As part of its participation in the current session of the Cairo International Book Fair, the National Council for Women (NCW), through its Economic Committee, held its seventh public seminar of the event under the title “The New Labor Law: What’s New and Its Impact?”. The session was moderated by Dr. Marian Kaldas, NCW member, who emphasized that the new labor law grants women substantial legal rights, including full equality with men in hiring and remuneration.
The law also secures a woman’s right to terminate her employment independently in cases of marriage or pregnancy, grants early departure hours after childbirth, and provides four months of maternity leave, while protecting women from hazardous work conditions. Dr. Kaldas highlighted that the provisions on harassment and violence in the workplace are explicit and clear, ensuring a safe working environment. Employers are also required to provide on-site childcare facilities or partner with nearby nurseries, supporting women’s stable participation in the workforce.
Judicial Perspectives on Women’s Rights in the New Labor Law
During the seminar, Counselor Alaa El-Segaii, Vice President of the Court of Cassation, affirmed that Labor Law No. 14 of 2025 does not reduce any rights for women; rather, it fully guarantees their rights throughout all stages of employment, from hiring to termination. He stressed women’s right to resign independently in cases of marriage or pregnancy and emphasized provisions protecting female employees supporting family members with special needs.
El-Segaii added that the law prohibits the dismissal of women during legal leave periods and clearly defines wage components, reducing labor disputes related to pay. He highlighted that the main objective of the law is to resolve conflicts at their inception and minimize the number of cases reaching courts.
Philosophy and Objectives of the New Labor Law
Counselor Ihab Abdel-Aty, Advisor to the Minister of Labor, explained that the general philosophy of Egypt’s labor law from 2003 to 2025 focuses on addressing gaps and keeping pace with market changes. He noted that certain principles remain inviolable, including adherence to constitutional provisions, rulings of the Supreme Constitutional Court, and international labor standards, particularly those of the International Labour Organization (ILO).
Abdel-Aty described the new law as clearer than its predecessor, reducing multiple interpretations, and covering critical issues such as labor courts, informal employment, and balancing the rights of workers and employers—all while promoting an investment-friendly environment.
Ensuring Balance Between Workers and Employers
Counselor Emad Nasr, President of the Human Resources Association in Egypt, emphasized that the new labor law creates no conflicts of interest, as it clearly regulates the rights and obligations of both employees and employers. He described the law as establishing the minimum rights and maximum penalties, with implementation overseen by courts, provided that company regulations are consistent with the law.
Key Innovations and Practical Applications
Tamer Fawqi, partner at Maatooq Bassiouny & Hanawy Law Firm, outlined the major innovations of the new labor law, highlighting key differences between the old and new legislation. He noted that Law No. 14 of 2025 is an independent statute applicable to both workers and employers, marking a significant advancement in labor legislation.
Fawqi emphasized that the law’s successful implementation requires at least one year of practical application to fully understand its mechanisms. He noted that the seminar’s purpose was to ensure proper application, not resistance to the law. He also discussed emerging work models, particularly in smart transportation, clarified that companies with fewer than 10 employees are not required to have internal work regulations, and confirmed that employers have the right to conduct drug tests and terminate employees if substance use is confirmed.
Interactive Discussions and Key Takeaways
The seminar included rich discussions on the fundamental changes introduced by the new labor law, practical implementation methods, and the rights secured for women. Participants also explored challenges in applying the law and strategies to overcome potential obstacles, emphasizing the law’s role in promoting workplace equality, women’s empowerment, and dispute prevention.
