Every clinic with receptionists, nurses or assistants runs on contracts, shifts and overtime, whether those are written down or just agreed verbally. Egypt's new Labor Law No. 14 of 2025 changed several of the rules behind all that.
This post walks through the points that matter most to a clinic owner: the contract, probation, working hours, overtime and the minimum wage. It is not legal advice. Before you change any contract, check with a labor lawyer or your Manpower office.
When did the new law start?
The law was published in the Official Gazette on 3 May 2025 and came into force on 1 September 2025. It replaced Labor Law No. 12 of 2003. So any employee you hire today is hired under the new rules.
It also formally recognizes part-time work, flexible hours and remote work. That is useful for a clinic that needs a receptionist only for peak hours, as long as the arrangement is written down properly.
The written contract in Arabic
The law requires a written contract in Arabic, in four copies: one for the clinic, one for the employee, one for social insurance and one for the Manpower office. It should name the parties, the job title, the salary and how often it is paid, working hours, place of work, contract type and duration.
If you still have a nurse or receptionist working without paper, fix that first. A written contract protects both sides when there is a dispute over pay or time off.
Probation
Probation is capped at 3 months and is allowed only once with the same employer. You cannot restart it with the same person under a new probation contract. Fixed-term contracts that are renewed back to back past the allowed limit convert into open-ended contracts.
In practice: if you are trialing a new nurse, put the start and end of probation in the contract on day one, and decide before the 3 months run out.
Working hours and overtime
The maximum time at the workplace, overtime included, is 12 hours a day, up from 10 under the old law. A schedule of working hours and rest periods must also be posted in a visible place. A printed sheet at the front desk is not decoration, it is a requirement.
Overtime is paid at no less than 35% extra for daytime hours and 70% extra for night hours. An evening clinic that runs late may find some overtime counts as night work, so calculate it properly from the start.
- Record actual arrival and departure times, not just the planned schedule.
- When a clinic day runs long, note who stayed and until when.
- Pay overtime in the salary, not as a verbal promise to make it up later.
The minimum wage
The private-sector minimum wage is 7,000 EGP a month since March 2025, up from 6,000. It is set by the National Wages Council. If you are budgeting for a new receptionist, that is the floor, before social insurance and overtime.
What this looks like day to day
The real problem is rarely the law. It is that attendance and shifts live in a notebook or in the manager's head. A simple routine helps:
- Give every employee a written four-copy contract. Have a lawyer review one template and reuse it.
- Write probation start and end dates in each employee's file.
- Post the shift schedule and rest times.
- Record attendance every day in a way you can rely on.
In Kashfy, on the Team plan and up, staff record attendance with a button in the app, a reception QR that changes every 30 seconds, or only when near the branch, and they ask for leave from the app. You set each person's access under Team and Roles. That covers attendance records only. It does not write contracts or handle your legal obligations.
Limits of this post
Details like leave entitlements, termination and compensation vary between sources and depend on the executive regulations, so they are left out here. For anything about a specific employee, ask your Manpower office or a labor lawyer.
