{"id":6329,"date":"2026-08-28T23:02:42","date_gmt":"2026-08-28T23:02:42","guid":{"rendered":"https:\/\/dopay.com\/?post_type=knowledgehub&#038;p=6329"},"modified":"2026-08-31T10:36:20","modified_gmt":"2026-08-31T10:36:20","slug":"how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches","status":"publish","type":"knowledgehub","link":"https:\/\/dopay.com\/en\/knowledge-hub\/how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches\/","title":{"rendered":"How to Pay Interns &amp; Summer Hires in Egypt Without Compliance Headaches"},"content":{"rendered":"\n<section class=\"single-blog\">\n    <div class=\"container\">\n        <div class=\"row justify-content-center\">\n                            <div class=\"content\"> \n                    <p>Summer brings a wave of fresh talent through your doors \u2014 university students looking for experience, graduates testing the job market, and seasonal staff to cover the busy months. It also brings a stack of questions HR teams don&#8217;t always have ready answers for. Are your summer hires employees or trainees? Do you owe social insurance on someone who&#8217;s only with you for six weeks? What happens if you get the classification wrong?<\/p>\n<p>For SMEs in Egypt, these aren&#8217;t small details. Labor Law No. 14 of 2025 treats temporary and seasonal workers with almost the same seriousness as permanent staff, and getting it wrong can mean back-pay, fines, and disputes that outlast the summer itself. This guide walks you through how to classify, contract, and pay your summer hires \u2014 interns, trainees, and temporary staff \u2014 so you can bring on seasonal talent without creating payroll chaos or legal exposure.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_86 ez-toc-wrap-center counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">In This Article<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/dopay.com\/en\/knowledge-hub\/how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches\/#Understanding_Summer_Hire_Categories_in_Egypt\" >Understanding Summer Hire Categories in Egypt<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/dopay.com\/en\/knowledge-hub\/how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches\/#The_Compliance_Checklist_for_Summer_Hires\" >The Compliance Checklist for Summer Hires<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/dopay.com\/en\/knowledge-hub\/how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches\/#5_Costly_Mistakes_Companies_Make_with_Summer_Hires\" >5 Costly Mistakes Companies Make with Summer Hires<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/dopay.com\/en\/knowledge-hub\/how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches\/#Structuring_a_Compliant_Summer_Internship_Program\" >Structuring a Compliant Summer Internship Program<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/dopay.com\/en\/knowledge-hub\/how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches\/#Managing_Payroll_for_Summer_Hires_Without_Headaches\" >Managing Payroll for Summer Hires Without Headaches<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/dopay.com\/en\/knowledge-hub\/how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches\/#Ending_Summer_Engagements_Cleanly\" >Ending Summer Engagements Cleanly<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/dopay.com\/en\/knowledge-hub\/how-to-pay-interns-summer-hires-in-egypt-without-compliance-headaches\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"Understanding_Summer_Hire_Categories_in_Egypt\"><\/span>Understanding Summer Hire Categories in Egypt<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p>Before you can pay someone correctly, you need to know what kind of hire they actually are. Egyptian labor law doesn&#8217;t leave much room for \u201cwe&#8217;ll sort out the paperwork later\u201d \u2014 the category you assign someone determines their wage, their contract, and whether you owe social insurance on them. Here&#8217;s how the main categories break down.<\/p>\n<h3>Paid Interns vs. Unpaid Trainees<\/h3>\n<p>Under <a href=\"https:\/\/eg.andersen.com\/wp-content\/uploads\/2025\/05\/Translation-of-Labor-law-No.-14-of-2025.pdf\">Labor Law No. 14 of 2025<\/a>, there&#8217;s a real legal line between an unpaid trainee and a paid intern, and it comes down to one question: is the person doing productive work for your business, or are they purely learning?<\/p>\n<p>Unpaid training programs, which usually run through university partnerships or vocational institutes, are meant to be educational. The person shadows, observes, and learns but doesn&#8217;t produce work your business depends on. Once someone starts contributing actual output (handling customer calls, managing inventory, doing administrative work), the arrangement crosses into employment, whatever you call it on paper. That distinction decides whether you need a formal contract, whether minimum wage rules apply, and whether social insurance registration is required.<\/p>\n<h3>Temporary Employees (Fixed-Term Contracts)<\/h3>\n<p>Temporary employees are hired for tasks that are limited in duration or purpose: a defined project, a busy season, a specific deliverable. Under the Egyptian Labor Law, they&#8217;re entitled to nearly everything a permanent employee is: a written contract in Arabic (four copies), the EGP 7,000\/month minimum wage, and mandatory social insurance registration. The word \u201ctemporary\u201d describes the length of the job, not the level of protection the person gets.<\/p>\n<h3>Seasonal Workers<\/h3>\n<p>Seasonal workers cover recurring busy periods: think hospitality staff during the summer tourism season or agricultural labor at harvest time. They follow the same contract and wage rules as temporary employees, and the same social insurance obligations apply. If your business has a predictable seasonal spike, it&#8217;s worth setting up a standard seasonal-hire process you can reuse every year instead of rebuilding it from scratch each time.<\/p>\n<h3>Casual Workers<\/h3>\n<p>Casual workers do work unrelated to your core business, for periods not exceeding six months: think a contractor fixing your office air conditioning, not an intern working on your marketing campaigns. Historically, casual workers have been treated differently under social insurance rules, though it&#8217;s worth verifying current status with your social insurance office before assuming an exemption applies. Documentation still matters here, even when the insurance treatment differs.<\/p>\n<h1><span class=\"ez-toc-section\" id=\"The_Compliance_Checklist_for_Summer_Hires\"><\/span>The Compliance Checklist for Summer Hires<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p>Once you know what category your summer hire falls into, five requirements apply across the board. Miss any one of them, and you&#8217;re carrying risk you didn&#8217;t need to take on.<\/p>\n<h3>Requirement #1: Written Contract in Arabic<\/h3>\n<p>Every employment relationship in Egypt needs a written contract; verbal agreements and handshake deals don&#8217;t hold up. You need four original copies: one for the employee, one for you as the employer, one for the social insurance office, and one for the Labour Office. The contract should spell out the job description, salary, duration, working hours, and termination terms. Bilingual contracts are fine, but the Arabic version is what counts legally in Egypt. Keep every contract on file for five years after the person&#8217;s employment ends.<\/p>\n<h3>Requirement #2: Minimum Wage Compliance<\/h3>\n<p>The EGP 7,000\/month minimum wage law in Egypt applies to every employee, including your temporary and seasonal staff; there&#8217;s no summer discount. Part-time work has its own floor: EGP 28\/hour. This applies to paid interns doing real work too. The only people exempt are genuine unpaid trainees in structured, education-focused programs where no productive output is expected.<\/p>\n<h3>Requirement #3: Social Insurance Registration<\/h3>\n<p>You need to register any paid hire for social insurance on or before their start date, using Form S1 \u2014 regardless of how short the engagement is. Your contribution as the employer sits around 18.75% of the insurable wage, with the employee contributing around 11%, calculated within a band of EGP 2,700 to EGP 16,700. Register late, and you&#8217;re looking at penalties on top of back-contributions. If you&#8217;re running a genuine training program and think it might qualify for an exemption, verify that directly with your social insurance office before assuming it applies.<\/p>\n<h3>Requirement #4: Working Hours and Leave<\/h3>\n<p>Working hours are capped at 8 hours a day and 48 hours a week, with overtime rules kicking in beyond that. Annual leave accrues at 21 days after a year of service, and for shorter engagements, it should be proportionally set as per the time actually worked. Rest day requirements apply just as they do for your permanent staff.<\/p>\n<h3>Requirement #5: Tax Withholding<\/h3>\n<p>Income tax applies to wages above the EGP 20,000 annual exemption threshold. As the employer, you&#8217;re responsible for withholding the right amount, remitting it, filing payroll tax on a monthly basis, and meeting Form 4 requirements. This is one more reason cash payments without proper payroll records create problems down the line; you can&#8217;t withhold correctly if you&#8217;re not tracking wages formally in the first place.<\/p>\n<h1><span class=\"ez-toc-section\" id=\"5_Costly_Mistakes_Companies_Make_with_Summer_Hires\"><\/span>5 Costly Mistakes Companies Make with Summer Hires<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p>Even well-intentioned businesses trip over the same issues every summer. Here&#8217;s what tends to go wrong.<\/p>\n<h3>Mistake #1: Calling Everyone an \u201cIntern\u201d to Avoid Obligations<\/h3>\n<p>Labeling someone an \u201cintern\u201d doesn&#8217;t change what they&#8217;re doing. If a person is performing productive work for your business, labor inspectors look at the substance of the arrangement, not the job title on their business card. Mislabeling exposes you to back-pay claims and penalties that can be far more expensive than doing it right from the start.<\/p>\n<h3>Mistake #2: Skipping Social Insurance for Short Engagements<\/h3>\n<p>\u201cThey&#8217;re only here for a month, it&#8217;s not worth registering\u201d is a common assumption \u2014 and an incorrect one. Duration doesn&#8217;t create an exemption. Even a one-month hire requires Form S1. Skip it, and you&#8217;re facing a fixed fine per employee per month, plus back-contributions with interest once it catches up with you.<\/p>\n<h3>Mistake #3: Paying Cash Without Documentation<\/h3>\n<p>Cash payments without a paper trail leave you with no proof anything was paid at all. If a dispute comes up later, it&#8217;s your word against theirs. Wage receipts are a minimum; digital payroll builds the record automatically, so you&#8217;re never scrambling to reconstruct what happened months later.<\/p>\n<h3>Mistake #4: Using Verbal Agreements<\/h3>\n<p>\u201cWe talked it through and shook hands\u201d isn&#8217;t a contract under Egyptian labor law. Verbal agreements tend to be interpreted in the employee&#8217;s favor when disputes arise, and without documentation, it becomes your word against theirs \u2014 a position you don&#8217;t want to be in.<\/p>\n<h3>Mistake #5: Forgetting End-of-Contract Obligations<\/h3>\n<p>The relationship doesn&#8217;t end cleanly just because the contract term is up. You still owe an experience certificate if the employee asks for one, Form S6 to deregister them from social insurance, final settlement within seven days, and payout for any leave they&#8217;ve accrued but not used. Skipping these steps just moves the compliance headache from the middle of summer to the end of it.<\/p>\n<h1><span class=\"ez-toc-section\" id=\"Structuring_a_Compliant_Summer_Internship_Program\"><\/span>Structuring a Compliant Summer Internship Program<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p>Once you understand the categories and the checklist, the practical question is how to actually set up your summer internship program. There are two clean paths, depending on whether you want people learning or people working.<\/p>\n<h3>Option A: Unpaid Training Program (University Partnership)<\/h3>\n<p>This path only works if the program is genuinely educational; if it has real learning objectives, a fixed duration, and no productive work output that your business relies on. It usually involves a university or vocational institute as a partner. Because there&#8217;s no employment relationship, social insurance isn&#8217;t required. At the end of the specified period or program, you provide a training certificate rather than an experience certificate since the person was never technically employed.<\/p>\n<h3>Option B: Paid Internship (Short-Term Employment)<\/h3>\n<p>This is a full employment relationship, and it should be treated as one. Minimum wage applies, a written contract is required, and you register the intern for social insurance just like any other employee. Paid internships typically run for 1\u20133 months on a fixed-term contract, with clear scope and deliverables defined upfront. Standard termination rules apply if either side ends the arrangement early.<\/p>\n<h3>Sample Internship Structure Framework<\/h3>\n<p>If you&#8217;re building this from scratch, here&#8217;s a workable structure:<\/p>\n<ul>\n<li>Duration: 6\u201312 weeks<\/li>\n<li>Compensation: at least EGP 7,000\/month, or a stipend if it&#8217;s genuinely unpaid training<\/li>\n<li>Contract: a fixed-term employment contract or a training agreement, depending on the path you choose<\/li>\n<li>Documentation: ID copy, university enrollment proof (if applicable), and a signed offer letter<\/li>\n<li>Deliverables: a defined project scope, a supervisor assignment, and clear evaluation criteria<\/li>\n<\/ul>\n<p>Setting these before day one keeps expectations clear on both sides, and this gives you something concrete to refer to if a dispute ever comes up.<\/p>\n<h1><span class=\"ez-toc-section\" id=\"Managing_Payroll_for_Summer_Hires_Without_Headaches\"><\/span>Managing Payroll for Summer Hires Without Headaches<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p>Getting the classification and contracts right is half the job. The other half is actually paying people correctly, every pay cycle, without it becoming a manual burden on your HR team.<\/p>\n<h3>The Manual Approach (And Why It Fails)<\/h3>\n<p>Spreadsheets, cash payments, and paper receipts might work when you&#8217;re hiring one or two summer staff members. But these tools stop working the moment you scale up. Manual processes are error-prone, leave no audit trail, and don&#8217;t scale past a handful of people. Every summer you rely on them, compliance gaps quietly accumulate until one inspection or one dispute brings them to the surface.<\/p>\n<h3>Digital Payroll for Temporary Staff<\/h3>\n<p>The simpler approach is onboarding your summer hires into the same payroll system you use for permanent staff, rather than running a separate, informal process alongside it. A digital system handles tax calculations and deductions automatically, tracks social insurance status, keeps documented payment records, and makes offboarding straightforward once the contract ends. dopay, for example, handles temporary staff alongside your regular payroll with full compliance visibility \u2014 so your summer hires aren&#8217;t a side project that your HR team manages manually.<\/p>\n<h3>What to Track for Each Summer Hire<\/h3>\n<p>Regardless of the system you use, keep a record of:<\/p>\n<ul>\n<li>Start and end dates<\/li>\n<li>Contract type (employment or training)<\/li>\n<li>Wage rate and payment schedule<\/li>\n<li>Social insurance registration status<\/li>\n<li>Leave accrual, if applicable<\/li>\n<li>A final settlement checklist<\/li>\n<\/ul>\n<p>Having this in one place means offboarding is a five-minute task instead of a scramble.<\/p>\n<h1><span class=\"ez-toc-section\" id=\"Ending_Summer_Engagements_Cleanly\"><\/span>Ending Summer Engagements Cleanly<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p>How you close out a summer hire matters as much as how you started it. When the engagement ends, work through these steps:<\/p>\n<ol>\n<li>Calculate the final settlement: wages owed, prorated leave payout, and any deductions.<\/li>\n<li>Issue an experience certificate if the employee requests one; it&#8217;s required by law.<\/li>\n<li>Submit Form S6 to deregister them from social insurance.<\/li>\n<li>Process the final payment within seven days of their last working day.<\/li>\n<li>Archive the contract and payroll records \u2014 you&#8217;re required to keep them for five years.<\/li>\n<li>Run a proper exit process: collect company property and revoke system access.<\/li>\n<\/ol>\n<p>Doing this consistently, every summer, means you&#8217;re never chasing loose ends in September.<\/p>\n<h1><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p>Summer hiring in Egypt \u2014 whether you&#8217;re bringing on interns, trainees, or temporary staff \u2014 comes with the same compliance requirements as hiring permanent employees. The structure you choose, unpaid training or paid employment, determines what you owe, but cutting corners on either path creates exposure that outlasts the summer season.<\/p>\n<p>Build your summer hiring process once, and you can run it every year without compliance surprises. Start with proper classification, document everything in writing, and use a payroll system that handles your temporary staff as seamlessly as it handles your permanent team. That&#8217;s the difference between summer hiring being a seasonal headache and summer hiring being something your business does well, year after year.<\/p>\n                <\/div>\n                      \n        <\/div>\n     \n      \n    <\/div>\n<\/section>\n\n\n\n<section class=\"watching default-background\" id=\"watching_video\">\n    <div class=\"container\">\n        <div class=\"row\">\n            <div class=\"col-12 section-title d-flex justify-content-center flex-column align-items-center p-0\">\n                \n                                    <h2 class=\"mb-0 text-center\">Make sure you&#8217;re ready EVERY summer for seasonal hiring  <\/h2>\n                                <div class=\"spacer-25\"><\/div>\n                                    <h3 class=\"font-24 font-weight-400 w-100 px-1 text-center mb-0\">We will help you set up a payroll system that works with your full-time, part-time, seasonal, and project-based employees, as well as paid interns. <\/h3>\n    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<li class=\"nav-item\">\n                  <a class=\"nav-link d-flex align-items-center justify-content-between active\"\n                     href=\"#\"\n                     data-category-target=\"category-1\">\n                    Paying Interns and Summer Hires in Egypt Without Compliance Headaches                  <span>\n                    <svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10\" height=\"12\" viewBox=\"0 0 10 18\" fill=\"none\">\n                      <path d=\"M2 2L8 9L2 16\" stroke=\"currentColor\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"\/>\n                    <\/svg>\n                  <\/span>\n                <\/a>\n                <\/li>\n                          <\/ul>\n          <\/div>\n\n          <!-- Mobile Dropdown -->\n          <div class=\"faq-categories-dropdown mb-4 \">\n            <select class=\"form-select faq-categories-select\">\n                              <option value=\"category-1\" selected>\n                  Paying Interns and Summer Hires in Egypt Without Compliance Headaches                <\/option>\n                          <\/select>\n          <\/div>\n        <\/div>\n\n        <!-- Questions & Answers Accordion -->\n        <div class=\"col-lg-8 mt-4 mt-lg-0\">\n          <div class=\"faq-content\">\n                          <div id=\"category-1\"\n                   class=\"faq-category-content \">\n\n                                  <div class=\"accordion\" id=\"faqAccordion-1\">\n                                                                <div class=\"accordion-item\">\n                        <h2 class=\"accordion-header\" id=\"heading-1-1\">\n                          <button class=\"accordion-button collapsed\"\n                                  type=\"button\"\n                                  data-bs-toggle=\"collapse\"\n                                  data-bs-target=\"#collapse-1-1\"\n                                  aria-expanded=\"false\"\n                                  aria-controls=\"collapse-1-1\">\n                            Do interns in Egypt need to be paid minimum wage?                          <\/button>\n                        <\/h2>\n                        <div id=\"collapse-1-1\"\n                             class=\"accordion-collapse collapse\"\n                             aria-labelledby=\"heading-1-1\"\n                             data-bs-parent=\"#faqAccordion-1\">\n                          <div class=\"accordion-body\">\n                            <p>If they perform productive work (not purely training), yes: the EGP 7,000\/month minimum applies. Unpaid arrangements only work for genuine training programs with educational institutions, where no work output is expected.<\/p>\n                          <\/div>\n                        <\/div>\n                      <\/div>\n                                                                <div class=\"accordion-item\">\n                        <h2 class=\"accordion-header\" id=\"heading-1-2\">\n                          <button class=\"accordion-button collapsed\"\n                                  type=\"button\"\n                                  data-bs-toggle=\"collapse\"\n                                  data-bs-target=\"#collapse-1-2\"\n                                  aria-expanded=\"false\"\n                                  aria-controls=\"collapse-1-2\">\n                            Do I need to register summer interns for social insurance?                          <\/button>\n                        <\/h2>\n                        <div id=\"collapse-1-2\"\n                             class=\"accordion-collapse collapse\"\n                             aria-labelledby=\"heading-1-2\"\n                             data-bs-parent=\"#faqAccordion-1\">\n                          <div class=\"accordion-body\">\n                            <p>Paid interns: yes, register via Form S1 before their start date. Unpaid trainees in structured educational programs may be exempt. Verify with your social insurance office for your specific arrangement.<\/p>\n                          <\/div>\n                        <\/div>\n                      <\/div>\n                                                                <div class=\"accordion-item\">\n                        <h2 class=\"accordion-header\" id=\"heading-1-3\">\n                          <button class=\"accordion-button collapsed\"\n                                  type=\"button\"\n                                  data-bs-toggle=\"collapse\"\n                                  data-bs-target=\"#collapse-1-3\"\n                                  aria-expanded=\"false\"\n                                  aria-controls=\"collapse-1-3\">\n                            What&#039;s the minimum contract duration for temporary staff in Egypt?                          <\/button>\n                        <\/h2>\n                        <div id=\"collapse-1-3\"\n                             class=\"accordion-collapse collapse\"\n                             aria-labelledby=\"heading-1-3\"\n                             data-bs-parent=\"#faqAccordion-1\">\n                          <div class=\"accordion-body\">\n                            <p>There&#8217;s no statutory minimum; you can hire for weeks or months. The contract must be written, in Arabic, and must specify the duration or project scope. Even short engagements require full documentation.<\/p>\n                          <\/div>\n                        <\/div>\n                      <\/div>\n                                                                <div class=\"accordion-item\">\n                        <h2 class=\"accordion-header\" id=\"heading-1-4\">\n                          <button class=\"accordion-button collapsed\"\n                                  type=\"button\"\n                                  data-bs-toggle=\"collapse\"\n                                  data-bs-target=\"#collapse-1-4\"\n                                  aria-expanded=\"false\"\n                                  aria-controls=\"collapse-1-4\">\n                            Can I pay summer hires in cash?                          <\/button>\n                        <\/h2>\n                        <div id=\"collapse-1-4\"\n                             class=\"accordion-collapse collapse\"\n                             aria-labelledby=\"heading-1-4\"\n                             data-bs-parent=\"#faqAccordion-1\">\n                          <div class=\"accordion-body\">\n                            <p>Legally possible, but risky \u2014 no audit trail means disputes become your word against theirs. Digital payroll creates automatic payment records and simplifies tax and social insurance compliance.<\/p>\n                          <\/div>\n                        <\/div>\n                      <\/div>\n                                                                <div class=\"accordion-item\">\n                        <h2 class=\"accordion-header\" id=\"heading-1-5\">\n                          <button class=\"accordion-button collapsed\"\n                                  type=\"button\"\n                                  data-bs-toggle=\"collapse\"\n                                  data-bs-target=\"#collapse-1-5\"\n                                  aria-expanded=\"false\"\n                                  aria-controls=\"collapse-1-5\">\n                            What documents do I need for a summer intern?                          <\/button>\n                        <\/h2>\n                        <div id=\"collapse-1-5\"\n                             class=\"accordion-collapse collapse\"\n                             aria-labelledby=\"heading-1-5\"\n                             data-bs-parent=\"#faqAccordion-1\">\n                          <div class=\"accordion-body\">\n                            <p>A written contract (4 copies), a national ID copy, university enrollment proof (if the person is a student), Form S1 for social insurance registration (if paid), and a signed acknowledgment of working hours and compensation.<\/p>\n                          <\/div>\n                        <\/div>\n                      <\/div>\n                                                                <div class=\"accordion-item\">\n                        <h2 class=\"accordion-header\" id=\"heading-1-6\">\n                          <button class=\"accordion-button collapsed\"\n                                  type=\"button\"\n                                  data-bs-toggle=\"collapse\"\n                                  data-bs-target=\"#collapse-1-6\"\n                                  aria-expanded=\"false\"\n                                  aria-controls=\"collapse-1-6\">\n                            What happens if a summer hire leaves before the contract ends?                          <\/button>\n                        <\/h2>\n                        <div id=\"collapse-1-6\"\n                             class=\"accordion-collapse collapse\"\n                             aria-labelledby=\"heading-1-6\"\n                             data-bs-parent=\"#faqAccordion-1\">\n                          <div class=\"accordion-body\">\n                            <p>Process the final settlement (wages owed plus prorated leave), issue an experience certificate if requested, submit Form S6 to deregister them from social insurance, and pay within seven days of their last working day.<\/p>\n                          <\/div>\n                        <\/div>\n                      <\/div>\n                                      <\/div>\n                \n              <\/div>\n                      <\/div>\n        <\/div>\n          <\/div>\n  <\/div>\n<\/div>\n<\/section>\n\n    <script type=\"application\/ld+json\">\n      {\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"Do interns in Egypt need to be paid minimum wage?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"If they perform productive work (not purely training), yes: the EGP 7,000\\\/month minimum applies. 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