The Egyptian government has introduced a draft labor law that promises to bring significant changes to the rights and protections of women in the workforce. The proposed law, currently under review by the House of Representatives’ Manpower Committee, includes provisions designed to improve the working conditions of female employees, particularly in areas related to maternity leave, childcare, and equal employment rights.
If passed, the law would mark a major advancement for gender equality in Egypt and could serve as a model for other countries in the Middle East and North Africa.
Key Provisions of the Draft Labor Law
1. Equal Rights for Women and Men
The draft law ensures that all provisions regulating employment apply equally to men and women, as long as their working conditions are similar. This eliminates gender-based discrimination and reinforces the principle of equality in the workplace.
2. Restrictions on Women’s Employment
The law gives the competent minister the authority to set guidelines—after consulting the National Council for Women and the National Council for Childhood and Motherhood—on the types of jobs and working hours that women may or may not undertake. This measure aims to protect the health and safety of female workers by regulating their employment in certain conditions.
3. Paid Maternity Leave
One of the law’s most significant provisions is the extension of paid maternity leave. Female workers will be entitled to four months of maternity leave, which covers both pre- and post-childbirth periods. The law mandates that the post-childbirth leave cannot be less than 45 days, offering mothers adequate time to recover and care for their newborns. Female workers can take this leave twice during their service, a provision that ensures continued support throughout their careers.
Protections During Maternity Leave
4. Job Security During Maternity Leave
The draft law prohibits employers from terminating the contracts of female employees while they are on maternity leave. This measure safeguards women from discrimination or job loss while they take time to care for their children.
5. Employer Accountability for Maternity Leave Abuse
If a female employee works for another employer during her maternity leave, the law allows her current employer to recover any wages paid during the leave. In addition, the employer may take disciplinary action. This provision ensures that the maternity leave system remains fair and prevents abuse.
Supporting Working Mothers
6. Breastfeeding Breaks
The law recognizes the needs of nursing mothers by providing them with two additional breaks each day for breastfeeding during the two years following childbirth. Each break must last at least half an hour. These breaks are part of the working day and will not result in any reduction in wages. Workers can also combine these breaks for greater flexibility.
7. Childcare Leave
The draft law also allows female workers to take unpaid childcare leave for up to two years to care for their children. Female employees working in establishments with 25 or more workers are entitled to this leave, which can be taken up to three times during their career. This provision offers working mothers the flexibility to balance career and family life.
8. Termination of Employment for Family Reasons
Women can terminate their employment contracts due to marriage, pregnancy, or childbirth. To exercise this right, they must notify their employers in writing within three months of marriage, pregnancy confirmation, or childbirth. This provision offers flexibility for women at critical stages in their personal lives.
Transparency and Childcare Support
9. Workplace Transparency on Women’s Employment Rights
Employers will be required to post a copy of the Women’s Employment System in a visible location within the workplace. This ensures that female workers are well-informed of their rights and can more easily access them if needed.
10. Childcare Facilities for Working Mothers
The law mandates that employers with 100 or more female employees at a single workplace must either establish a nursery or make arrangements with an external facility to provide childcare. This provision aims to ease one of the most significant challenges for working mothers: access to reliable and affordable childcare.
A Step Toward Gender Equality
These provisions highlight the Egyptian government’s commitment to improving the working conditions of female employees. The draft labor law introduces several important changes that aim to reduce gender inequality and make it easier for women to balance professional and personal responsibilities.
With provisions for maternity leave, breastfeeding breaks, and childcare support, the law is set to create a more supportive and inclusive work environment for women. The comprehensive nature of these reforms sets a new standard for gender equality in the workforce, not just in Egypt, but potentially across the broader MENA region.
Conclusion
The proposed labor law represents a significant step forward for women’s rights in Egypt. By addressing critical issues like maternity leave, breastfeeding, and childcare, it seeks to create a fairer, more supportive environment for female workers. If passed, the law could set a precedent for other countries in the region to follow, making it easier for women to participate fully in the workforce while balancing family life.
As the law moves through the legislative process, it is expected to spark further conversations about gender equality and the importance of creating work environments that support all employees. If approved, Egypt will take a major step toward becoming a leader in labor reforms that prioritize both gender equality and the well-being of workers.
