Remote work is now a normal way of working across the region. If your teams are in Egypt or the UAE, your work-from-home policy should align with Egyptian labor law, UAE labor law, WPS payroll, PDPL data protection, and (where relevant) DIFC and ADGM rules. This practical guide walks through the essentials of remote work compliance, with simple checklists and examples you can apply today.
What “remote work” means in both countries
Egypt: remote work is being formalized
Egypt’s labor framework covers the basics—working hours, rest, and health & safety—and increasingly recognizes remote and flexible setups. In practice, treat remote work like any employment arrangement: capture it in writing, define where work happens, how hours are tracked, and who provides equipment. For distributed teams across governorates, keep the policy consistent and easy to follow.
UAE: several work models + a remote work visa
The UAE recognizes multiple work models (full-time, part-time, flexible, remote). On the mainland, you follow federal law and MOHRE guidance; in free zones like DIFC and ADGM, you apply their employment regimes. Dubai also offers a one-year Virtual Work (remote work) Visa for foreign professionals employed outside the UAE.
Working hours, overtime, and rest
Egypt
A common baseline is 8 hours per day / 48 hours per week (excluding breaks), plus at least one weekly rest day. Remote staff remain employees, so overtime should be approved in advance and logged. Simple timekeeping tools help—bonus points if they include “break start/stop” buttons.
Quick tips
Document regular hours and how overtime is requested/approved.
Keep a shared calendar for shifts and on-call time.
Remind teams to take real breaks at home.
UAE (mainland & free zones)
On the mainland, weekly hours generally cap at 48, with rest and overtime rules. Free zones (DIFC, ADGM) have their own caps, leave rules, and notice periods. Remote does not mean “always on”—set availability windows and hold the line.
Quick tips
Put core hours and response expectations in the contract/policy.
For cross-border squads, show meeting windows in both time zones.
Rotate late-day standups so the same people aren’t always staying late.
Contracts & policies: write the essentials
Egypt (good practice)
Add a Remote Work Addendum: approved location(s), schedule, responsiveness, KPIs, and time recording.
Define equipment and expense rules (internet, electricity, ergonomic chair/monitor).
Reference OHS: safe desk setup, lighting, breaks, incident reporting.
Include confidentiality and data handling for home networks and personal devices.
UAE (mainland/free zone)
Choose the correct work model (remote/flexible/part-time) on the MOHRE or free-zone template.
Clarify expense reimbursement and equipment issuance.
If someone works from outside the UAE, define the arrangement (foreign employee, contractor, EOR) and which jurisdiction applies.
Pay & payroll compliance
Egypt: social insurance applies to remote staff
Register employees properly and pay social insurance contributions on eligible wages—even when they work from home. Keep payroll files tidy: contracts, salary components, allowances, and any overtime approvals. If you offer a remote stipend, record the what/why/when.
UAE: WPS on the mainland
Mainland employers must pay salaries via the Wages Protection System (WPS) to approved financial institutions. Remote employees are no exception—if they’re your MOHRE-registered staff, they should be paid through WPS and on time. If a person lives in the UAE on the Virtual Work Visa while employed by a non-UAE company, WPS doesn’t apply because it’s not an MOHRE employment.
Immigration & cross-border setups
UAE Virtual Work (Remote Work) Visa: Lets foreign professionals live in the UAE for one year while working for an employer abroad. It’s residency, not a UAE employment contract; payroll stays offshore unless you hire locally.
Egypt: No dedicated digital-nomad route. Use standard work/residency options and follow tax rules for any foreign nationals you engage.
Human tip: Map each case on one page—where the person lives, who employs them, where payroll runs, and which tax/social regimes apply.
Data protection & cybersecurity (PDPL in both countries)
Both countries have PDPL frameworks that expect you to protect personal data, explain what you’re doing with it, and secure it. Remote teams add extra risk: home Wi-Fi, shared spaces, and personal devices.
Good controls that are easy to roll out
MDM + full-disk encryption on company laptops.
VPN and DLP (data loss prevention) for sensitive roles.
Clear Acceptable Use Policy (no public Wi-Fi for confidential work; lock screens; avoid printing).
A maintained vendor list showing where data lives (HRIS, payroll, help desk, cloud storage).
Short privacy training with realistic scenarios (e.g., “My child uses this laptop—what should I do?”).
Health & safety at home (yes, still your job)
Employers remain responsible for basic OHS even when employees work from home.
Make it practical
Share a one-pager on ergonomics (chair height, monitor distance, 20-20-20 rule).
Offer a small setup stipend (chair, footrest, extra monitor).
Provide a home-incident report form and explain when to use it.
Encourage regular movement breaks—calendar nudges help.
Quick compliance checklist (copy/paste)
Egypt
Contracts include a Remote Work Addendum (location, hours, KPIs, time tracking).
Overtime is pre-approved and recorded.
Social insurance registration and contributions are up to date.
Privacy notice covers remote tools and any cross-border transfers.
OHS guidance shared; incident reporting works for home setups.
UAE (mainland / free zone)
Correct work model selected (remote/flexible/part-time).
WPS salary file runs cleanly and on time each month (mainland).
If in DIFC/ADGM, check the zone’s employment code and data rules.
Remote expense and equipment policy is clear.
Privacy notice and PDPL practices updated for remote tools.
FAQs (in plain language)
Can we pay a UAE-based remote employee outside WPS?
If they’re a mainland employee under MOHRE, no—use WPS. If they’re in the UAE on the Virtual Work Visa working for a non-UAE employer, WPS doesn’t apply.
Do we need to rewrite Egypt contracts for remote work?
It’s smart to. Put the arrangement in writing: hours, location, equipment, data rules, and OHS. It prevents confusion later.
How do free zones change things?
Free zones like DIFC and ADGM have their own employment rules. Always check the zone code before mirroring mainland policies.
Who pays for the chair and internet?
Decide up front. Many employers cover part of the internet bill and provide basic ergonomic gear. Write the rules; apply them consistently.
Practical examples to implement this week
Egypt: Add a signed Remote Work Addendum for each remote employee. Specify approved work location(s), daily hours, how to request overtime, and the tools you’ll use (time tracker, VPN, IT ticketing).
UAE: In your HR system, tag employees as remote or flexible and connect that tag to your WPS payroll workflow so nobody is missed on pay day.
Both: Publish a lightweight Data & Devices guide (max 5 pages) with screenshots: how to use the VPN, how to lock a laptop, and what to do if a device is lost.
Conclusion: keep it simple, keep it legal
If you remember just three things about remote work in Egypt and the UAE, remember this:
Put the arrangement in writing (contract + policy).
Pay people correctly and on time (WPS where required; social insurance where applicable).
Protect people and data (PDPL, OHS, and everyday IT hygiene).
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