As employers continue adapting to Egypt's Labour Law a year after its introduction, attention is increasingly turning from the headline reforms to the practical measures needed to protect business interests in a more flexible and mobile workforce.
In today's competitive business environment, organisations invest significant time and resources in developing client relationships, confidential know-how, business strategies and proprietary information. As remote working, workforce mobility and access to sensitive business information become increasingly common, it is unsurprising that employers continue to rely on restrictive covenants and confidentiality protections to safeguard these assets.
While Egypt's Labour Law (Law No. 14 of 2025) introduced a number of significant reforms, particularly in relation to modern working arrangements and workforce flexibility, employers continue to rely on established legal principles when seeking to restrict competitive activities following the termination of employment. At the same time, the new Labour Law reinforces the importance of protecting confidential information and business secrets, particularly as employees increasingly operate in flexible and remote working environments.
For employers, the challenge remains striking the right balance between protecting legitimate business interests and ensuring that any restrictions go no further than is reasonably necessary to achieve that objective.
Three family members who have accused a man of sexual assault have denied putting their "heads together" to make "false allegations," a jury has heard.