Top 10 EOR Providers for Hiring in Egypt (2027)
Egypt's structural test is the employer file at NOSI. The 18.75% lands in that file every month, and the file number names the company that employs your hire: the provider's own Egyptian entity, or a partner it would rather not name. Second test: the 10% work permit ceiling. The ranking reads what each provider publishes about its Egyptian entity; the extract and the NOSI number are what you ask for before signing. Cairo answered within a day; the globals sent a country page.
How I scored this list
Five things weighted unequally.
Egyptian entity in the commercial register, 30%
A GAFI commercial register extract in the provider's own name, with the tax card number. A partner's extract scores half. No extract, no points.
NOSI employer file and Ministry of Labour standing, 25%
The employer file number at the National Organization for Social Insurance, and the labour supply licence where staff are placed with a client. Work permit capacity under the 10% foreign-staff ceiling counts here.
Payroll under Law 7/2024 and the 2026 caps, 20%
18.75% and 11% on the EGP 2,700 to 16,700 band, the January cap increase, the salary tax bands and the EGP 20,000 exemption, all shown on a sample Arabic payslip.
Egyptian scale and tenure, 15%
Years in Cairo, headcount on the ground, named clients with Egyptian staff.
Pricing transparency, 10%
A published monthly fee in USD or EGP, the FX margin on EGP disbursement, no deposit surprises. Custom-quote providers lose points here.
The three I'd flag before you scroll.
Spotlight #1
Keys Payroll has run Egyptian payroll from Cairo since 2005 and is the only provider here with a Ministry of Manpower award on record. Its record claims work permit handling with the 10:1 local-to-expat quota covered from its own staff, which no global platform promises. No published price, no portal: payslips come from people. Ask for the fee in writing on the first call.
Spotlight #2
RemotePass publishes $349 a month for EOR, the lowest figure in this series, and names Egypt in its own coverage next to the UAE, Saudi Arabia and Morocco. Dubai-based, founded 2020, 542 G2 reviews at 4.8. The Trustpilot score of 3.8 with documented account blocks is the caveat I weigh, and a 55-person team covers 150 countries.
Spotlight #3
Deel ranks on breadth: 150+ countries, owned entities in 100+ of them, $599 a month with volume discounts from ten seats. The record does not say whether the Egyptian entity is owned or a partner, so get the commercial register extract before signing. Right when Egypt is one line in a multi-country programme.
Keys Payroll
Keys Payroll. Cairo-based since 2005, Egypt, Cyprus and Jordan only, Ministry of Manpower award, work permit handling with the quota provided. No platform, no published price. Best for a first Egyptian hire that includes an expat needing a permit.
RemotePass
RemotePass. $349 a month published, Egypt named in its own coverage, visa sponsorship from $549. The record does not say whether Egypt runs on an owned entity; ask. Best for Gulf-based teams adding Egyptian staff on a flat, published price.
Deel
Deel. 150+ countries, owned entities in 100+ markets, $599 a month, 300+ integrations. Whether Egypt is an owned entity is not in the record; ask for the GAFI extract. Best for buyers with Egypt as one country in a global programme.
Workforce Group
Workforce Group. Lagos-based since 2004, 20 direct African entity markets, Egypt in its coverage list, Chevron and MTN as clients. Built for 50+ employee deployments, no published price. Best for multinationals staffing Egypt within a pan-African payroll.
Levant Outsourcing
Levant Outsourcing. Amman-based, 7 MENA countries including Egypt, named clients such as Philip Morris and GSK. No platform, no reviews, EOR page unreachable: phone them. Best for regional multinationals that already run Jordan or Lebanon with them.
Remote
Remote. 100% owned entities in 90+ countries, no partners, $599 a month on annual billing, strongest IP framework. The record does not name Egypt among the 90; confirm before quoting a start date. Best for IP-sensitive engineering hires once Egypt is confirmed owned.
Multiplier
Multiplier. 150+ owned entities, $459 a month on annual billing, payroll in 100+ currencies, ESOP administration. Egypt's entity status is not in the record; ask. Best for mid-market buyers wanting flat pricing and equity grants for Cairo engineers.
G-P (Globalization Partners)
Globalization Partners. Direct entities across 180+ countries, in-house legal, SOC 2 Type II and ISO, from $599 a month with setup fees undisclosed. Egypt not named in the record. Best for regulated enterprises that pay for audit paperwork over price.
Rippling
Rippling. EOR through its own entities in about 80 countries, Egypt not among the named ones, so ask first. Custom quotes around $499 to 599 plus a setup fee of 5 to 15% of the contract. Best for companies already on Rippling for HR and IT that need one Cairo seat.
Oyster
Oyster. 180+ countries, B Corp certified, $699 a month with a refundable deposit in some markets. The record says nothing about an Egyptian entity; ask. Best for remote-first teams that want the ethics posture and accept the highest list price here.
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The badge links to the ranking it refers to, is not altered, and comes down if the provider leaves the list.
How to verify an Egyptian EOR before signing.
Five tests to verify an Egyptian EOR provider before signing.
Step 1
Ask for the commercial register extract (GAFI, Commercial Registry Authority) of the Egyptian company that will sign your employee's contract, with the registration number and the tax card number. Match the name on the extract to the name on your service agreement. A bad answer is a UAE or Delaware company name with "our local partner handles Egypt".
Step 2
Ask for the NOSI employer file number. The 18.75% goes into that file every month; if the provider cannot produce it, your employee is not insured in the provider's name. Ask for a redacted monthly NOSI return as proof.
Step 3
Confirm the Egyptian Tax Authority registration and ask for a sample Arabic payslip at your target salary with the tax computed under Law 7/2024: EGP 40,000 at 0%, EGP 20,000 personal exemption, lower bands withdrawn above EGP 600,000, 27.5% top band. A payslip in English only, or one with social insurance taken on the full salary above EGP 16,700, means the payroll is not run locally.
Step 4
If staff are placed with a client, ask for the Ministry of Labour licence (labour supply licence). For an expat, ask how many foreign staff the entity already carries against the 10% ceiling and how long the work permit takes. A provider with three employees in Egypt cannot sponsor your fourth foreigner.
Step 5
Get the all-in monthly cost in writing for one employee: the fee in USD or EGP, the FX margin on EGP disbursement, the employer social insurance (about EGP 3,131 at or above the cap), any deposit, and the termination reserve under Law 14/2025. Ask for two client references with Egyptian staff and call them.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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