I was working in large building materials company...

We would like to inform you that according to the Egyptian Labor Law, we recommend staying at work as long as the work contract has been signed, but if the labor contract has clarified the type of work, wages and hours of work as well and upon receipt of the work the violation is decided, the work can be left in violation of the terms of the agreement
Where Article (5) stipulates that any condition or agreement that violates the provisions of this law is null and void, even if it was previously in effect, if it includes a derogation from the rights of the worker stipulated therein.
And work continues with any advantages or better conditions that are established or decided in the individual or collective work contracts or the basic systems or other regulations of the facility, or by custom.
Any reconciliation that includes a derogation or release from the worker's rights arising from the counting of work during the period of its validity or within three months from the date of its completion shall be null and void whenever it violates the provisions of this law.
Article 33
The duration of the test is specified in the employment contract. It is not permissible to appoint the worker on probation for a period of more than three months or to appoint him on probation more than once with one employer.
Article 76
The employer is prohibited from departing from the conditions stipulated in the individual work contract or collective work agreement, or to assign the worker to work that is not agreed upon, unless necessary to prevent an accident or to repair what resulted from it or in the case of force majeure, provided that this is in the capacity of Temporary, and he may assign the worker a non-agreed work if he does not differ materially from him, provided that the rights of the worker are not violated. However, the employer may train the worker and qualify him to do a different job in line with the technical development in the facility
Article 104
The fixed-term work contract ends with the expiration of its term. If the contract is concluded for a period exceeding five years, the worker may terminate it without compensation - at the expiration of five years - after notifying the employer three months before the termination of the contract.
Article 105
Subject to the provisions of Article (106) of this law, if the period of a fixed-term employment contract expires and its parties continue to implement it, then this is considered a renewal of the contract for an unlimited period.
Article 106
If the limited employment contract expires at the end of its term, it may be renewed by express agreement between the two parties for a period or other periods. If the original and renewed terms extend to five years, the worker may terminate it in accordance with the provisions of Article 104 of this law.
Article 107
If the work contract is concluded to complete a specific work, the contract ends with the termination of this work, and if the completion of the work takes longer than five years, the worker may not terminate the contract before the completion of the work is completed.
Article 108
If the work contract concluded to complete a specific work expires and its parties continue to execute the contract after the work is completed, then this is considered a renewal of the contract for an unlimited period.
Article 109
If the work contract concluded for a specific work ends with its completion, it may be renewed by express agreement between the two parties, for a similar work or other work.
Article 110
Without prejudice to the provision of Article (198) of this law, and taking into account the provisions of the following articles, since the employment contract is for an indefinite period, each party may terminate it, provided that the other party is notified in writing before the termination.
The employer must rely on the termination on a legitimate and sufficient justification related to the employee's breach of one of his fundamental obligations or his efficiency. The worker must also be based on termination on a legitimate and sufficient justification related to his health, social or economic conditions. In all cases, the termination shall take place at an appropriate time.
Article 111
The notification must take place two months before termination if the worker’s period of service with the employer does not exceed ten years and three months before termination if that period exceeds ten years.