In Egypt, labor law permits three primary types of employment contracts between employers and employees. Each type has its own set of rules that govern its duration and termination.

Indefinite Term Contract

An indefinite term contract, as stipulated in Article 110 of the Labor Law, does not have a predetermined end date. This contract type provides continuous employment until either the employer or the employee decides to terminate it. However, if the employer wishes to terminate the contract, they must provide a justification based on reasons such as employee inefficiency or misconduct.

Fixed Term Contract

A fixed term contract, as defined in Egyptian labor law, specifies a fixed duration for the employment relationship. This duration can be any length agreed upon by both parties, with no minimum term mandated by law. Upon reaching the expiry date, the contract automatically terminates without requiring any additional formalities or compensation.

Contract for the Performance of Specific Tasks

This employment contract type is established for the completion of a specific project or task. Similar to a fixed term contract, the employment relationship ends upon the accomplishment of the designated work.

In Egypt, a comprehensive and legally sound employment agreement should incorporate several key clauses to ensure clarity of expectations and protect both the employer and employee according to Egyptian Labor Law.

Identification of Parties

The agreement should clearly identify both the employer and the employee, including their full names, addresses, and, for the employee, their social security number if applicable.

Job Description and Workplace

A detailed description of the employee's job duties and responsibilities should be outlined. This provides clarity on expected performance and helps manage potential disagreements. The agreement should also specify the primary workplace where the employee will perform their duties.

Contract Type and Duration

The agreement needs to clearly state whether it's an indefinite term contract (no set end date) or a definite term contract (with a predetermined end date) as outlined in Article 110 of the Labor Law.

Compensation and Benefits

The agreement must specify the employee's remuneration, including the base salary amount, currency, and frequency of payment (e.g., monthly). Any additional benefits offered by the employer, such as health insurance, transportation allowances, or paid vacation time, should be clearly outlined.

Termination Clauses

The agreement should establish the required notice period for termination by either party, following the stipulations set forth in the Labor Law. This ensures a smooth transition and protects both parties' interests. The agreement can also benefit from outlining specific circumstances that could lead to termination by either party (e.g., misconduct, redundancy).

Dispute Resolution

The agreement can establish a preferred method for resolving any disputes that may arise during employment, such as mediation or arbitration.

Additional Considerations

As per Article 32 of the Labor Law, employment agreements in Egypt must be drafted in Arabic. Three copies of the agreement are required - one for each party (employer, employee) and a third for submission to the Social Insurance Office.

The Egyptian Labor Law permits employers to incorporate a probationary period in employment agreements. This trial period is designed to evaluate an employee's compatibility with the role and the company culture prior to establishing a full commitment.

Key Points Regarding Probation

• Maximum Duration: According to Article 33 of the Labor Law, the maximum duration for a probationary period is three months. Employers are not allowed to enforce a probationary period that exceeds this limit.
• Single Opportunity: An employee can only be subjected to probation once for the same position with the same employer. If the initial probation period is less than three months, the employer is not permitted to implement a new probationary period to reach the three-month maximum.
• Suspension During Leave: If the employee takes sick leave or is called for mandatory military service, the probationary period is suspended. The duration of the suspension is then added to the overall probation timeframe.
• Termination During Probation: During the probationary period, either the employer or the employee can terminate the employment relationship without needing a specific justification or facing any legal repercussions.

Benefits of a Probationary Period

• Evaluation for Employers: The probationary period provides employers with the opportunity to assess an employee's skills, work ethic, and cultural fit within the organization. This aids employers in making informed decisions about confirming the employment or seeking a more suitable candidate.
• Trial Period for Employees: The probationary period also gives employees the opportunity to determine if the job meets their expectations and career goals. They can evaluate the work environment, company culture, and daily tasks before committing to a long-term position.

Important Considerations

While a probationary period can be beneficial, it's not mandatory in Egyptian employment contracts. Employers should consider the advantages and any potential drawbacks before incorporating it into the agreement.

Confidentiality and non-compete clauses are often included in Egyptian employment agreements to protect the employer's legitimate business interests. However, to ensure enforceability, specific legal considerations must be taken into account.

Confidentiality Clauses

Confidentiality clauses are designed to protect the employer's trade secrets, customer lists, and other sensitive information from unauthorized disclosure by employees. Although the Egyptian Labor Law doesn't explicitly address confidentiality clauses, Article 69 does prohibit employees from divulging an employer's secrets, potentially causing them harm. The Egyptian Penal Code also penalizes such disclosure with imprisonment or fines.

For a confidentiality clause to be enforceable, it should clearly define what information is considered confidential and the limitations on employee use or disclosure.

Non-Compete Clauses

Non-compete clauses aim to limit an employee's ability to work for a competitor or establish a competing business after leaving the company. Egyptian law enforces reasonable limitations on non-compete clauses. These limitations include:

• Geographic Scope: The restricted geographic area should be reasonable in relation to the employer's business interests.
• Timeframe: The non-compete period should be limited in duration, with one year being the typical timeframe enforced by courts.
• Employee Role: The restrictions should be proportionate to the employee's job duties and access to sensitive information.

Unlike some jurisdictions, Egyptian law doesn't mandate compensation for employees subject to a non-compete clause. However, offering financial compensation can strengthen the enforceability of the clause.

Both confidentiality and non-compete clauses must be demonstrably necessary to protect the employer's legitimate business interests and not excessively restrict the employee's ability to work. Egyptian courts prioritize employee rights to work and earn a living. Unreasonable restrictions in these clauses are likely to be struck down.