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.