highlighting the laws and decrees issued in the fourth quarter of 2025.
To access the report, click on the attachment below.
If you are interested in acquiring a copy of the legislation and keen on remaining up to date with the most recent laws and decrees, sign up here.
Overview
The Ministry of Labour continues to issue implementing decrees under Egypt’s new labour law no. 14 of 2025 (the “Labour Law”) as the regulatory framework takes shape. This alert focuses on three (3) recently issued implementing decrees, namely:
Key Provisions
1. The Disability Employment Data Decree
This decree regulates the collection, maintenance, and reporting of data relating to the employment of persons with disabilities, including persons with dwarfism. It implements the reporting and monitoring obligations set out under the Law No. 10 of 2018 on the Rights of Persons with Disabilities.
Under the Disability Employment Data Decree, establishments employing persons with disabilities, including persons with dwarfism, are required to maintain a paper or electronic register containing relevant employment data, based on rehabilitation certificates, disability identification cards, or integrated services cards. Such register must be submitted to the competent administrative authority upon request.
Establishments are also required to submit biannual reports to the competent labour directorate in January and July of each year. These reports must include, among other information, the total workforce, the number of employees with disabilities, including persons with dwarfism, the roles they occupy, the nature of such roles, and their wages. Said decree also attaches a standard reporting template to be used for these purposes.
2. The Intermittent Work Decree
The Intermittent Work Decree regulates working hours for employees whose work is intermittent, meaning work that inherently involves periods of waiting, standby, or interruption during the working day. It applies to employees subject to the Labour Law and introduces specific rules governing daily working hours, rest periods, and additional compensation.
As a general rule, actual working hours may not exceed ten (10) hours per day, while an employee’s total daily presence at the workplace may not exceed twelve (12) hours per day. Rest periods are counted as working time where the employee remains present at the workplace. Employees engaged in intermittent work are excluded from the standard organisation of working hours, provided that their total daily presence does not exceed twelve (12) hours.
The decree defines “Intermittent Work” and provides a non-exhaustive list of covered activities, including transport and logistics, certain agricultural and river services, emergency healthcare services, online technical support, data centres and similar activities involving intermittent demand.
Employers may adopt a special organisation of working hours for Intermittent Work, subject to the twelve (12)-hour daily presence limit. Employers must pay additional wages for any hours exceeding the standard daily working hours in accordance with the Labour Law.
Employers are also required to maintain paper or electronic records of working hours, overtime, rest periods, and total daily presence at the establishment.
3. The Public Holidays Decree
The Public Holidays Decree confirms that official public holidays are fully paid leave days and do not count towards annual leave. It specifies a set of official national holidays, including Islamic and Coptic holidays, national memorial days, and Labour Day.
The decree allows employers to require employees to work on holidays where business needs so require. In such cases, employees are entitled to either:
Further, said decree recognises the right of non-Muslim employees to paid leave for their respective religious holidays.
Conclusion
The recently issued decrees represent a further step in the implementation of the new Labour Law, introducing compliance requirements for employers. It is worth noting that further implementing decrees are expected as the framework continues to develop.
The contributors to this article are Rawan Roshdy, Managing Associate, and Hana Abouelmagd, Junior Associate.
Introduction
Following the issuance of the new labour law no. 14 of 2025 (the “Labour Law”), the Ministry of Labour has issued several implementing decrees. While additional decrees are still anticipated, the three (3) most recent are outlined below:
Key Provisions
1. Employees’ Rights Decree
The Employees’ Rights Decree applies to employees’ salaries and entitlements in cases of company closure, liquidation, full or partial shutdown, or activity reduction.
This decree adopts to the same definition of “Salary” as set out in the Labour Law and introduces a comprehensive definition of “Entitlements”. Entitlements include all amounts due to an employee, such as salaries, leave allowances, severance, early retirement compensation, amicable settlement amounts, and any other indemnities or bonuses arising under any of the following:
The Employee’s Rights Decree confirms the preferential priority of employees’ salaries and entitlements over all company assets, requiring that they must be paid ahead of legal expenses, government dues, and other statutory priorities. It also treats social insurance contributions as part of employees’ entitlements, payable to the National Organization for Social Insurance.
The Employee’s Rights Decree sets out the procedures applicable in cases of dissolution of an establishment, liquidation, full or partial closure, or reduction of activity. Such measures must be implemented pursuant to a court judgment or a decision issued by the competent authority, which must specify a deadline for the settlement of employees’ rights not exceeding one (1) year from the date of issuance. Additionally, the employer, their delegate, the liquidator, or the bankruptcy trustee shall be subjected to the following obligations:
Failure to comply with any of the above obligations shall render the relevant actions null and void. In such cases, the competent Labour Directorate shall notify the employer and grant a maximum grace period of fifteen (15) days to rectify the procedures. If the employer fails to comply within this period, the matter shall be referred to the competent Labour Court for further action.
2. Competent Authority Decree
The Labour Law defines “competent administrative authorities” as “the ministry responsible for labour affairs, along with its directorates and subordinate departments throughout the Republic.”
Accordingly, the Competent Authority Decree specifies the competent administrative authorities responsible for implementing various provisions under the Labour Law, mainly the roles of thirty-six (36) specific functions. It clarifies the roles of the labour directorates and all their affiliated entities, including, employment offices, the department responsible for issuing work permits for foreigners, the Central Administration for Irregular Workforce Affairs, the General Administration for the Settlement of Collective Labour Disputes, occupational health and safety offices, labour relations offices, and labour inspection offices.
Finally, the Competent Authority Decree provides an exception for certain specified functions, allowing the service applicant to obtain these services from any labour directorate, irrespective of the usual restrictions on territorial jurisdiction.
3. Training and Development Decree
Previously, under Labour Law No. 12 for 2003, the training of employees was regulated by the following laws and decrees:
(Hereinafter collectively referred to as the “Decrees”).
The Training and Development Decree provides a comprehensive regulatory framework governing training activities in Egypt.
It specifies the mandatory particulars to be included in the training certificate issued to trainees, including the name of the training centre, the trainer’s name, the centre’s licence number, the trainee’s name and national ID number, the title of the training programme, the date of issuance of the certificate, and the level attained by the trainee.
Additionally, the Training and Development Decree introduces enhanced inspection powers and imposes new electronic reporting obligations on training providers. It further facilitates compliance by clarifying renewal procedures, defining approval timelines for training plans, providing exemptions for entities training their own employees, and formally recognising of virtual training activities.
Finally, while the Training and Development Decree does not expressly replace the previously issued Decrees, it provides that any conflicting provision contained in any prior decree shall be considered repealed.
Conclusion
The newly published ministerial decrees are an ongoing further step towards strengthening the regulatory framework under the new Labour Law, particularly with regard to training activities, administrative competence, as well as the protection of employee rights.
By introducing clearer procedures for the fulfilment of employee rights, identifying the competent administrative authority, and establishing a structured framework for training activities, licensing requirements, reporting, and enforcement mechanisms, the Ministry of Labour has increased compliance expectations for both training providers and employers.
The contributors to this article are Rawan Roshdy, Managing Associate; and Junior Associates Hoda Khira, Khaled Omar, and Seifeldin Hamad.
We are pleased to announce the successful conclusion of ADSERO’s 5th Writing Competition, with this edition focusing on the Old Rental Law reforms in Egypt. We were delighted to welcome seven teams from leading universities, including Ain Shams University, Mansoura University, Zagazig University, and The British University in Egypt.
Congratulations to our top three teams:
We extend our gratitude to all participating students for their submissions and look forward to seeing more of their work in the future.
A special thank you to the ADSERO team who served as organisers and panellists:
To read their articles, click here:
Introduction
On 24 November 2025, the Egyptian Ministry of Finance (the “MoF”) issued Circular No. 94 of 2025 (the “Circular”), introducing a new mechanism governing dealings with the Unified Procurement Authority (the “UPA”).
Effective 1 July 2025, (the “Effective Date”), all pharmaceuticals and/or medical supplies procurement for the public sector (“Procurement”) must be conducted through a tripartite arrangement involving the UPA, the requesting public entity, and the relevant supplier.
Under this model, the UPA will also maintain supervisory oversight to ensure proper implementation and compliance.
The Circular applies to all entities addressed by Law No. 151 of 2019 (the “Entities”).
Key Provisions
The Decree applies to all insurance and reinsurance companies governed by the Unified Insurance Law No. 155 of 2024 and operating under the supervision of the FRA.
Disclaimer
This document is for informational purposes only and does not constitute legal advice.
The contributors to this article are Fadila Abdelaziz, Counsel, Fagr Moheb, Senior Associate, and Alaa’ El-Mekhashen.
We are pleased to share ADSERO - Ragy Soliman & Partners' contribution to the Q3 edition of the Global Guide Quarterly (GGQ), published by Littler. The GGQ is a quarterly newsletter offering concise coverage of key developments in labour and employment law across the Americas, Asia-Pacific, Europe, the Middle East, and Africa.
Our insights are provided by Alia Monieb, Partner and Head of Employment, and Rawan Roshdy, Managing Associate.
Read the full guide on Littler here, you can find our contribution on pages 14 and 15.
We are pleased to share that ADSERO – Ragy Soliman & Partners has been included in the 2026 International Employment Lawyer (IEL) Elite Guide, a global guide recognising the world’s leading employment law practices.
This year’s IEL Elite highlights 157 top-performing teams worldwide that have excelled on groundbreaking mandates, major cross-border projects, and business-critical workforce matters. Our inclusion reflects the strength of our Employment team and its commitment to delivering innovative, high-value advice across advisory, disputes, and transactional work.
To learn more about our recognition on IEL, click here.
If you have any questions, please feel free to contact Alia Monieb, Partner and Head of Employment.
We are pleased to share ADSERO’s contribution to the updated International Employment Lawyer (IEL) Guide to Whistleblowing. The Egypt chapter highlights key developments in the local whistleblowing framework, including employer obligations under the New Labour Law, confidentiality considerations, and the requirements for establishing effective and secure reporting channels in the workplace.
Authored by Alia Monieb, Partner and Head of Employment; Nada Khaled, Managing Associate; Hoda Khira, Junior Associate; and Khaled Omar, Junior Associate, the chapter provides clear guidance on compliance expectations, reporting structures, and the safeguards available to individuals raising concerns, helping organisations strengthen internal accountability.
Read the full guide here.
I. Highlights
On 21 October 2025, the Board of Directors of the Financial Regulatory Authority (“FRA”) issued Decree No. 200 of 2025 (the“Decree”), setting out comprehensive Governance Rules for Insurance and Reinsurance Companies operating in Egypt. The Decree was published in the Official Gazette and entered into force on the day following its publication.
II. Scope of Application
The Decree applies to all insurance and reinsurance companies governed by the Unified Insurance Law No. 155 of 2024 and operating under the supervision of the FRA.
III. Concerned Entities and Definitions
IV. Allocation Mechanisms and Timelines
V. Important Stipulations
IV. Additional Information
The FRA retains supervisory and enforcement authority over the implementation of the Decree and may request periodic reports or conduct inspections to ensure compliance with the governance framework.
VII. Market Impact
The new governance framework introduces higher corporate governance standards in Egypt’s insurance sector, emphasising independence, transparency, and accountability. Insurance and reinsurance companies are expected to strengthen internal governance, formalise board oversight structures, and enhance disclosure practices, positioning the market for greater investor confidence and regulatory stability.
The contributors to this article are Ibrahim El Messery, Counsel; and Abdelrahman Amgad, Junior Associate.
We are pleased to share ADSERO – Ragy Soliman & Partners’ contribution to the Legal 500: TMT 2025 Country Comparative Guide – Egypt.
This chapter outlines Egypt’s TMT landscape, covering key areas such as cybersecurity, data protection, software licensing, intellectual property, and telecoms regulation. In addition, it highlights trends in digital transformation, artificial intelligence, and emerging technologies, offering practical insights into the evolving regulatory environment and strategies for navigating Egypt’s dynamic TMT framework.
Authored by Ragy Soliman, Managing Partner – Co-Head of M&A and Capital Markets; Dr Ahmed Abdelgawad, Partner – Co-Head of M&A and Capital Markets; Darah Zakaria, Counsel, Head of TMT; Nourhan Hatem, Managing Associate; Habiba Haitham, Junior Associate; and Hana Koptan, Junior Associate.
Read the full guide here.
We are pleased to share ADSERO’s latest contribution to Mondaq on The Ordinary General Assembly of Joint Stock Companies. This article outlines the legal framework governing OGMs under Egypt’s Companies’ Law No. 159 of 1981, covering convening procedures, quorum requirements, voting thresholds, and GAFI ratification.
Our insights are provided by Ehab Fedaa, Partner – Head of General Corporate, Hussien Moustafa, Managing Associate, Malak El Alfi, Associate, Mostafa Sallam, Associate, and Norhan Kotb, Junior Associate.
To read our contribution on Mondaq's platform, click here.
We are pleased to share ADSERO’s contribution to the IFLR : Capital Markets 2025 Guide – Egypt.
This guide provides an in-depth overview of Egypt’s capital markets framework, covering public and private offerings, disclosure obligations, and the regulation of debt and equity instruments. It highlights recent market trends, regulatory developments, and practical insights into navigating the evolving legal landscape shaping Egypt’s capital markets.
Authored by Hossam Gramon, Partner – Head of Banking & Project Finance; Karima Seyam, Senior Associate; and Nour Elkholy, Junior Associate.
Read the full guide here.
Overview
Following a series of decrees issued by the Ministry of Labour since the enactment of Egypt’s new Labour Law No. 14 of 2025 (the “Labour Law”), the Minister of Labour issued Decree No. 214 of 2025 (the “Decree”) on 5 October 2025, governing employment contracts and clarifying the filing procedures thereof with the competent Labour Offices.
In line with the Labour Law, the Decree confirms that employers must prepare the employment contract in Arabic, in four (4) original copies, with one (1) copy retained by the employer in the employee’s file, one (1) copy provided to the employee, one (1) copy submitted to the competent Social Insurance office, and one (1) copy submitted to the competent local Labour Directorate, either in hard copy or electronically via the Labour Directorate official email, as specified in the annex attached to the Decree.
If the employee is a foreigner and does not speak Arabic, the employment contract may be written in Arabic and the employee’s language, or in Arabic and English. In case of any discrepancy in interpretation, the Arabic language will prevail.
In the event that employers opt for electronic submissions, the following requirements must be fulfilled:
It is worth noting that the employer is exempt from the aforementioned requirements if employment contracts are of an indefinite term and were concluded before the Labour Law came into effect (i.e., 1 September, 2025).
However, for fixed-term employment contracts concluded prior to the Labour Law’s effective date, a copy thereof must be submitted upon the first renewal.
A copy of the renewal of fixed-term employment contracts, or any document indicating the renewal thereof, must be submitted in the same manner as clarified in Section one (1) above. The competent Labour Directorate must also be notified in cases where the employment contract expires or is terminated for any reason, within a period not exceeding fifteen (15) days from the date of renewal, non-renewal, or termination.
The Decree assured the role of the Ministry of Labour and its Directorates to provide necessary advice and guidance to both parties to the employment relationship—upon their request—to:
The Decree stipulated that the Ministry of Labour and its Directorates may consider some factors such as the method of performing the work, the regularity of wage payment, elements of subordination or supervision, and any other relevant factors, to advise on the above.
Conclusion
The Decree clarifies the requirements and submission procedures with respect to employment contracts, as provided under the Labour Law, ensuring clarity, compliance, and proper oversight of employment relationships.
The contributors to this article are Alia Monieb, Partner, and Head of Employment, Rawan Roshdy, Managing Associate and Hoda Khira , Junior Associate.
Overview
On 25 September 2025, the Financial Regulatory Authority (the “FRA”) issued two (2) landmark decrees effective as of the day following their publication in the Official Gazette (i.e., 26 September 2025) establishing the legal and operational framework for conducting insurance brokerage and insurance distribution digitally in Egypt:
These Decrees aim to enhance the digital transformation of the insurance sector by integrating financial technology standards, ensuring data protection, and promoting transparent and efficient customer interaction channels.
1. Digital Insurance Brokerage (Decree No. 198 of 2025)
Scope of Application
This Decree applies to all companies licensed by the FRA to conduct insurance brokerage activities digitally (“Digital Insurance Broker”).
Licensing and Approval Requirements
Companies licensed by the FRA to practice insurance brokerage activities are required to obtain the FRA’s approval before operating digitally, provided that the following requirements are met:
Technical and Data Requirements
Digital Insurance Brokers’ platforms must be integrated with insurers’ technological systems through instant electronic interfaces (Web Service APIs), to enable the issuance of insurance quotations and policies, as well as the submission of insurance applications.
Digital Insurance Brokers must:
Digital Insurance Broker Obligations
Digital Insurance Brokers are required to:
Insurer Responsibilities
Insurance companies cooperating with Digital Insurance Brokers must:
2. Digital Insurance Issuance and Distribution (Decree No. 199 of 2025)
Scope of Application
This Decree permits insurance companies to issue and distribute insurance policies digitally, either through their information systems or via FRA-approved intermediaries, subject to obtaining the FRA’s prior approval.
Approval Process
Insurance companies seeking to issue and distribute insurance policies digitally must submit an application to the FRA that includes the following:
Payment Rules
Disclosure and Consumer Protection
When issuing insurance policies in accordance with the Decree, insurers must, inter alia:
Authorised Distribution Channels
Subject to the submission of a request to the FRA, insurers may market and distribute insurance policies through:
In addition to holding the necessary licenses to practice their respective activities, the aforementioned entities must obtain the approval of the competent authorities to market and distribute insurance policies in accordance with the Decree.
The marketing and distribution agreement concluded between the insurer and the marketing or distribution agent must be submitted to the FRA. The agreement must specify the type of insurance policies to be marketed and distributed, including confidentiality commitments, defined the marketing and distribution plan and its outlets, and set out the financial obligations of the contracting party.
The contributors to this article are Ibrahim ElGengehy, Partner, Ibrahim El Messery, Counsel, and Zeina Jowett, Associate.
