Check out our latest interview where Ragy Soliman, Managing Partner, Co-Head of M&A and Capital Markets at ADSERO, speaks to Alyaa Stouhy from Capital Call Magazine by EPEA on why investment continues to hold firm in Egypt despite regional tensions, the sectors attracting the strongest investor demand, and the structural reforms needed to unlock Egypt's full potential as an FDI destination.

To read the full article, click here.

We advised Banque Misr, in its capacity as initial mandated lead arranger and facility agent, and SAIB and Abu Dhabi Commercial Bank - Egypt (ADCB), in their capacities as principal arrangers and lenders, on a long-term syndicated facility of EGP 2.917 billion and USD 35.366 million extended to Andalusia October Hospital for the construction and equipping of a fully integrated hospital in 6th of October City, under the umbrella of Andalusia Egypt.

Our team was led by Hossam Gramon, Partner – Head of Banking & Project Finance, and Karima Seyam, Senior Associate, assisted by Malak Zaki, Associate, Nour Osama, Associate, Karim Madian, Junior Associate, and Mostafa Serry, Junior Associate.

We had the pleasure of working alongside our colleagues Mahmoud Abdallah, Amr Hany, and Dina Atta from Banque Misr on this transaction.

We congratulate our clients, Banque Misr, SAIB, and ADCB Egypt on the successful closing of this transaction, and extend our best wishes to Andalusia Egypt on this significant milestone in their long-term growth programme in Egypt.

For more information, check out BM’s coverage here.

#AndalusiaHealth #BanqueMisr #SAIB #ADCB #TeamAdsero #AdseroLawFirm

We are pleased to share our most recent report highlighting the critical decisions issued by the Board of Directors of the Financial Regulatory Authority (FRA) during the first quarter of 2026.

To access the first issue, click on the attachment below.

We are proud to serve as a Strategic Sponsor for the new edition of "Capital Call," a dialogue platform hosted by The Egyptian Private Equity and Venture Capital Association (EPEA) in collaboration with the Financial Regulatory Authority FRA, bringing together regulators, investors, and service providers across the private equity and venture capital ecosystem.

As part of our participation, Hossam Gramon, Partner - Head of Banking and Project Finance, will deliver a speech on “The Investment Climate in Egypt: Enhancing the Business and Investment Environment.” The discussion will explore key regulatory developments, current market dynamics, and actionable pathways to foster a more robust investment landscape in Egypt.

We are proud to announce that ADSERO - Ragy Soliman & Partners has once again been accredited under the Lexcel standard by The Law Society of England and Wales for the sixth consecutive year, remaining the only Egyptian law firm in the MENA region to achieve this recognition. This reaffirms our commitment to excellence in legal practice management and client service.

Our latest audit reaffirmed our commitment to excellence across key areas of practice management and client service. Among the highlights, we continue to foster strong leadership and knowledge-sharing, maintain robust financial management and security policies, and uphold best practices in learning and development for both lawyers and support staff. Our structured approach to performance management and client care further ensures we provide high-quality legal services tailored to our clients’ needs.

We extend our sincere appreciation to Eric Xuereb from Recognising Excellence for their valuable insights during the assessment, and to the Solicitors Regulation Authority of the UK for supporting firms in upholding legal excellence.

To learn more about Lexcel, click here.

ADSERO – Ragy Soliman & Partners is proud to serve as production sponsor for Cottonopolis 2025 by Egyptian artist Khaled Hafez, presented at the Nauru National Pavilion of the 61st International Art Exhibition – La Biennale di Venezia.

AiM INUNDATED – Imagining Life After Land brings together artists from around the world to explore questions of land, identity, and belonging in the context of climate displacement.

We are proud to support Khaled Hafez as his work reaches one of the world's most prominent art platforms.

The exhibition opens 6 May 2026 at the Nauru Pavilion, Venice. Pre-opening days run May 5–8, 10am–7pm.

We acted as local counsel to Ministry of Finance, Egypt (MoF) on the successful issuance of USD 1 billion in sovereign Eurobonds in the international debt markets: a USD 250 million, 3-year bond will be consolidated with existing USD 1.75 billion in bonds. A USD 250 million, 4-year bond will be consolidated with existing USD 1.25 billion in bonds. A USD 500 million, 7-year bond will be consolidated with existing 7-year bonds.

Our team was led by Hossam Gramon, Partner – Head of Banking & Project Finance, assisted by Karima Seyam, Senior Associate, and Nour Osama, Associate.

We congratulate Egypt’s MoF on this successful issuance, which reflects continued investor confidence in Egypt’s sovereign debt markets.

We are also pleased to have worked alongside our colleagues at Baker Botts, international legal counsel to the issuer, and Linklaters together with Zaki Hashem, Attorneys at Law as international and local counsel to the banks, respectively.

For more information, check out AlborsaNews’s coverage here.

We advised International Group For Modern Coatings - MIDO, one of Africa’s leading specialty paints and coatings manufacturers, on a USD 45 million mezzanine debt investment by Vantage Capital, Africa’s largest mezzanine debt fund manager.

This transaction marks Vantage Capital’s third investment in Egypt and is among the largest mezzanine debt transactions in the country’s history, with proceeds directed toward debt refinancing and working capital funding.

Our team was led by Hossam Gramon, Partner – Head of Banking and Project Finance, assisted by Hussien Moustafa, Managing Associate, Nour Osama, Associate, and Karim Madian, Junior Associate.

We extend our congratulations to our client, MIDO, on this milestone transaction, and extend our best wishes to Vantage Capital on their continued commitment to Egypt’s industrial growth.

We are also pleased to have worked alongside our colleagues at Matouk Bassiouny, and Werksmans Attorneys, legal advisers to Vantage Capital.

For more information, check out Ahram Online's coverage here.

We advised MENA-focused venture capital fund A15 on the successful sale of its portfolio company, Viral Wave, to PopArabia, the regional partner of NASDAQ-listed Reservoir.

Our team was led by Ahmed Adib, Partner, assisted by Laila Shoukry, Senior Associate, and Ahd Ayad, Junior Associate.

We extend our congratulations to Karim Beshara, Managing Partner at A15, Bassem Raafat, Principal at A15 , Noha Sharaf, General Counsel at Paymob, Sherine Sherif, General Counsel at A15, Marwa Hassan, Senior Legal Associate at A15, Medhat Karam, CEO at ArpuPlus, Ahmed Erman, CFO and Deputy CEO of ArpuPlus, and Rania Ibrahim, Senior Commercial Manager at ViralWave, on this achievement.

For more information, check out Enterprise's coverage here.

1. Effective Date

The Decree takes effect on 3 April 2026, with the remote work requirement to be implemented beginning Sunday 5 April 2026.

2. Key Requirement

The provisions of the Decree apply to all establishments and entities subject to the Labour Law. Employers, whether natural or legal persons, must comply with its provisions.

Employers in the sectors specified below, must implement a remote work system on Sundays of every week, beginning Sunday, 5 April 2026, provided that business operations are not disrupted.

3. Sectors Covered

The remote work requirement applies primarily to establishments operating in:

1. Communications & Information Technology, except for:
   • Contracting/outsourcing activities;
   • call centre services;
   • business management operations;
   • software and electronics design, production, and development; and
   • Technological activities requiring on-site presence for operation, maintenance, technical support, management and operation of technical infrastructure and data centres, or the provision of direct or indirect field technical support.
2. Financial & Accounting Services.
3. Marketing, Media, & Digital Services.
4. Real Estate Services.
5. Remote Training Services.
6. Non-Profit Organisations & Associations.
7. Professional and Business Unions & Associations.

The obligation further extends to administrative functions across all other sectors and activities, including HR, accounting, legal affairs, and office/administrative services, where remote work does not affect operational continuity.

4. Key Exemptions

Notwithstanding the above, employees working in the following establishments and sectors are exempt from the application of this Decree and may continue to operate as required:

• Service sector establishments.
• Healthcare sector establishments.
• Transportation sector establishments.
• Infrastructure sectors.
• Industrial and production sectors and supporting services.
• Educational sector entities (universities, pre-university institutions, and non-governmental schools).

5. Employee Rights

The Decree does not prejudice existing employee rights, wages, or benefits provided under applicable laws, regulations, collective agreements, or employment contracts.

6. Consequences of Non-Compliance

The Decree does not expressly prescribe penalties for non-compliance. However, employers remain subject to the general enforcement framework under the Labour Law.

Accordingly, failure to implement the remote work requirement may expose employers to:

• Labour inspections by the Ministry of Labour;
• administrative warnings to remedy non-compliance; and/or
• increased scrutiny from labour authorities.

In addition, the Decree establishes a technical committee chaired by the Minister of Labour tasked with monitoring implementation and submitting weekly reports to the Prime Minister, which may result in increased regulatory scrutiny.

While the Decree does not currently provide specific sanctions, employers are advised to comply with its requirements given the authorities’ supervisory powers and the possibility of further implementing measures or enforcement guidance.

We are thrilled to announce ADSERO’s ranking in the Legal 500 EMEA 2026 edition.

Firm Rankings:
- Corporate, Commercial, and M&A: Tier 1

- Dispute Resolution: Litigation: Tier 1

- Projects & Infrastructure: Tier 1

- Energy: Tier 2

- Employment: Tier 2

- Banking & Finance: Tier 2

- TMT: Tier 2

Furthermore, we are delighted to highlight the recognition of our leadership members in their respective fields:

Leading Partners:

- Ragy Soliman – Corporate, Commercial, and M&A 

- Osman Mowafy – Dispute Resolution: Litigation 

- Ahmed Abdelgawad – Corporate, Commercial, and M&A 

- Mohamed Abdelgawad – Corporate, Commercial, and M&A 

- Hossam Gramon – Banking & Finance 

Next Generation Partners: 

- Alia Monieb – Employment 

- Malak Khalil – Energy

Leading Associates:

- Dina Sherif – Corporate, Commercial, and M&A 

- Karima Seyam – Banking & Finance 

We extend our sincere gratitude to our clients for their continued trust and to our exceptional team for their hard work and dedication. 

To explore our full rankings, client testimonials, and more ,click here.

To view our full rankings and editorial coverage

As part of the implementation of Egypt’s labour law no. 14 of 2025 (the “Labour Law”), the Ministry of Labour continues to issue supplementary decrees to clarify and support its application.
This article outlines the key provisions under the following decrees:
Decree no. 48 of 2026 regulating the framework governing the provision of childcare services for employees’ children in connection with the workplace (the “Nursery Decree”);
decree no. 49 of 2026 establishing the categories of hazardous, difficult, and remote work (the “Hazardous Work and Remote Areas Decree”); and
decree no. 50 of 2026 regulating child employment and training (the “Child Employment Decree”).
This publication is merely a brief overview of the Labour Law’s supplementary decrees and may not be treated as a legal opinion or relied on in any manner whatsoever. Separate legal advice should be sought, where appropriate.

1. Nursery Decree

1. Overview

On the 3^rd of March 2026, the Ministry of Labour issued the Nursery Decree introducing a comprehensive framework governing the provision of childcare services for employees’ children in connection with the workplace. The decree was published on the 18^th of March 2026 with an effective date of 19 March 2026.
The Nursery Decree is issued pursuant to the Labour Law and complements existing legislation regulating nurseries and child welfare, including Law No. 50 of 1977 on Nurseries and the Child Law No. 12 of 1996 and its Executive Regulations.
The Nursery Decree aims to enhance employee welfare, particularly for working mothers by ensuring access to safe, regulated, and accessible childcare facilities.

2. Scope of Application

The Nursery Decree applies to all employers subject to the Labour Law, with specific obligations determined based on the number of female employees at a single workplace.

The obligation applies to female employees with children up to the age of four (4), in line with the Child Law.

For the purposes of the Nursery Decree:

• An “Employer” refers to any natural or legal person employing employees.
• “Female Employees” are counted to determine the applicability of the nursery obligation thresholds.
• A “Nursery” refers to a childcare facility designated for children under four (4) years of age.
• A “Licensed Nursery” is a nursery licensed by the Ministry of Social Solidarity.

3. Key Provisions

The Nursery Decree introduces the following key obligations and regulatory requirements:

1.  Obligation to Provide Nursery Services

• Employers with 100 or more female employees must:
  • Establish a workplace nursery; or
  • Contract with an external nursery to provide childcare services.
• Employers with fewer than 100 female employees located within a radius not exceeding 500 meters must collaborate to abide by the above obligations.

2. Nursery Requirements and Standards

Workplace nurseries must:

• Be located as close as possible to the workplace;
• Be specifically designated and suitable for childcare purposes;
• Be accessible to children with disabilities; and
• Be situated far away from sources of pollution, hazardous emissions, or excessive noise.

All nurseries must comply with the applicable legal and licensing requirements, including regulations related to location, construction, health, and safety, and must obtain approval from the Ministry of Social Solidarity. Workplace nurseries are also subject to the general regulatory framework governing nurseries under the Child Law and the Nurseries Law.

3.  Licensing and Regulatory Oversight

• Employers establishing nurseries must obtain a license from the Ministry of Social Solidarity.
• Workplace nurseries are subject to inspection, supervision, and regulatory oversight in the same manner as public nurseries.

4.  Employee Contributions

Employees benefiting from nursery services must contribute as follows:

• 4% of the employee’s wage for the first child;
• 3% of the employee’s wage for the second child (if enrolled simultaneously);
• 2% of the employee’s wage for the third child (if enrolled simultaneously);

For any additional children beyond the third, the employee bears the full cost of care.

5. Alternative Compliance Option

Where it is not feasible to establish a nursery, employers may:

• Cover the cost of childcare at a licensed nursery selected by the employee; and
• Ensure that the nursery is duly licensed by the Ministry of Social Solidarity.

2. Hazardous Work and Remote Areas Decree

1. Overview

The Ministry of Labour issued the Hazardous Work and Remote Areas Decree on the 3^rd of March 2026, setting out the categories of hazardous, difficult, and remote work that entitle employees to the additional seven (7) days of annual leave, as stated under the Labour Law.
The Hazardous Work and Remote Areas Decree is issued pursuant to the Labour Law and aligns with Egypt’s international labour commitments. It provides a detailed and sector-specific framework identifying the types of work and geographic areas that warrant enhanced leave entitlements due to their nature or conditions.

2. Scope of Application

The Hazardous Work and Remote Areas Decree applies to all employers and employees subject to the Labour Law, specifically:
Employees engaged in specified hazardous, difficult, or health-damaging activities across various sectors; and
Employees working in officially designated remote areas.

2. Key Provisions

1. Additional Annual Leave Entitlement

• Employees are entitled to annual leave with full pay, excluding official holidays and weekly rest days.

• Employees working in hazardous, difficult, or remote conditions are entitled to an additional seven (7) days of annual leave.

2. Classification of Hazardous and Difficult Work

The Hazardous Work and Remote Areas Decree provides an extensive list of industries and activities considered hazardous, difficult, or harmful to health, including:

Manufacturing Sector:

• Chemical industries (e.g., petrochemicals, fertilizers, pharmaceuticals, industrial gases, explosives);
• Heavy engineering and metallurgical industries (e.g., steel, foundries, automotive manufacturing);
• High-risk food processing industries (e.g., slaughterhouses, cold storage, grain mills);
• Textile and dyeing industries;
• Advanced electronics and semiconductor manufacturing.

Extractive Industries:

• Mining and quarrying (e.g., metals, minerals, stone, sand);
• Oil and gas exploration and extraction;
• Coal mining and related activities.

Energy and Radiation Sector:

• Electricity generation and power plants;
• Fuel production and distribution;
• Nuclear and radiation-related facilities, including medical radiation units.
• Environmental and Waste Management Sector:
• Hazardous waste treatment and disposal;
• Medical waste incineration;
• Wastewater treatment and recycling of hazardous materials.

Agriculture and Agricultural Research:

• Agricultural and livestock activities involving exposure to risks;
• Research laboratories and experimental agricultural operations.

Healthcare Sector:

• Employees exposed to infection risks through direct and continuous contact with patients;
• Work involving biological, chemical, or radiological hazards.

Construction Sector:

• Construction and building activities involving high occupational risk.

3. Remote Areas Entitlement

Employees working in designated remote areas are also entitled to an additional seven (7) days of annual leave.

Key remote areas include:

• North Sinai and South Sinai;
• Red Sea Governorate;
• Matrouh Governorate;
• New Valley Governorate;
• Toshka and surrounding areas;
• East Oweinat;
• Areas located between El Zaafarana/Ras Gharib until Halayeb;
• Newly designated industrial zones classified as remote by the Prime Minister.

4. Periodic Review

• Competent authorities are required to review and update the list of hazardous activities and remote areas periodically. Such review must take place at least once every three (3) years to reflect any developments.

3. Child Employment Decree

1. Overview

The Child Employment Decree establishes a comprehensive framework governing the employment and training of children in Egypt. It regulates (i) the minimum age requirements, (ii) permissible working conditions, (iii) prohibited activities and sectors and (iv) employer compliance and monitoring obligations.

2. Scope and Definitions

For the purposes of the Child Employment Decree, a child is defined as any individual who has not reached eighteen (18) years of age.

The Child Employment Decree further provides that children may not be employed before completing basic education or before reaching the age of fifteen (15) years, whichever is greater. However, it permits training from the age of fourteen (14), provided that such training is conducted in a manner that does not expose the child to risk or harm.

3. Prohibited Work and Activities

The Child Employment Decree imposes strict prohibitions on the employment or training of children in hazardous activities or environments. In particular, children may not be engaged in any work that could endanger their physical or psychological health, compromise their safety or morals, or interfere with their education. It also expressly prohibits the worst forms of child labour, as reflected in international conventions ratified by Egypt.

In addition, the Child Employment Decree contains a detailed schedule identifying specific categories of hazardous or prohibited work in which childred under the age of 18 are not permitted to work or receive training. These notably include industries and activities involving exposure to hazardous substances, such as chemical manufacturing and handling; heavy industrial operations, including metalworks and machinery-intensive processes; extractive industries such as mining and quarrying; and environments involving high temperatures, excessive noise, or dangerous equipment. The schedule also captures activities involving biological, chemical, or physical risks, as well as work performed in confined, elevated, or otherwise inherently dangerous settings.

4. Working Conditions and Entitlements

The Child Employment Decree introduces strict limitations on working hours and conditions for children who are legally permitted to work.

In terms of leave entitlements, the Child Employment Decree provides that child employees are entitled to annual leave exceeding that of adult employees by seven (7) days.

5. Employer Obligations

Under the Child Employment Decree, employers engaging or training children are subject to a range of compliance obligations, including but not limited to the following:

1. Compliance Obligations

• Medical and Health Requirements: Employers must conduct a pre-employment medical examination and ensure periodic medical examinations at least annually and upon termination of employment.
• Employers are also required to maintain a health record for each child and may not employ a child without a valid health card.Medical Care and Social Insurance: Employers must provide necessary medical treatment in case of illness, ensure social insurance coverage with NOSI for work-related injuries and occupational diseases, and take steps to protect children from occupational risks.
• Transportation and Accommodation: Employers must provide safe transportation where necessary and, where accommodation is provided, ensure that it is suitable and separate from adult employees. Children may not reside in the workplace.
• Food and Welfare: Employers must provide each child with a daily nutritious meal that meets the minimum standards prescribed in Annex 2 of the Child Employment Decree and may not substitute such entitlement with a cash allowance.

2. Reporting and Administrative Obligations

Furthermore, employers who engage or train children are subject to numerous administrative and reporting obligations. For example, employers must:

• notify the competent labour office of the names of children employed or trained, the nature of the work assigned to them, and the identity of the persons responsible for supervising their work or training;
• prepare and maintain a dedicated record for each child, containing key information including the child’s name, date of birth, nature of work or training, working hours, rest periods, and details of the medical fitness certificate. Such record must be continuously updated to reflect any changes;
• retain, at the workplace, all official documents evidencing the child’s age and medical fitness and must present such documents to the competent authorities upon request. Employers remain responsible for verifying the accuracy of such information; and
• issue a training card for children under the age of fifteen (15) engaged in training, with the child’s photograph and duly certified by the competent labour office.

6. Employment of Children with Disabilities
   
   The Child Employment Decree introduces specific provisions in respect of children with disabilities. In this regard, the competent qualification entities are required to notify the worforce offices within the relevant labour directorates of children with disabilities who have been certified as qualified for work.
   
   Such children are to be registered in a dedicated register, whether in physical or electronic form, and issued with a registration certificate free of charge.

The contributors to this article are Alia Monieb, Partner - Head of Employment;  Hana Abouelmagd and Seifeldin Hamad, Junior Associates. 

Highlights

On 3 February 2026, the Financial Regulatory Authority (the “FRA”) issued decree no. 332 of 2025 (the “Decree”), establishing a comprehensive regulatory framework governing the approval of brokerage companies to receive clients’ orders for trading securities through a digital platform.

Scope of Application

The Decree applies to all licensed securities brokerage companies in Egypt that wish to obtain the FRA’s approval to receive clients’ orders for trading securities on their behalf through digital platforms and to display data and information.

The framework regulates both:

• the digital platform manager, being the Egyptian joint-stock company registered in the FRA outsourcing register (the “Digital Platform Manager”) that establishes and operates a digital business model approved by the FRA that allows encrypted transmission of clients’ trading orders to licensed brokerage companies and display of data and information relating to such securities, (the “Digital Platform”); and
• the party that remains solely responsible for regulated brokerage activities, including client onboarding, account opening, order execution, and compliance with applicable capital market and anti-money laundering regulations (the “Brokerage Company”).

The Decree further governs the approval process for Digital Platforms, the technical and cybersecurity standards applicable to their operation, and the disclosure and transparency obligations applicable to brokerage companies using such platforms.

Key Requirements:

1. Application and Approval Requirements

The Platform Manager must submit an application including:

1. platform name and purpose;
2. evidence of approval from the relevant supervisory authority to which the platform is subject, if any;
3. copy of the incorporation agreement, the articles of association and ownership structure;
4. managing director/executive officer and legal representative;
5. head office address;
6. contact details; and
7. any other documents required by the FRA.

The FRA’s approval is subject to the following requirements:

1. compliance with FRA Decree No. 139 of 2023, to the extent necessary for approval;
2. full encryption of all services from client entry to brokerage systems without unauthorised access, including preventing access by the Platform Manager and its personnel; and
3. maintaining an electronic record of technical complaints related to the use of the platform, including the outcome of their review, and submitting periodic reports to the FRA in accordance with the forms and timelines specified by the FRA.

2. Operational Requirements and Restrictions

Prohibited activities include:

1. performing any activities related to providing brokerage services to clients on behalf of Brokerage Companies;
2. providing investment recommendations or arranging, preferring, or classifying securities in a manner that may influence client decisions; and
3. using predictive models, behavioral analytics, or AI to influence clients’ investment behaviour, or advertising or promoting any Brokerage Company or its services in a biased or non-neutral manner.

Obligation of brokerage companies include:

1. obtaining prior approval before contracting with a Platform Manager registered with the FRA for the purpose of receiving clients’ trading orders and displaying related data and information through the platform;
2. be duly approved by the FRA to engage in financial technology activities in accordance with FRA No. 140 of 2023 and comply with FRA Decrees Nos. 139 and 141 of 2023;
3. independently open client accounts and execute orders, including the offering of securities and services related to receiving trading orders through the platform, without delegating any regulated activities to the platform;
4. provide effective digital communication channels between the Brokerage Company and its clients;
5. ensure encryption and secure record retention, with decryption and access to order data limited to the brokerage company, the client, and the FRA; and
6. comply with the AML Law, its Executive Regulations, and the supervisory controls issued by the FRA in this regard.

Disclosure requirements on the Digital Platform include:

1. licensing information and FRA approval under the Decree;
2. nature of services provided to clients under the platform;
3. educational materials regarding electronic trading controls, technological risks associated withusing the platform, and safeguards for login credentials and authentication methods;
4. clear and simplified disclosure of all fees, commissions, and expenses payable by the client, including the method of calculation;
5. disclosure of material digital channels, including service interruption or technical failures and the procedures for addressing them; and
6. all displayed information must be accurate and up to date.

Implications

The Decree aims to:

• establish a formal approval framework for the use of Digital Platforms in transmitting clients’ securities trading orders;
• clarify the separation of roles between Brokerage Companies and digital platform managers, preserving the brokerage firm’s full regulatory responsibility;
• limit digital platforms to a purely technical function, prohibiting advisory, promotional, or brokerage-related activities;
• strengthen cybersecurity and data protection standards, including mandatory end-to-end encryption of client orders;
• enhance transparency and investor protection through clear disclosure, risk warnings, and educational requirements; and
• ensure ongoing regulatory oversight, including complaint logging and periodic reporting to the FRA.

Conclusion

The Decree establishes a clear regulatory distinction between Brokerage Companies and Digital Platform Managers, confining Digital Platforms to a technical transmission and display function while prohibiting advisory, promotional, or brokerage-related activities.

It reinforces encryption, cybersecurity, transparency, and complaint-handling obligations, while maintaining brokerage companies’ full regulatory responsibility for client onboarding, order execution, fintech compliance, and AML obligations.

The contributors to this article are Hossam Gramon, Partner - Head of Banking and Project Finance, Nour Osama, Associate, and Karim Madian, Junior Associate.

We are pleased to share ADSERO’s ranking in the Chambers and Partners Global Guide 2026.

This year, ADSERO’s rankings, which include 5 practice areas and 6 ranked lawyers, reaffirm our firm’s continued growth and diversification. These achievements solidify our position as a leading firm in Egypt, uniquely positioned to deliver comprehensive legal solutions and facilitate seamless cross-border transactions within the MENA region and beyond.

A special congratulations to Osman Mowafy – Senior Partner, Head of Dispute Resolution: Litigation, and Hossam Gramon – Partner, Head of Banking & Project Finance, for their individual rankings! We also extend our congratulations to all of our ranked partners and team members whose expertise and dedication have made this recognition possible.

To view our full rankings and editorial coverage, click here.

We are pleased to share ADSERO’s latest contribution to the preparation of a comprehensive reference guidebook issued by the Ministerial Group for Entrepreneurship, in collaboration with Entlaq Holding. The guidebook brings together all government services, permits, and licences required by startups, including applicable fees, required documentation, and issuance procedures, providing a practical and accessible roadmap for founders and investors navigating Egypt’s regulatory landscape.

This initiative represents a qualitative leap for Egypt’s entrepreneurship ecosystem. Over the course of more than a year, ADSERO’s teams conducted an extensive legal review covering more than 20 sectors, including TMT, general corporate, fintech, employment, and regulatory frameworks.

Our insights were provided by Mohamed Abdelgawad, Partner and Head of Corporate, Commercial and Regulatory; Aya Yassin, Senior Associate; Habiba Tarek and Marwan Awny, Junior Associates.

We would like to extend our thanks to Hossam Gramon, Partner and Head of Banking and Finance; Alia Monieb, Partner and Head of Employment; Mahmoud Attia, Senior Associate; Rawan Roshdy, Managing Associate; Associates, Khaled Omar, Malak Zaki, Nour Osama, and Omar Shokair; and Nour El Kholy, Junior Associate, for their support and input throughout the process.

To explore the platform click here.

Access the Navigator here: