Employment Law and Labour Law

Egypt's new Ministerial Decree No. 162 of 2026 establishes comprehensive internal work regulations for private-sector establishments with ten or more employees, introducing mandatory requirements for workplace policies...

Workplace investigations in the UAE have evolved into a critical component of employment risk management, requiring careful navigation of complex legal frameworks across UAE, DIFC, and ADGM jurisdictions. This article examines how employers can conduct fair, compliant investigations into sensitive matters including harassment, discrimination, and whistleblowing while balancing confidentiality, procedural fairness, and regulatory obligations.

قرار وزير العمل رقم 75 لسنة 2026 يضع إطاراً قانونياً متكاملاً لتنظيم تشغيل النساء في مصر، مح

Employing GCC nationals across the Gulf can create specific pension and social insurance obligations that are often misunderstood by employers. Across the GCC, there are approximately 24,500 GCC nationals employed in the private sector of another GCC member state. In the United Arab Emirates (UAE) alone, GCC nationals in the private sector has increased by over 3,000% since 2007.

Egypt's social insurance system establishes mandatory legal obligations for employers and employees to contribute to national social protection. The framework governs registration procedures, contribution calculations based on insurable wage limits, and compliance requirements enforced by the National Social Insurance Authority.

The social insurance system is established under Egyptian Social Insurance Law No. 148 of 2019 and is administered by the National Organization for Social Insurance (NOSI), which is the competent authority responsible for enforcing compliance across all covered categories. The system imposes mandatory obligations on employers, employees, and other insured categories to contribute to the national social insurance scheme based on prescribed insurable wage thresholds, which are periodically updated by ministerial decree.

Foreign-owned companies hiring in Egypt cannot simply adapt a global employment template and assume that its standard clauses will work locally. Egyptian employment relationships now fall primarily under Labour Law No. 14 of 2025, which entered into force on 1 September 2025 and replaced the previous Labour Law No. 12 of 2003.

تخضع اتفاقيات عدم المنافسة في مصر لإطار قانوني صارم يميز بين القيود أثناء علاقة العمل

Qatar has introduced significant amendments to its Labour Law through Law No. 9 of 2026, fundamentally reshaping employment regulations across multiple dimensions including worker classification, noncompete enforcement, strike conditions, and employer compliance obligations. The reforms extend noncompete durations to two years while requiring Ministry approval, impose stricter conditions on the right to strike, mandate joint committees for larger establishments, and introduce vocational certification requir

Iraq's social security system is undergoing significant modernization through the introduction of a Digital Social Security Platform in 2025. How does this new electronic system transform employer obligations, employee registration procedures, and compliance requirements under Labour Law No. 37 of 2015? What are the practical implications for companies operating in Iraq, particularly regarding foreign workforce management and mandatory contribution payments?

Employment issues in Saudi Arabia can quickly turn into legal disputes when salaries, termination, benefits, contracts, or workplace obligations are not handled properly under the Saudi Labor Law and related employment procedures.

An Extension Order establishes wage payment obligations for Israeli employees who were absent from work during Operation "Roaring Lion" between March and June 2026 due to security-related circumstances.