Testimonial
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately.
5/5
INS Global provides innovative PEO (Professional Employer Organization) and EOR (Employer of Record) solutions to companies worldwide who need to outsource their HR functions and expand their operations while staying efficient, secure, and successful.
INS Global provides expert legal advice from counselors with over 15 years of experience in international and local regulatory compliance
Cut down on setup fees, staff, space rental, and lost time
Focus on what matters to your success in Egypt while INS Global’s teams of experts take care of all your HR needs
Why spend months planning and organizing your entry into Egypt when everything can be arranged in a matter of days?
Fulfill all your HR requirements in Egypt through a single point of contact that is available to offer support and guidance at any time
Company incorporation in a foreign country can be a costly and messy process, often requiring months of setup time. In contrast, partnering with a PEO in Egypt can have you up and running in a matter of days, all while covering the needs of your employees that would otherwise require an entire team or department of HR professionals to manage.
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately.
INS Global’s Egypt PEO satisfies your HR requirements and gets you started in the market through 4 simple steps:
To choose a service type that will most efficiently meet your needs, it’s useful to understand the differences between how PEOs and EORs perform HR functions for your employees.
INS Global offers both PEO and EOR solutions in Egypt according to whichever one is best for your needs.
Contracts in Egypt must be made in writing, in the Arabic language, with 3 copies (with one copy sent to the Social Insurance Office).
Contracts in Egypt can be either definite or indefinite, with special stipulations for canceling definite contracts if they continue for longer than 5 years.
Egypt has a minimum monthly wage which is currently 2,400 Egyptian pounds but is expected to be raised in 2022.
The maximum number of hours that an employee can work is 48 hours per week in a 6-day week. Including breaks, an employee cannot work for longer than 10 hours in a single day (except in the case of seasonal work).
In special cases where overtime is permitted, employees must be remunerated at 135% standard salary (or 170% for nighttime overtime hours).
There are 13 days of annual public holiday in Egypt.
Work hours on a public holiday must be remunerated at 200% standard salary.
Workers in Egypt are entitled to a standard 21 days of annual paid leave. After 10 years with a company, this is raised to 30 days.
Employees who can provide medical proof of sickness are entitled to 75% of their salary for the first 90 days, and 85% for the next 90 days.
Maternity leave in Egypt is 3 months. During this time, female employees may receive 75% of their salary through maternity benefits.
There is no mandated paternity leave in Egypt.
Employers are not required to provide specific parental leave. However, mothers in large companies are entitled to take unpaid leave during the first 2 years of their child’s life.
The corporate tax rate in Egypt is 22.5%.
Personal income in Egypt is taxed progressively at 2.5-25% on amounts between EGP15,000 to EGP400,000.
Both employees and employers in Egypt are expected to contribute toward employee Social Insurance. This is calculated at 11% (Employee) and 18.75% (Employer) based on the employee’s standard salary.
No, it is necessary to use a local entity abroad to comply with each country labor law.
Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.
The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.
In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.
