Employer of record services in Egypt

Yes. We manage social insurance contributions, roughly 18.75% of insurable salary from the employer, along with progressive income tax withholding under Egypt’s Labour Law. We apply the correct notice, probation, and termination rules under Law No. 12 of 2003, which governs private sector employment in Egypt.

Private health insurance, transport allowances, and meal subsidies are common differentiators in Egypt, given the gap between public healthcare capacity and private sector expectations. Egypt’s large, young, and increasingly well-educated workforce has also made performance-linked bonuses and clear promotion pathways significant factors in candidate decisions, particularly in Egypt’s growing outsourcing and BPO sector.

Notice and severance requirements under Egyptian Labour Law vary based on contract type (fixed-term versus indefinite) and the grounds for termination, and Egyptian labor courts generally require documented, justifiable cause for dismissal to avoid compensation claims. Getting the contract type and termination grounds right at the outset materially affects exit cost and risk.

An EOR can typically onboard within one to two weeks for social insurance registration, compared with the several weeks to a couple of months needed to incorporate an Egyptian entity and register with the tax authority and social insurance office.

Egypt’s Labour Law termination requirements and social insurance administration require ongoing local expertise to manage well. An EOR handles that compliance and carries the liability, which is typically the more efficient way to access Egypt’s large, cost-competitive workforce for outsourcing and shared-services roles.