Working Policy — Egypt & Saudi Arabia

1. Our commitment

HAiCapita is a sovereign governance, risk and compliance company serving the MENA region. We are committed to treating every member of our team fairly, lawfully and with respect — and to meeting, at a minimum, the statutory entitlements the law guarantees employees in each country where we operate. This page summarises the working conditions we provide in Egypt and Saudi Arabia, and how we support remote, hybrid and work-from-home arrangements. It is a summary; the full terms for any individual are set out in their employment contract and the applicable law, which always prevails.

2. Egypt

We engage our people in Egypt in line with the Egyptian Labour Law (Law No. 14 of 2025), the new unified labour law that replaced Law No. 12 of 2003. Among the entitlements we honour:

• A written contract of employment, stating the role, wage and terms.
• Working hours of no more than 8 hours a day and 48 hours a week, with paid overtime at a premium and at least one paid weekly rest day.
• Paid annual leave of 21 days, rising to 30 days after ten years of service or from the age of 50.
• Paid official holidays, and paid sick leave through the social-insurance scheme.
• Maternity leave in line with the 2025 law, with protection from dismissal and nursing breaks on return.
• Fair notice and lawful grounds for ending employment, payment of end-of-service dues, and access to the new specialised labour courts for resolving disputes.
• Social-insurance registration and contributions.

3. Saudi Arabia

We engage our people in the Kingdom of Saudi Arabia in line with the Saudi Labor Law (Royal Decree M/51), as amended — including the 2024/2025 amendments. Among the entitlements we honour:

• A written contract of employment.
• Working hours of 8 hours a day / 48 a week, reduced to 6 hours a day during Ramadan for Muslim employees, with overtime paid at 150% and Friday as the paid weekly rest day.
• Paid annual leave of 21 days, rising to 30 days after five years of service.
• Tiered paid sick leave: 30 days at full pay, a further 60 days at 75%, then 30 days unpaid.
• Paid maternity leave (12 weeks at full pay under the amended law), with nursing breaks and protection from dismissal.
• An end-of-service award calculated on length of service, paid on leaving.
• Fair notice periods and lawful grounds for ending employment.
• GOSI (social-insurance) registration and contributions, and adherence to Saudization (Nitaqat) workforce-localisation requirements.

4. Remote, hybrid and work-from-home

Flexible working is part of how we operate. Our arrangements run within the Egyptian and Saudi legal frameworks above, and never reduce any statutory entitlement. We offer three modes — full remote, hybrid (a mix of office and home), and occasional work-from-home — approved through a clear manager, HR and security review.

• The same statutory rights as office-based colleagues — hours, overtime, rest days, holidays and leave apply identically.
• Agreed core hours for collaboration and a respected right to disconnect outside working hours, on rest days and on leave.
• Equipment and a fair contribution to home-working costs, with company equipment returned at the end of the arrangement.
• Strong information security and confidentiality, tied to our information-security management system and data-classification controls, so customer and personal data stay protected and within their required jurisdiction.
• A safe, ergonomic home workstation, supported by guidance and self-assessment.
• Management by outcomes, not by surveillance — we do not use intrusive monitoring of remote workers.
• Careful handling of cross-border work, including tax, social-insurance, work-authorisation and data-residency considerations, cleared before any out-of-country arrangement begins.

Flexible-working arrangements are granted on business and security grounds and may be adjusted where role, performance, security or legal circumstances require. This summary is published for transparency and is pending legal review; the controlling terms for any employee are their contract and the applicable law.