Direct Discrimination

As defined in the Egypt Labor Law 2025, Direct Discrimination occurs when an individual is treated less favorably than another person in a comparable situation on the basis of a protected characteristic, such as gender, in relation to their pay or other terms of employment. This form of discrimination is explicitly prohibited by the law.

Direct discrimination occurs when a person is treated less favourably than another person in the same or not materially different circumstances because of the victimised person's sex, marital status, or because a woman is pregnant or breastfeeding. An example of direct discrimination in the employment context would be unequal pay for equal work.

Direct discrimination occurs when a person treats another person with a disability less favourably than another person without that disability is or would be treated in circumstances that are the same or are not materially different. This form of discrimination is explicitly prohibited across all areas covered by the DDO, including employment, and requires a clear causal link between the less favourable treatment and the individual's disability.

Direct discrimination occurs when a person who has family status, or a particular family status, is treated less favourably than a person who does not have family status, or the same family status, in the same or not materially different circumstances. This is an overt act of prejudice based on family responsibilities.

Direct discrimination, as defined within the Code of Practice on Employment under the Sex Discrimination Ordinance, refers to the act of treating a person less favourably than another person in comparable circumstances, specifically because of that person's sex, marital status, or pregnancy. This form of discrimination is explicitly prohibited across various aspects of employment, including recruitment, terms and conditions, promotion, and dismissal.

Direct discrimination occurs when a person is treated less favorably than another person is, has been, or would be treated in a comparable situation, on one of the prohibited grounds of discrimination. For example, refusing to hire a qualified candidate solely because of their age or gender, despite their qualifications, would constitute direct discrimination. The intent to discriminate is often evident in such cases, making it a clear violation of the Law's principles.