EGYPT Law and Practice Contributed by: Ibrahim Shehata, Tasneem El-Naggar and Safa Rabea, Shehata & Partners
Therefore, the regulatory framework in Egypt ensures that personalised advertising aligns with user privacy and consumer rights. While the PDPL focuses on securing consent, transparen - cy and accountability in marketing communica - tions, the Consumer Protection Law reinforces these protections in the next stage, when per - sonalised advertising leads to online contracts. By adhering to these standards, advertisers can foster trust and avoid legal risks while engaging in targeted digital marketing. 4.3 Employment Privacy Law The Effect of Data Privacy Law on the Employment Relationship in Egypt The PDPL applies broadly to all personal data, including in the context of employment relation - ships. It imposes clear obligations on employers concerning the collection, processing and reten - tion of employee personal data, while grant - ing employees extensive rights to control and protect their information. This fosters a culture of transparency and accountability within the workplace. Consequently, the conditions out - lined under 1.1 Overview of Data and Privacy- Related Laws must be adhered to. Employers’ obligations under the PDPL and Labour Law Employers are subject to several obligations and conditions when handling employees’ personal data, as outlined in the PDPL and Labour Law as follows. • Legitimate data collection – employers must collect personal data for legitimate, specific and declared purposes related to the employ - ment relationship, such as performance evaluations, disciplinary actions or payroll processing. • Data accuracy and security – employers are required to ensure that the personal data they
collect is correct, secure and processed law - fully, protecting it from unauthorised access or breaches. • Retention periods – the PDPL restricts employers from retaining personal data for longer than necessary for the declared pur - poses. The Labour Law No 12/2003 (“Labour Law”) further stipulates that employers must retain employees’ files for at least one year after termination. • File creation and maintenance – employers must create a detailed file for each employee, including information such as their name, job title, marital status, salary, leave records, disciplinary actions and performance evalu - ations. Access to these files is restricted to those authorised by law. Accordingly, the PDPL has introduced a signifi - cant shift in employment relationships in Egypt by safeguarding employees’ privacy rights and imposing strict obligations on employers. By aligning their practices with the PDPL and Labour Law, employers can ensure compliance while maintaining a transparent and respect - ful relationship with their workforce. This legal framework not only enhances employee confi - dence but also promotes a fair and accountable workplace environment. 4.4 Transfer of Personal Data in Asset Deals Requirements for Data Processing in the Course of Asset Deals in Egypt While the PDPL does not explicitly address data processing in the context of asset deals, its general principles and requirements for per - sonal data protection apply. These regulations govern the lawful handling of personal data during transactions such as transfers of busi - ness assets, ensuring compliance with privacy standards.
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