Egypt Leave Laws and Holidays

Employees are entitled to sick leave of up to 90 days per year, where the first 45 days are fully paid, and the next 45 days are at half pay.

Employees must notify their employer of their illness as soon as possible to qualify for sick leave.

Sick leave needs to be approved with valid medical certification from a licensed medical practitioner.

Additional sick leave may be granted with comprehensive medical documentation and as per the discretion of the employer.

Sick leave is not accrued but is granted based on actual sickness and medical need.

Sick leave cannot be carried over to the next year; it is based strictly on the annual entitlement.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave is not paid out at the end of the year.

Employers may require ongoing medical proof for extended periods of sick leave to verify the condition.

Muslim employees are entitled to a one-time Hajj leave of up to 21 days during their employment to perform the pilgrimage.

Employees must provide advance notice to their employer about their intention to take Hajj leave, though specific timelines can vary.

Hajj leave requires employer approval, particularly due to the extended period of absence involved.

There is no provision for additional Hajj leave once the one-time leave has been utilized.

Hajj leave does not accrue; it is a one-time entitlement.

Hajj leave is a one-time entitlement and does not involve carry over rules.

Unused Hajj leave is not subject to payout upon termination, as it is a one-time entitlement specific to the individual's religious duty.

There is no end of year payout for Hajj leave as it is not accrued annually but is a one-time entitlement.

Hajj leave is specifically available to Muslim employees for the purpose of making a pilgrimage to Mecca, which is a religious duty in Islam.

Employees are entitled to an annual leave of 21 days with pay after completing one year of service. This increases to 30 days after 10 years of service or when the employee reaches the age of 50.

Employees should coordinate with their employer to schedule annual leave, providing notice a few weeks in advance to ensure operational continuity.

Annual leave must be approved by the employer, and the timing is subject to the employer's discretion to meet business needs.

Additional leave beyond the statutory quota is not common and would typically require a special agreement or circumstances.

Leave accrues monthly but is only available for use after the completion of one year of service with the employer.

Carrying over of annual leave to the next year is usually limited. Employees must use their leave within the year it is accrued unless otherwise agreed upon.

Upon termination of employment, any unused annual leave will be paid out to the employee based on their current salary.

Unused annual leave is not typically paid out at the end of the year unless the employment is terminated.

The scheduling of annual leave may be adjusted by the employer based on operational requirements and workload.

Female employees are entitled to 90 days of maternity leave with full pay, which can be taken before and after childbirth.

Employees are required to notify their employer prior to the commencement of maternity leave, although the specific notice period can vary.

While not requiring approval in a traditional sense, maternity leave does require prior notification and arrangement.

After the paid 90 days, women may be entitled to additional unpaid maternity leave, depending on company policy or labor agreements.

Maternity leave is a right granted per occurrence of childbirth and does not accrue over time.

Maternity leave is specific to each childbirth and cannot be carried over.

There are no specific payout rules for unused maternity leave as it is event-specific.

Unused maternity leave does not apply as it cannot be saved or used beyond the specific childbirth event.

Women on maternity leave have protection against termination of employment, except in cases of gross misconduct.

Employees are entitled to 3 days of bereavement leave for the death of an immediate family member.

Employers should be notified as soon as possible about the need for bereavement leave, ideally before the leave is taken.

Bereavement leave is typically granted without formal approval, though timely notification is crucial to arrange work coverage.

Additional bereavement leave is not standard and would need to be agreed upon with the employer, possibly depending on the circumstances.

Bereavement leave does not accrue and is granted as needed based on specific bereavement situations.

There is no carry over for bereavement leave as it is granted based on specific incidents.

There is no payout for unused bereavement leave upon termination as it is event-specific.

Unused bereavement leave is not paid out at the end of the year as it does not accrue.

Bereavement leave is typically limited to the death of immediate family members, which includes spouse, children, parents, and siblings.