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HUJJAحجةHUJJA — law firm
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Employment & Labour

Contracts, terminations, restructurings, social insurance and disputes before the labour courts — for employers and, separately, for individuals.

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Lead partner

Omar Fahmy

Omar Fahmy

Partner — Employment & Labour

Employment & Labour

Arabic · English

Portrait pending

What we do

  • Employment contracts and internal regulations
  • Termination, notice and end-of-service entitlements
  • Redundancy and restructuring programmes
  • Social insurance registration and exposure reviews
  • Non-compete and confidentiality arrangements
  • Disciplinary procedure and investigations
  • Claims before the labour courts and the labour office
  • Secondment, outsourcing and contractor classification

How a matter runs

  1. 01

    What we do

    We read what you have — contract, letters, payslips — and tell you where you actually stand.

    What you provide

    The documents you already have. Do not worry if some are missing.

    Typical duration

    2–3 days

  2. 02

    What we do

    We set out the options in writing, with the likely time and cost of each, including doing nothing.

    What you provide

    What outcome you actually want. It is often not the one you first say.

    Typical duration

    3–5 days

  3. 03

    What we do

    Settlement attempt first: a letter, then a meeting at the labour office. Most matters end here.

    What you provide

    Availability for the labour office session, and a settlement figure you can live with.

    Typical duration

    4–8 weeks

  4. 04

    What we do

    If it does not settle, we file and run the claim before the labour court.

    What you provide

    Attendance when the court requires it, and patience — the timetable is not ours.

    Typical duration

    8–24 months at first instance

What it typically costs

What it typically costs — Employment & Labour
StructureIndicative band
Fixed fee — first consultation and written opinionYou bring the documents; you leave with a written note of where you stand and what your options cost.EGP 3,500 – 7,000
Fixed fee — settlement stageCorrespondence and representation at the labour office, up to the point of filing.EGP 12,000 – 30,000
Litigation — staged feeCharged per stage, not in advance for the whole case. You can stop after any stage.EGP 20,000 – 60,000 per instance
Monthly retainerFor ongoing advisory work where volume is steady and predictable.EGP 15,000 – 60,000 per month, by scope

What moves the number

  • Whether the employment relationship is documented — undocumented years are the hardest and most expensive to prove
  • The number of employees affected
  • Whether social insurance was registered on the real salary
  • How many court instances the matter goes through

These are indicative ranges, published so you can budget before you call. A fixed quote follows the first meeting, once we know the facts. Fees are agreed in writing before any work begins.

Questions we're asked

I was dismissed without notice. What am I entitled to?

It depends on whether the dismissal was for a cause the law recognises. If it was not, you are generally entitled to compensation, notice, unpaid leave and end-of-service benefits. Bring your contract, your last three payslips and any letters you received, and we will tell you the number.

How long do I have to bring a claim?

Generally one year from the date the entitlement arose. Do not wait — evidence gets harder to obtain, and some claims have shorter periods.

Is a non-compete clause enforceable in Egypt?

Only within limits: it must be restricted in time, geography and activity, and it must protect a legitimate interest. A blanket clause preventing someone from working in their field is usually unenforceable.

We need to make 40 roles redundant. What is the process?

Collective redundancy requires notification to the competent authority and a process that can be challenged if it is not followed. Getting the process right is usually cheaper than defending the claims that follow a rushed one.

Can I bring a claim if I never had a written contract?

Yes. The absence of a written contract does not remove your rights — it changes how the relationship is proved. Payslips, transfers, WhatsApp messages, ID cards and witnesses all help.

Do you act for employees, or only for companies?

Both, but never on the same matter or against an existing client. We run a conflict check first and tell you straight away if we cannot act.

Lawyers in this practice

Sectors

Tell us what happened. We'll tell you what your options are.

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