New Forms of Work under Labor Law No. 14 of 2025
In light of rapid developments taking place in the global labor market, it has become essential for Egyptian legislation to be aligned with these changes by strengthening flexibility in the work place and protecting employees’ rights.
The new Egyptian labor law was enacted by virtue of law no. 14 of 2025 addressing a number of provisions aimed at regulating new forms of work, including forms of employment that depart from the traditional model based on fixed work at a fixed workplace during predetermined working hours. These new forms of work aim at providing flexibility for both employees and employers, in line with digital transformations and the growing demand for more flexibility in the Egyptian labor market.
In the article, we will examine the new forms of work as provided for in articles 96 to 100 of the new labor law, and explore how these forms affect the rights and obligations of both employees and employers, as well as the Egyptian economy and the labor market as a whole.
Definition of New Forms of Work (Article 96)
Article 96 of the new Labor Law defines new forms of work as non-traditional forms of employment that encompass emerging types of work which the law seeks to regulate and define the rights of workers engaged therein. These forms represent a significant shift in the manner in which work is performed and may take the following forms:
Remote Work
Remote work has become one of the most common forms of work in the light of the technological development witnessed worldwide. It requires the use of technological tools that enables the employee to perform his duties from any location away from the company’s traditional premises. This form of work provides greater opportunities for workers in remote areas, as well as for those who seek to achieve a balance between their professional and personal lives. Remote work also constitutes an important step toward enhancing productivity and reducing operating costs.
Part-Time Work
This form of work reflects a shift in the work culture, as it allows the worker to perform his duties for a reduced number of working hours compared to full-time employment. This model contributes to providing new employment opportunities for groups such as students and working mothers. It also helps small and medium-sized enterprises (SMEs) reduce additional costs.
Flexible Work
This model provides flexibility in determining working hours, allowing working hours to be distributed across non-consecutive periods throughout the day or week. This form of work aligns with the needs of companies seeking to achieve high productivity without being bound by traditional working hours, as well as to the preferences of workers seeking greater flexibility in their working lives.
Job Sharing
This form of work enables two or more workers to share the responsibilities of a single position, whereby they share the duties, working hours, and remuneration. This model promotes the optimal utilization of human resources and helps address gaps that may arise from a shortage of workforce in certain sectors.
Other Forms of Work
The article provides for the possibility of adding new forms of work in response to future changes and developments, which makes the law flexible and capable of adapting to future developments.
Rights and Obligations of Workers under New Forms of Work (Article 97)
The New Labor Law affirms that worker’s rights under the new forms of work don’t differ from worker’s rights under the traditional forms of work. Accordingly, such workers shall enjoy the same social and economic rights as their counterparts engaged in traditional employment, including:
Social Protection
Employer is required to provide social security coverage for workers engaged in new forms of work, whether they work remotely, under flexible work, or on a part-time basis. This right ensures that workers receive health and social protection in case they sustain health issues or work- related injuries.
Minimum Wage
Regardless of the form of work, the employer shall pay applicable minimum wage, thereby ensures that workers receive an adequate income.
Vocational Training and Skills Development
Workers engaged in new forms of work enjoy vocational training opportunities, which enhance their skills and contribute to developing their capabilities in line with the changing requirements of the labor market.
The Right to Collective Bargaining
Workers engaged in new forms of work have the right to participate in collective bargaining and trade union activities, thereby ensuring their fair representation and protecting them from any form of exploitation or discrimination in the workplace.
Working for more than one employer (Article 98)
Article 98 of the new labor law provides greater flexibility in employment arrangements, allowing workers engaged in new forms of work to work for more than one employer simultaneously. This includes holding multiple jobs or simultaneously engaging in self-employment, thereby providing workers with the opportunity to generate income from multiple sources. However, the worker shall maintain confidentiality and refrain from disclosing the business secrets of their respective employers.
Requirement for a Written Employment Contract (Article 99)
Article 99 ensures that the employment relationship under new forms of work shall be documented in a written employment contract, whether in paper or electronic form. This article ensures clarity in the contractual relationship between the worker and the employer, and determines the rights and obligations of both parties, thereby reducing legal disputes that may arise in the future.
Regulation of New Forms of Work (Article 100)
Article 100 stipulates that the competent minister, in consultation with trade union organizations and employers’ organizations, shall issue:
· the necessary decisions to regulate new forms of work ;
· determine their forms;
· model forms of employment contracts and work regulations;
· means of proving the employment relationship;
· mechanisms for both parties to obtain their respective rights,
within a period not exceeding six months from the date of promulgation of the law.
Conclusion
The new labor law represents a significant step towards reforming the Egyptian labor market in line with global developments. The new forms of work determined under the law provide greater opportunities for both workers and employers, while ensuring legal protection for workers. These forms of work are expected to bring about significant changes in employment practices and the economic trends in Egypt as a whole. However, the key challenge will be to implement these forms of work effectively and striking a balance between protecting workers’ rights and safeguarding the interests of employers.