Employment Law and Labour Law

تُمثل الأنشطة النووية والإشعاعية أحد أكثر القطاعات حساسية من الناحية القانونية وال

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

This comprehensive legal analysis examines Egypt's regulatory framework governing fire safety and civil protection in industrial facilities, exploring mandatory licensing requirements, technical specifications, and compliance obligations.

Saudization is Saudi Arabia’s policy of increasing private sector employment for Saudi nationals, while Nitaqat is the system used to measure whether businesses meet those localisation requirements. Understanding both is essential for companies operating in the Kingdom because compliance can affect recruitment, government services and business operations.

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

Qatar has enacted significant amendments to its Labour Law through Law No. 9 of 2026, introducing three major reforms that will reshape employment relationships in the country. The changes establish new professional licensing requirements for designated occupations, create a formal legal framework for part-time and freelance work arrangements, and extend the maximum duration of non-compete restrictions from one to two years with enhanced regulatory oversight.

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

القرار رقم 48 لسنة 2026 يضع إطاراً قانونياً مُلزماً لتنظيم دور الحضانة في منشآت العمل، مُحد&

Recruitment in the UAE is governed by Federal Decree-Law No. 33 of 2021, which establishes a comprehensive legal framework covering hiring practices, candidate selection, and employer obligations. This detailed analysis examines the principles of good faith recruitment, non-discrimination requirements, prohibition of forced labour, and the strict allocation of recruitment costs to employers, while exploring practical compliance challenges and risk points throughout the hiring process.

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.