Step 1: Define role, salary and benefits
Confirm the gross monthly EGP salary, allowances, medical cover and start date. Employer social insurance contributions should be included in your budgeted cost per employee.
Step 2: Select a locally registered EOR
Confirm the provider is registered in Egypt, files social insurance and income tax directly, and can produce Arabic documentation. Ask how end-of-service is accrued.
Step 3: Issue a bilingual contract
The EOR issues an Arabic and English contract under the Egyptian Labor Law, including probation, notice, confidentiality and IP assignment to your business.
Step 4: Register and onboard
The employee is registered for social insurance on the correct insurable wage and added to the tax file and monthly payroll, while your own onboarding runs in parallel.
- Typical time to first contract: a few business days
- Payment in EGP with bilingual payslips
- No Egyptian entity, bank account or local director required
Step 5: Manage the team, not the admin
Each month you approve payroll; the EOR pays the team, files tax and social insurance and manages leave, HR letters and offboarding when needed.
Why not just pay a contractor?
Contractor arrangements for full-time work carry real reclassification risk in Egypt, with retroactive social insurance, tax and penalties falling on the client company.