Overview

Following the enactment of Egypt’s new Labour Law No. 14 of 2025 (the “Labour Law”), effective as of 1 September 2025, the Ministry of Labour has begun issuing explanatory circulars pending the release of the executive decrees.

In this context, and to address the many questions surrounding the updated resignation framework, the Ministry issued its first circular on 1 September 2025, setting out the ratification procedures now required for resignations.

In parallel, on 31 August 2025, the Minister of Justice introduced Decree No. 4693 of 2025, formally establishing and regulating dedicated Labour Legal Aid Offices within the courts of first instance (the“Offices”). These developments mark a significant step in shaping the practical implementation of the new Labour Law and ensuring direct support to employees and employers navigating the transition.

Ratification of the Resignation

A. Authority:

Employees’ resignations must be ratified by the labour offices affiliated with the competent labour directorates. Ratification is confirmed through affixing the official State Emblem Stamp, after verifying the signature of the employee or their authorized representative.

B. Resignation Register:

Each labour office must maintain a dedicated resignation register documenting all approved and ratified resignations, including, employer’s and employee’s details, dates of submission and acceptance, and withdrawal of resignation (if applicable).

C. Withdrawal of Resignation:

The circular reaffirms that employees may withdraw their resignation within 10 days of being notified of the employer’s acceptance, provided the withdrawal is submitted in writing and ratified by the same labour office and directorate that originally ratified the resignation.

The Offices

Offices are to be established at each labour court and other locations where labour courts convene and are designed to provide comprehensive, free legal assistance to employees and employers involved in labour disputes, ensuring proper legal support throughout the litigation process.

A. Scope of Services:

The Offices are mandated to support parties of a labour dispute by, inter alia:

• guiding them on jurisdiction and pre-filing requirements;
• assisting with the drafting and submission of claims, and pleadings;
• advising on required documents, means of proof, and representation of employers;
• explaining rights under Labour Law, including the invalidity of clauses that waive or diminish employee entitlements; and
• providing guidance on enforcement of judgments, and related procedures.

B. Documentation and Supervision:

Each Office must maintain paper and electronic records for all services provided. Supervision is carried out by the General Department for Labour Courts Affairs, which will monitor performance, supervise staffing, propose training, and prepare annual performance reports.

C. Reporting Obligations:

Offices are required to submit monthly statistical reports on their activities by the 5th of each month.

Conclusion

We are closely monitoring the issuance of further decrees and regulations that are expected to provide additional clarity on the implementation of the new Labour Law.

The contributors to this article are Alia Monieb, Partner and Head of Employment, Rawan Roshdy, Managing Associate, and Hoda Khira, Junior Associate.