Maternity leave in Egypt is 90 days of paid leave, funded through the social insurance system and supplemented by the employer where necessary. The entitlement is set out in the Social Insurance Law No. 148 of 2019 (the Social Insurance and Pensions Law), which consolidated and replaced the earlier Law No. 79 of 1975. The 90-day period applies to every female employee in the private and public sectors, regardless of tenure.
This guide covers Egyptian maternity leave in 2026: the 90-day entitlement, how social insurance payments work, employer obligations, and the return-to-work rules.
Key takeaways
- The Social Insurance and Pensions Law No. 148 of 2019 grants female employees 90 days of maternity leave.
- Social insurance pays 75% of the employee’s salary for the leave period, subject to the social insurance ceiling.
- The employer pays the remaining 25% of the salary if the social insurance benefit does not cover full pay.
- The employee must have been registered with social insurance for at least two months before the expected date of delivery.
- The employer cannot terminate the employee during the leave or within two years of the birth.
The 90-day entitlement
Article 80 of the Social Insurance and Pensions Law No. 148 of 2019 provides that every female employee is entitled to 90 days of maternity leave. The leave is granted once per year and may be taken for a maximum of twice during the employee’s entire service.
The leave must be taken:
- At least 30 days before the expected date of delivery.
- The remaining period after the birth, such that the total leave does not exceed 90 days.
The employee must provide a medical certificate confirming the pregnancy and expected date of delivery. The employer cannot require the employee to work during the leave period.
| Factor | Detail |
|---|---|
| Leave period | 90 days (consecutive) |
| Social insurance payment | 75% of salary (capped) |
| Employer payment | Balance up to 100% |
| Qualifying period | 2 months of social insurance registration |
| Frequency | Twice during entire service |
Social insurance benefit
The social insurance system pays 75% of the employee’s average salary over the last two months of contributions, subject to the social insurance ceiling. The benefit is paid directly to the employee by the National Authority for Social Insurance (NASI).
The employer is responsible for:
- Registering the employee with NASI and ensuring contributions are current.
- Paying the 25% balance if the social insurance benefit does not cover the employee’s full salary.
- Filing the maternity benefit claim with NASI on the employee’s behalf.
Worked example
An employee earning EGP 10,000 per month applies for maternity leave. NASI calculates 75% of EGP 10,000 = EGP 7,500 per month. The employer pays the remaining EGP 2,500 per month for the 90-day period. Total employer cost for the 3-month leave: EGP 7,500.
If the social insurance ceiling is below EGP 7,500, the employer must cover the difference between the ceiling and the full salary.
Employer obligations
Egyptian employers have five core maternity leave duties:
- Grant 90 days of maternity leave upon the employee’s application with a medical certificate.
- File the social insurance claim with NASI promptly so the employee receives the benefit without delay.
- Pay the salary balance — the difference between the social insurance benefit and the employee’s full salary.
- Continue social insurance contributions during the leave period.
- Protect the employee’s position for the duration of the leave and for two years after the birth.
The employer is prohibited from:
- Requiring the employee to work during the leave period.
- Dismissing the employee during the leave or within two years of the birth.
- Reducing the employee’s benefits or seniority as a result of the leave.
The two-year protection period
One of the most distinctive features of Egyptian maternity leave law is the two-year protection period. Under article 80 of the Social Insurance and Pensions Law, the employer cannot terminate the employee during the 90-day leave or within two years from the date of birth.
This protection is broader than in many other jurisdictions, where the prohibition typically ends when the leave period ends. In Egypt, the protection extends well beyond the leave, reflecting the legislator’s intent to prevent employers from penalising mothers.
The two-year period runs from the date of birth, not from the end of the leave. If the employee takes the leave before the birth, the protection clock starts from the actual date of delivery.
Adoption leave
The Social Insurance and Pensions Law does not explicitly address adoption leave. Where an employee adopts a child, the employer’s obligation depends on the employment contract and company policy. In practice, adoptive mothers are rarely granted statutory-equivalent leave, though some employers offer it voluntarily.
Job protection
An employer who terminates an employee during maternity leave or within the two-year protection period commits a breach of the Social Insurance and Pensions Law. The employee may file a complaint with NASI or the courts. Remedies include:
- Reinstatement to the position.
- Compensation for the period of wrongful dismissal.
- Payment of back wages for the duration of the protection period.
The prohibition on discrimination extends to hiring. An employer cannot refuse to hire a candidate because she is pregnant or is of childbearing age.
Return to work
The employee must return to work at the end of the 90-day period. The employer must:
- Reinstate the employee to her position or a reasonably equivalent one.
- Continue the employee’s career progression as though the leave had not been taken.
- Not require a fresh probationary period upon return.
Where the employee is unable to return for medical reasons, she should apply for sick leave under the terms of her employment contract. The employer cannot treat the failure to return on the expected date as a resignation.
Common pitfalls
1. Miscalculating the leave period
The 90 days are consecutive calendar days, not working days. The employer must count all days including weekends and public holidays.
2. Not filing the social insurance claim
The employer who fails to file the claim with NASI leaves the employee without the social insurance benefit and bears the full cost of the salary.
3. Dismissing within two years of birth
The two-year protection period is often overlooked by employers who assume the protection ends when the leave ends. Dismissal within this window is a breach regardless of the reason.
4. Requiring the employee to work during the leave
The employee is entitled to full rest during the 90-day period. Any arrangement for the employee to work — even remotely — is a breach of the leave entitlement.
For more context, see our guide to types of leave and absence management.
Frequently asked questions
How long is maternity leave in Egypt?
Maternity leave in Egypt is 90 consecutive days, as set out in article 80 of the Social Insurance and Pensions Law No. 148 of 2019.
Who pays for maternity leave in Egypt?
Social insurance pays 75% of the employee’s salary through NASI. The employer pays the remaining 25% to bring the employee’s pay up to full salary.
Does the employee need to be registered with social insurance?
Yes. The employee must have been registered with NASI for at least two months before the expected date of delivery to qualify for the social insurance benefit.
Can the employer terminate the employee after the leave ends?
The employer cannot terminate the employee during the leave or within two years of the date of birth. The two-year protection period applies regardless of the leave period.
How many times can the employee claim maternity leave?
The employee can claim maternity leave twice during her entire service with the same employer.
Putting it into practice
Three checks cover most Egyptian maternity leave compliance:
- Register all female employees with NASI at the point of hire and verify that contributions are current before the leave commences.
- Calculate the employer’s wage obligation as the employee’s full salary minus the 75% NASI benefit — do not underpay or delay.
- Flag the two-year protection period on the employee record from the date of birth so the termination window is visible.
A leave management system that calculates the NASI offset, tracks the two-year protection period, and generates the social insurance claim keeps the employer compliant with article 80 without manual tracking.
Sources
- Social Insurance and Pensions Law No. 148 of 2019 (primary source)
- National Authority for Social Insurance (NASI)
- Egyptian Labour Law No. 12 of 2003
Last updated: 26 July 2026. This article is general information, not legal advice. Social insurance rates and ceilings change periodically — confirm current figures with NASI and a qualified Egyptian employment lawyer.