Introduction:
In light of the rapid developments occurring in the global labor market, it has become necessary for Egyptian labor law to keep pace with these changes by enhancing flexibility in the work environment and protecting workers’ rights. The new Egyptian Labor Law, promulgated by Law No. 14 of 2025, addresses several provisions aimed at regulating new patterns of work that go beyond the traditional model of fixed working hours and locations. These new forms of employment are designed to provide flexibility for both workers and employers, in line with digital transformation and the growing need for adaptable working arrangements in the Egyptian market.
This article examines the new patterns of work as stipulated in Articles 96 to 100 of the new Labor Law, analyzing their impact on the rights and obligations of both employees and employers, as well as their broader implications for the Egyptian economy and labor market.
Definition of New Work Patterns (Article 96)
Article 96 of the new Labor Law defines new work patterns as non-traditional forms of employment encompassing innovative types of work that the law seeks to regulate while safeguarding workers’ rights. These patterns represent a significant shift in how work is performed and may take the following forms:
Remote Work
Remote work has become one of the most common work models in light of global technological advancement. It involves the use of digital tools that allow employees to perform their duties from locations outside the employer’s premises. This model offers opportunities for workers in remote areas and those seeking a better work–life balance. It also contributes to higher productivity and reduced operational costs.
Part-Time Work
This pattern reflects a shift in work culture, allowing employees to work fewer hours than those required for full-time employment. It creates job opportunities for groups such as students and working mothers, while helping small and medium-sized enterprises reduce costs.
Flexible Work
This model provides flexibility in scheduling work hours, allowing them to be distributed across non-continuous periods throughout the day or week. It aligns with the needs of companies aiming to enhance productivity without adhering to traditional working hours, and also suits employees seeking greater flexibility in their professional lives.
Job Sharing
Under this model, two or more individuals share the same job, dividing tasks, time, and remuneration. Job sharing optimizes human resource utilization and helps address labor shortages in specific sectors.
Other Work Patterns
The article also allows for the introduction of new work patterns in the future as labor market dynamics evolve, ensuring the law remains adaptable and forward-looking.
Rights and Obligations of Employees under New Work Patterns (Article 97)
The new Labor Law emphasizes that employees under new work patterns enjoy the same rights and protections as those engaged in traditional employment models. These include:
Social Protection
Employers must provide social insurance coverage for workers in new work models, including remote, flexible, and part-time employees. This ensures that workers receive health and social protection in the event of illness or occupational injury.
Minimum Wage
Regardless of the work pattern, employers are obligated to pay at least the statutory minimum wage, guaranteeing employees fair and adequate compensation.
Vocational Training and Skills Development
Employees in new work patterns are entitled to professional training and development opportunities to enhance their skills and adapt to evolving market demands.
Right to Collective Bargaining
Workers engaged in new work patterns retain the right to participate in collective bargaining and union activities, ensuring fair representation and protection from exploitation or discrimination in the workplace.
Multiple Employment (Article 98)
Article 98 introduces unprecedented flexibility by allowing employees engaged in new work models to work for more than one employer simultaneously. This includes holding multiple jobs or engaging in self-employment, thereby enabling multiple income streams. However, employees are required to maintain confidentiality and refrain from disclosing trade secrets to other employers.
Requirement of a Written Contract (Article 99)
Article 99 mandates that all employment relationships under new work models must be documented in a written contract, either in paper or electronic form. This provision ensures clarity in the contractual relationship between employer and employee, outlining mutual rights and obligations and reducing potential legal disputes.
Regulation of New Work Patterns (Article 100)
Article 100 stipulates that the competent minister, in consultation with labor unions and employers’ organizations, shall issue the necessary regulations to govern new work patterns. These regulations will define their forms, model contracts and internal policies, methods of proving employment relationships, and mechanisms for enforcing rights. The minister must issue these regulations within six months from the date of the law’s promulgation.
Conclusion
The new Labor Law represents a significant step toward reforming the Egyptian labor market in alignment with global developments. The new work patterns it introduces create broader opportunities for both employers and workers while ensuring legal protection for employees. These models are expected to bring substantial changes to employment structures and the overall direction of the Egyptian economy. The main challenge, however, will lie in effectively implementing these patterns and achieving a balance between protecting workers’ rights and advancing employers’ interests.