This step compares NET SALARY ONLY — what the employee receives in their pocket. Statutory contributions (SI, taxes), benefits, office overhead, and WEM management fees are added progressively in Steps 2–4.
Next: Add Egypt Employer Statutory ContributionsBack to Home
Step 2: Egypt Employer Statutory Contributions
On top of the net salary, add Egypt's legal employer obligations: Social Insurance (18.75%), Martyrs Fund (0.05%), Annual Leave Reserve, and Medical Insurance.
This step adds Egypt's statutory employer obligations — SI (Law 148/2019), Martyrs Fund (Circular 61/2024), 30-day Leave Reserve (Law 12), and Medical (EGP 15,000/yr). WEM operational fees come in Step 3.
Next: Add WEM Operational Overhead & Management FeesBack to Home
Step 3: WEM Managed Infrastructure & WEM Service Cost
WEM provides a premium workspace with dedicated IT and live camera feeds. This step adds operational overhead, management fees, and bank charges to compute the complete invoice.
This step adds WEM service cost — Premium camera-monitored workspace, dedicated HR/payroll, IT infrastructure, supplies, management fee, and bank transfer charges. The result is your complete monthly invoice ready to compare with local GCC hiring in Step 4.
Next: Compare Savings vs GCC Local MarketBack to Home
Step 4: Financial ROI & Market Comparison
Side-by-side comparison: hiring locally in GCC vs deploying with WEM Egypt. Per-employee breakdown with grand total — the complete story.
The Complete Picture: WEM (Egypt) vs Local GCC Hiring — GCC components (salary + SI + medical + iqama + leave + EOS + ticket + mobile + overhead) compared against WEM's all-inclusive invoice. The bottom row shows your real saving per employee and overall.
FOUNDING CLIENT PROGRAM · LIMITED SLOTS
Ready to hire in Egypt? Get your tailored quote.
Share your hiring needs and receive a detailed proposal — typically within one business day. Indicative pricing, no obligation, no signup required.
TYPICAL ALL-IN COSTSenior hire: $2,500–3,500/month · 40–60% less than GCC local
⚠ Legal Disclaimer & Terms of Use
The figures presented by this calculator are indicative and for guidance purposes only. They do not constitute legal, financial, tax, or accounting advice and must not be relied upon as such.
Variable factors: All calculations are based on statutory rates, government fees, and exchange rates current at the time of publication and are subject to change without notice. Actual costs may vary by ±15–30% depending on individual employee circumstances, company classification, applicable Saudization/Emiratization/Bahrainization requirements, collective agreements, and applicable law in the relevant jurisdiction.
Jurisdiction-specific: Labor law, social insurance regulations, residency fees, and end-of-service entitlements vary across GCC states and are subject to ongoing legislative reform. Users should verify all figures against current official sources and seek qualified local legal and HR counsel before making employment or commercial decisions.
Egypt: Egyptian Social Insurance rates are governed by Law No. 148/2019 (insurable wage range EGP 2,700 — 16,700 per month, 2026 update). Income tax brackets per Law No. 7/2024 with stepped exclusion applied to incomes above EGP 600,000 annually. Labour-law requirements follow Law No. 14 of 2025 (in force since 1 September 2025), which sets the recommended minimum gross wage at EGP 8,000/month (EGP 7,000 remains the decreed private-sector floor), a mandatory 3% periodic raise (or EGP 250 floor), and a hourly minimum of EGP 28 for part-time staff. Insurable wage ceiling is updated annually by the National Social Insurance Authority and is subject to change each January.
WEM Business Services L.L.C accepts no liability for decisions made on the basis of these estimates. Binding commercial terms are set out exclusively in the WEM Service Agreement signed between the parties.
⚠ إخلاء المسؤولية القانونية وشروط الاستخدام
الأرقام المعروضة في هذه الحاسبة هي أرقام إرشادية فقط، ولا تُعدّ استشارة قانونية أو مالية أو ضريبية أو محاسبية، ولا يجوز الاعتماد عليها كبديل عنها.
عوامل متغيرة: تستند جميع الحسابات إلى المعدلات القانونية والرسوم الحكومية وأسعار الصرف السارية وقت النشر، وهي قابلة للتغيير دون إشعار مسبق. قد تختلف التكاليف الفعلية بنسبة تتراوح بين 15% و30%، وذلك تبعًا لظروف الموظف، وتصنيف الشركة، ومتطلبات التوطين، والاتفاقيات الجماعية، والقانون المعمول به في الدولة المعنية.
خاص بكل دولة: تختلف قوانين العمل وأنظمة التأمينات الاجتماعية ورسوم الإقامة ومستحقات نهاية الخدمة بين دول مجلس التعاون الخليجي، وهي خاضعة للإصلاحات التشريعية المستمرة. يجب على المستخدمين التحقق من جميع الأرقام من المصادر الرسمية الحالية، واستشارة محامٍ ومستشار موارد بشرية مؤهلين محليًا قبل اتخاذ أي قرارات تتعلق بالتوظيف أو الأعمال.
مصر: تخضع معدلات التأمينات الاجتماعية المصرية للقانون رقم 148 لسنة 2019 (الأجر التأميني من 2,700 إلى 16,700 جنيه شهرياً — تحديث 2026). شرائح ضريبة الدخل وفقًا للقانون رقم 7/2024 مع تطبيق الاستبعاد التدريجي على الدخول التي تتجاوز 600,000 جنيه سنوياً. تطبيقات قانون العمل وفق قانون رقم 14 لسنة 2025 (الساري منذ 1 سبتمبر 2025) الذي رفع الحد الأدنى الموصى به إلى ٨,٠٠٠ جنيه شهرياً (يظل ٧,٠٠٠ جنيه الحد المقرر للقطاع الخاص)، وعلاوة دورية إلزامية بنسبة 3٪ (أو 250 جنيه)، والحد الأدنى للساعة بـ 28 جنيهاً للعمالة الجزئية. يتم تحديث الحد الأقصى للأجور الخاضعة للتأمين سنويًا من قبل الهيئة الوطنية للتأمينات الاجتماعية، وهو قابل للتغيير في شهر يناير من كل عام.
لا تتحمل WEM لخدمات ودعم الأعمال (شركة ذات مسؤلية محدوده) أي مسؤولية عن القرارات المتخذة بناءً على هذه التقديرات. تُحدد الشروط التجارية الملزمة حصريًا في اتفاقية خدمات WEM الموقعة بين الطرفين.
Calculate end-of-service indemnity, notice pay, and unused leave cash-out for any termination scenario. Per Egyptian Labour Law 14/2025 Articles 67, 69, 75, and 110.
Minimum: EGP 8,000 (recommended · announced for public sector, July 2026)
Termination Cost Breakdown
When is End-of-Service (EOS) Indemnity Owed?
Under Egyptian Labour Law 14/2025 Article 110, EOS indemnity eligibility depends on both length of service and reason for termination:
Scenario 1: Employer-Initiated
EOS Owed From Day 1
Notice-based termination or unjust dismissal: employee receives ½ month per year (first 5 years) + 1 month/year (after year 5).
Scenario 2: Voluntary Resignation
Only After 5 Years of Service
If employee resigns before completing 5 years: no EOS owed. After 5 years: full EOS per the formula above.
Scenario 3: For Cause (Art. 69)
EOS Forfeited Entirely
Termination for gross misconduct: employee loses EOS entitlement entirely, no notice pay required.
WEM Note:EOS is not pre-funded in your monthly invoice — it is only charged at actual when termination occurs. This protects you from over-paying for employees who may not stay long enough to qualify.
Egyptian Labour Law 14/2025 — Quick Reference
Key statutory provisions affecting employment cost calculations. All amounts in EGP. Sources: Labour Law 14/2025, Social Insurance Law 148/2019, Income Tax Law 91/2005, and NCW Minimum Wage Decree 15/2025.
Applicable to all private sector employees nationwide. Effective March 2025.
Law 148/2019
Social Insurance
Employee: 11% • Employer: 18.75%
Insurable wage capped at EGP 16,700/month (floor: EGP 2,700). Both contributions apply only to the capped amount.
Law 91/2005 (as amended 2025)
Income Tax Brackets 2025/2026
Up to 40,000
0%
40,001 – 55,000
10%
55,001 – 70,000
15%
70,001 – 200,000
20%
200,001 – 400,000
22.5%
400,001 – 1.2M
25%
Above 1.2M
27.5%
Articles 80-83
Working Hours
• Standard: 8 hours/day, 48 hours/week
• Mandatory weekly rest: 24+ hours
• Overtime: 35% (daytime) / 70% (nighttime)
Article 47
Annual Leave
• < 10 years: 21 days
• 10+ years OR age 50+: 30 days
• Special needs / hazardous work: 45 days
Article 54
Sick Leave
• Up to 180 days/year
• First 90 days: 75% of wage
• After 90 days: 85% of wage
Article 89
Maternity Leave
• 4 months full paid
• Insured female employee
• Maximum 3 times per career
Article 67
Notice Period
• < 10 years service: 2 months notice
• 10+ years service: 3 months notice
• Or cash equivalent (pay in lieu)
Article 35
Probation Period
• Maximum 3 months
• No notice required during probation
• No EOS owed if terminated during probation
Disclaimer:This reference is provided for informational purposes only and reflects the law as of November 2025. It does not constitute legal advice. For binding interpretation of specific situations, consult with a qualified Egyptian labour lawyer. WEM provides compliance support to its clients but is not a substitute for legal counsel.
