1. Introduction

The Egyptian Ministry of Labour issued two (2) ministerial decrees published in the Egyptian Gazette on 17 May 2026, both entering into force on 18 May 2026:

• ministerial decree no. 75 of 2026 (the “WE Decree”), concerning the employment of women, including restrictions relating to hazardous work, protections during pregnancy and breastfeeding, and conditions governing women’s night work, and
• ministerial decree no. 74 of 2026 (the “LMO Decree”), concerning the organisation of Labour Market Observatories.

This publication is a brief overview of the labour law no. 14 of 2025 (the “Labour Law”)supplementary decrees and should not be treated as a legal advice or relied upon in any manner whatsoever. Separate legal advice should be sought where appropriate.

2. Key Provisions

1. WE Decree

• Equal Treatment

In line with Article 53 of the Labour Law, the WEDecree confirms once again that all Labour Law provisions applicable to the working conditions of employees shall equally apply to women without discrimination. It also expressly reiterates the principle of equal pay for work of equal value, encompassing all forms of wages and their components, including cash and in-kind benefits, bonuses, incentives, and allowances.

• Prohibited Work During Pregnancy and Breastfeeding

Employers are prohibited from assigning female employees work involving risks that may affect their reproductive health, pregnancy, fetuses, or children’s health during protected pregnancy and breastfeeding periods. Prohibited work under the WE Decree includes chemical, physical, biological, and engineering hazards. The WE Decree lists all categories of work that fall under these hazards.

• Permitted Work During Pregnancy and Breastfeeding

Notwithstanding the above prohibitions, and without prejudice to their statutory maternity rights, women may be employed during pregnancy and breastfeeding in administrative and supervisory roles that do not involve exposure to the risks set out above.

• Employment Outside Pregnancy and Breastfeeding

The WE Decree provides that female employees who are not pregnant or breastfeeding may work in the above-mentioned prohibited jobs, provided that all occupational health and safety requirements are satisfied.

In the event of failure to implement the prescribed occupational safety and health precautions, the competent administrative authority may order the full or partial closure of the establishment or the suspension of machinery until the source of danger is eliminated.

• Night Shift Regulations

• Requests: Female employees, upon their request, may work during night shifts, subject to safeguards protecting their health, safety, transportation, and family responsibilities.
• Approvals:
  • Prior to engaging female employees in night shifts, employers must submit an application to the competent Labour Directorate requesting written approval for the same.
  • For industrial establishments, female employees’ night shift shall be the period between 10:00 p.m. and 7:00 a.m. in accordance with the regulations stipulated under the WE Decree.
• Exceptions:
  • Night shift restrictions in industrial establishments do not apply in cases of force majeure and unforeseeable events, establishments employing only family members, work involving easily spoiled materials, and situations where female employees (i) hold administrative or technical positions, (ii) work in healthcare or social welfare departments without engagement in manual work.
  • Employers engaging female employees in night shifts must, among others, provide safe transportation for female employees, safe travel to and from the workplace, and first aid services.

• Mandatory Daytime Alternative Shift

Employers are required to provide an alternative daytime shift arrangement in lieu of night shift for female employees in the following cases:

• during a period of at least sixteen (16) weeks before and after delivery, of which at least eight (8) weeks must fall before the expected delivery date, and
• during any additional period, upon submission of a medical certificate confirming that this is necessary for the health of the mother or child, whether during pregnancy or in the post-delivery period.

2. LMO Decree

• Establishment and Functions of the Central Coordinating Labour Market Observatory

A Central Coordinating Labour Market Observatory within the Ministry of Labour (the “Central Observatory”) is to be established to support employment policies through labour market data, coordinate regional observatories, and help align education and training outcomes with labour market needs.

The Central Observatory is tasked with several functions, including but not limited to:

• supervising and overseeing the operation of regional labour market observatories,
• monitoring labour market developments, including changes in the skills and qualifications required across sectors, and
• issuing and publishing periodic reports on labour market information at the sectoral, regional, and national levels.

• Steering Committee of the Regional Labour Market Observatory

Each regional Labour Market Observatory shall be managed by a steering committee comprising representatives from relevant public, private, industrial, and academic entities, and an executive committee responsible for operational implementation, with the possibility of including representatives from other concerned bodies where necessary.

The LMO Decree further provides for the establishment of an executive committee for each Regional Labour Market Observatory, headed by a specialist and composed of representatives from the relevant entities, to carry out the observatory’s activities and functions in coordination with its members, with its formation to be issued by a decision of the Director of the Labour Directorate.

• Roles and Responsibilities of Partner Stakeholders

The LMO Decree imposes certain obligations on the Ministry of Labour, other ministries, and relevant governmental authorities, including the following:

• active participation in periodic meetings of regional labour market observatory steering committees through appointed representatives and deputies, with at least two (2) senior officials,
• assigning at least one (1) to two (2) staff members to work at the observatory for one (1) to two (2) days per week (or one (1) day where necessary), and enabling their participation in capacity-building training programmes,
• providing all required labour market data and information and facilitating data collection processes,
• active contribution to conferences launching labour market studies prepared by the regional observatories,
• publishing observatory outputs, including labour market data, analyses, recommendations, and reports, to relevant stakeholders,
• coordination among all relevant entities, including Investors’ Association, Businessmen’s Association, and labour unions, and
• active participation in meetings of the central governing board.

Also, the LMO Decree imposes certain obligations on the Investors’ Association and the Businessmen’s Association including, but not limited to, the following:

• active participation in periodic meetings of regional Labour Market Observatory steering committees (minimum two (2) representatives),
• organising meetings with sectoral committees representing different sub-sectors of the regional economy when needed,
• contributing to conferences launching labour market studies prepared by the regional observatories, and
• supporting the implementation of policy recommendations derived from observatory reports.

• Funding Sources and Expenditure of the Observatories

The LMO Decree provides that the Training and Qualification Financing Fund established under the Labour Law shall finance the establishment and operation of the observatories (central and regional), subject to the Board of Directors (“BoD”) approval.

The Central Observatory’s resources are derived from multiple sources, including allocations identified through cooperation with the Training and Qualification Funding Fund, funds allocated by the BoD, and fees generated from approved labour market research and studies.

Additional funding includes accepted grants, donations, and subsidies approved by the BoD, revenues from the publication of research and studies, as well as other financing sources from partner entities or development projects, subject to the BoD’s approval.

Also, the LMO Decree specifies permitted expenditure categories, including but not limited to, office supplies and operational requirements, field visit costs such as transportation, accommodation, and subsistence, and communication expenses and telephone and internet).

• Monitoring and Supervision of Observatory Staff

The LMO Decree assigns the General Administration for Labour Market Information to monitor the performance of observatory staff, assess their training needs, and propose capacity-building programmes in line with actual requirements and new assigned tasks.

Additionally, the LMO Decree provides for the establishment of administrative and technical committees or working groups, as required by the volume of work, operational needs, and its development, to assist in preparing the work of the Central Observatory’s BoD, follow up on the implementation of its decisions and recommendations, and coordinate among the partner entities.

3. Practical Impact on Employers

With respect to the WE Decree, employers operating in manufacturing, industrial, chemicals, petroleum and petrochemicals, mining and quarrying, construction, healthcare, logistics, agriculture, leather and tanning, meat processing, glass, metals, rubber, shipbuilding, energy and utilities, and related sectors should review occupational health and safety compliance, pregnancy and maternity policies, shift scheduling practices, transportation arrangements for female employees, and labour inspection preparedness to ensure compliance with the Labour Law provisions.

On the other hand, the LMO Decree strengthens employers’ role in labour market governance by involving them in data sharing, consultations, and decision-making through structured institutional mechanisms. It also improves their access to labour market information and sets clearer expectations for participation in training, research, and policy implementation to better align workforce needs with education and skills development.

4. Conclusion

The WE Decree establishes a more structured regulatory framework governing female employment conditions in Egypt, particularly regarding hazardous work environments and night work. The latter decree further imposes enhanced compliance obligations on employers while reinforcing equal treatment principles and maternity related protections under Egyptian labour law.

The LMO Decree establishes a coordinated system linking the central and regional labour market observatories with relevant public and private stakeholders to collect and analyse labour market data and issue reports. It aims to improve coordination, support skills matching, and ensure employment policies are based on reliable labour market information.

The contributors to this publication are Alia Monieb, Partner - Head of Employment, Seif El Kably, Managing Associate, Khaled Omar, Associate, Hoda Khira, Associate, and Seif Eldin Hamad, Junior Associate.