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> GOVERNANCE - home > Employment protection legislation database - EPLex > Egypt

Egypt - Procedural requirements for individual dismissals


Procedural requirements for individual dismissals - Egypt - 2017    

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Notification to the worker to be dismissed: written

Remarks:
  • Art. 110 LL.

Notice period:
Remarks:
  • As regards the termination of an open-ended employment contract, either party shall observe a notice period which varies according to the employer's length of service as follows:
    - 2 months if the worker's uninterrupted period of service with the employer is less than 10 years, and
    - 3 months if that period exceeds 10 years (Art. 111 LL).
    • tenure ≥ 6 months
      • 2 month(s).
    • tenure ≥ 9 months
      • 2 month(s).
    • tenure ≥ 2 years
      • 2 month(s).
    • tenure ≥ 4 years
      • 2 month(s).
    • tenure ≥ 5 years
      • 2 month(s).
    • tenure ≥ 10 years
      • 3 month(s).
    • tenure ≥ 20 years
      • 3 month(s).

    Pay in lieu of notice: Yes

    Remarks:
    • See art. 118 LL.

    Notification to the public administration: No

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: Yes

    Remarks:
    • Before dismissing a worker on disciplinary grounds (listed in art. 69 LL), the employer needs to submit a request to the Labour Court which shall decide on the worker's dismissal within 15 days from the date of the first session (art. 71 LL, as amended in 2008). [Note that prior to the adoption on the 2008 amendment, the decision to dismiss a worker as a sanction for serious misconduct was not taken by the Labour Court but a special committee established by the 2003 LL for these purposes and which consisted on two judges, the head of the concerned Directorate of Manpower or his/her representative, a representative of the Federation of Egyptian Trade Unions; and a member of a concerned employers' organisation).

    Approval by workers' representatives: No

    Notes / Remarks
    - Under the LL, as amended in 2008, there is a special procedure for dismissal on disciplinary grounds.
    Where a worker is accused of an offence for which the appropriate disciplinary penalty is dismissal, the employer must, before deciding to dismiss him/her, submit a request to do so to the Labour Court which can either grant authorization or refuse the dismissal. The decision shall be taken within 15 days. (art. 68, 69, 71 LL as amended in 2008).
    - This procedure is not applicable to a dismissal based on the worker's inefficiency which is governed by specific regulations (see art. 110 LL)