As more Chinese companies explore opportunities abroad, Egypt represents an important African market warranting remuneration consideration. This article outlines key compensation attributes employers must understand:

1. Regulations

Egyptian law governing pay includes LaborLaw, Social Insurance Law etc. Employers must strictly follow regulatory specifications in creating compensation strategies.

2. Tax Policies

Grasp Egyptian tax system impacts including personal income tax, VAT to reasonably structure pay according to realities.

3. Social Insurance

State-administered social programs necessitate regulatory compliance and contribution rationalization.

4. Pay Structures

Design competitive structures typically featuring base pay, allowances, bonuses customized to roles and performance-linked reviews.

5. Employee Welfare

Provide benefits like healthcare, leave in addition to competitive pay retaining a productive workforce.  

6. Training

Invest in continual skills and capacity development accordingly rewarded to motivate high-caliber retainment.

In summary, multi-faceted comprehension ofthe Egyptian legal, economic, industrial and cultural compensation dimensions helps devise adaptive, regulatory-abiding schemes catering to local workforce diversity and expectations for marketplace victories. Adaptability, compliance and people-focus optimize operations.