Introduction
The recently enacted Labour Law No. 14 of 2025 (the “New Labour Law”) marks a significant reform of Egypt’s labour framework. Among its many updates, the mechanisms governing employee resignations have been substantially revised to strengthen worker protections. In this regard, Ministerial Decree No. 187 of 2025 (the “Decree”), was issued to standardize resignation procedures to ensure transparency, protect employees’ rights, and reduce disputes. Under this framework, the administrative body of the Ministry of Labour (the “Labour Office”) is responsible for authenticating resignations and verifying their voluntariness, ensuring lawful and transparent employment termination.
Key Procedural Steps for Submitting and Authenticating a Resignation Under the New Labour Law and its Implementing Decrees
Under the New Labour Law, employees must follow a formal process to submit and authenticate their resignation through the Labour Office. The following steps summarize the procedure for submission and authentication through the Labour Office.
- Written and Signed Resignation: The employee must submit a written resignation to the employer. It must be signed by the employee personally or by a duly authorized representative.
- Authentication by the Labour Relations Office: The resignation must be authenticated and approved by the competent labour relations offices within the labour directorates, either within the jurisdiction of the employer’s main headquarters or one of its branches, or by the competent labour directorate.
- Registration in the Official Record: The Labour Office must register the resignation in a sequential register, stamp it with the Office’s seal, and record the registration number and date of authentication. The seal of the Labour Office shall be considered valid for the authentication of a resignation before the employer and in official transactions. Nevertheless, the employee may, upon request, obtain the resignation authentication stamped with the emblem of the Arab Republic of Egypt.
- Verification of Identity and Authority: The Labour Office must verify the employee’s national ID and confirm that the resignation includes the employer’s name, the employee’s details, and the employee’s signature. If the resignation is submitted through an agent, the Office must verify the power of attorney details.
- Employer’s Acceptance or Ten-Day Lapse: The employee’s service does not end until the resignation is formally accepted by the employer or ten days have passed from the date of submission without a response.
- Employee’s Right to Withdraw: The employee may withdraw the resignation within ten days from the employer’s acceptance date. The withdrawal must be in writing, authenticated by the same Labour Office, and sealed by the Office that validated the original resignation.
Employer’s Obligations Once a Resignation is Submitted
According to Article 175 of the New Labour Law and Article 8 of the Decree, once a resignation is submitted and the employment relationship ends, the employer or their representative has specific obligations toward the departing employee, as follows:
Issuing the Employment Certificate
- The employer is legally required to issue a work certificate that includes:
- The date of commencement of employment;
- The date of termination;
- The type of work performed; and
- The benefits the employee was entitled to during employment.
- Upon the employee’s request, the certificate must also include:
- The amount of wage received; and
- The reason for termination of employment (e.g., resignation).
This certificate must be issued within fifteen (15) days from the date of the employee’s request.
Return of Employee Documents and Clearance
Upon termination, the employer must immediately return to the employee:
- Any documents, certificates, or tools that were deposited with the employer during employment; and
- A document confirming clearance showing that the employee has no outstanding liabilities.
Settlement of Dues and Record-Keeping
Although Article 175 focuses on certificates and documents, it must be read in conjunction with general employer obligations under the Labour Law and its executive regulations:
- The employer must settle all financial entitlements owed to the employee (e.g., salary, leave balance, end-of-service benefits) upon termination.
- The employer must also record the termination and settlement in the employment register and retain these records for inspection purposes.
Presumed Resignation in Cases of Unjustified Absence Under the New Labour Law
Under the New Labour Law, the concept of “presumed resignation” arises when an employee’s prolonged absence from work without a valid justification is treated as if the employee has voluntarily resigned. Specifically, if an employee is absent for more than twenty non-consecutive days in one year or more than ten consecutive days without acceptable reason, the employer may consider this as a presumed resignation.
This concept differs from the previous law, which generally treated repeated or extended absence as a disciplinary violation that could lead to termination after investigation. The New Labour Law reframes such absence as a form of presumed resignation, provided that due process is followed: the employer or their representative must issue a written warning delivered by registered mail with acknowledgment of receipt. This warning must be issued after the employee’s absence exceeds ten days in the first case, or five days in the second.
By introducing these safeguards, the law seeks to ensure a fair balance between protecting employees’ rights and enabling employers to address repeated unauthorized absence in a transparent and orderly manner.
Is Submission of a Resignation through the Labour Office Mandatory under the New Labour Law?
Practical Risks of Non-Compliance with the New Resignation Procedures and How Our Firm Can Assist in Ensuring Compliance and Updating HR Policies
The obligation to submit and authenticate a resignation through the Labour Office does not extend to situations where the employment relationship is terminated by mutual agreement between the employer and the employee, regardless of whether the contract is fixed-term or indefinite. In such instances, both parties must execute a mutual release or settlement agreement, which must expressly confirm that the employee has received all due financial entitlements.
From a practical perspective, this clause ensures a balance between administrative oversight and contractual autonomy. It simplifies consensual terminations while still protecting employees’ rights to their dues. Employers, however, must ensure that any mutual termination is properly drafted and signed, as failure to include a clear acknowledgment of payment could expose the company to claims of incomplete settlement or constructive dismissal.
Practical Risks of Non-Compliance with the New Resignation Procedures and How Our Firm Can Assist in Ensuring Compliance and Updating HR Policies
Failure to comply with the new resignation procedures under the New Labour Law exposes employers to significant legal and operational risks. Improper handling of resignations may render the resignation invalid and could lead to prolonged litigation and disruption of HR operations.
Our firm can assist employers in mitigating these risks by:
- Reviewing and updating internal HR policies to align with the New Labour Law and its executive decrees;
- Developing compliant resignation and termination procedures, including notices, acknowledgements, and documentation required by the Labour Office;
- Advising HR personnel and managers on proper implementation of the authentication and notice procedures; and
- Conducting compliance audits to identify gaps and ensure all employment records and resignation practices meet the new regulatory standards.
By proactively updating HR frameworks and documentation, companies can maintain full legal compliance, minimize disputes, and demonstrate adherence to best practices under the new labour regime.
