{"id":16801,"date":"2026-08-18T14:36:52","date_gmt":"2026-08-18T12:36:52","guid":{"rendered":"https:\/\/zawia3.com\/?p=16801"},"modified":"2026-10-07T02:59:29","modified_gmt":"2026-10-07T00:59:29","slug":"restaurant-workers","status":"publish","type":"post","link":"https:\/\/zawia3.com\/en\/restaurant-workers\/","title":{"rendered":"Restaurant Workers in Egypt: Social Media Resolves What Labour Offices Cannot"},"content":{"rendered":"

Two incidents close in time exposed the insecurity of restaurant workers. Employees at Eish and Malh said they were dismissed without receiving wages owed and that management retained their original employment documents without explanation. At a Sizzler branch, a customer accused the manager<\/a> of preventing her friend from performing the noon prayer inside the restaurant. The ensuing social-media controversy ended with a formal apology<\/a> and an announcement that the manager\u2019s employment had been terminated.<\/p>\n

The circumstances differ, but both raise the same question: what effective legal and social protection do workers have when employment ends abruptly or disputes arise with management? In one case, unpaid entitlements accompanied sudden removal; in the other, a dispute with a customer led to termination under public pressure.<\/p>\n

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Eish and Malh Workers: Neither Wages Nor Documents<\/h2>\n

Ahmed Sameh Abdel Maguid, 26, says he joined Eish and Malh after agreeing with a head chef he had previously worked with. He was employed as a chef de partie, heading a kitchen section, with agreed duties, pay and hours.<\/p>\n

The restaurant was reorganising, Ahmed tells Zawia3. The head chef bought some ingredients himself to test new dishes before a dispute with the owner, identified in the Arabic report by her first name and initials, led to his departure.<\/p>\n

According to Ahmed, the owner had not attended regularly at first but returned after the chef left and met employees about a new plan. She told him to do cleaning rather than his kitchen duties. He objected that this did not match the position he had accepted. She replied that it was the work available and that he should leave if it did not suit him.<\/p>\n

Article 91 of the Labour Law restricts assignment to work other than that agreed, except temporarily where necessary to prevent an accident, repair its consequences or respond to force majeure. Other duties may be assigned only if they do not differ fundamentally from the original work and do not undermine rights.<\/p>\n

The legality of moving a kitchen worker to cleaning therefore depends on the agreed role, the necessity and duration of the change, and the difference between the tasks. It becomes particularly significant if the worker establishes that reassignment was used to pressure him to leave or punish him without an investigation.<\/p>\n

Ahmed says he returned the next day for his wages and original documents. Management told him he could wait two or three months for payment. He approached the labour office, where an employee suggested an informal resolution before a formal complaint, telephoned the owner and explained that Ahmed wanted his papers and entitlements and could wait for the money. She requested ten days.<\/p>\n

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When he called after that period, Ahmed says, she denied knowing him or having employed anyone by that name. At the restaurant, an accountant told him payment was management\u2019s decision and could not be made. Ahmed says he still has neither his wages nor his documents.<\/p>\n<\/blockquote>\n

Article 108 requires monthly-paid workers to receive wages at least once a month. When employment ends for any reason, wages and all entitlements must be paid within seven days of the worker\u2019s request. Wages may not be withheld without a legal basis.<\/p>\n

Under Article 115, wage liability is discharged through a worker\u2019s signed receipt in a register or payroll statement, or payment to a bank account. Denial of knowing a worker is not itself sufficient: wage records or transfers can be sought through the labour office or court. Article 287 provides fines of EGP 2,000\u201320,000 for specified wage and minimum-wage breaches, multiplied by affected workers and doubled for repeat violations.<\/p>\n

The absence of a written contract does not extinguish rights. Labour Law No. 14 of 2025<\/a> took effect in September 2025. Article 89 requires an Arabic contract in four copies: one each for employer and worker, with the others lodged with social insurance and the competent administrative authority. It must specify work, wages, payment dates and agreed benefits.<\/p>\n

The law also permits proof of the employment relationship and rights through all evidentiary means. Wage transfers, WhatsApp messages, shift schedules, attendance records, colleagues\u2019 testimony and management correspondence may therefore matter.<\/p>\n

Article 92 requires an employee file covering duties, pay, contract, leave and penalties, retained for at least five years after employment ends. Article 175 requires return of papers and certificates and a clearance document on request, and an employment certificate within 15 days specifying starting and ending dates, work and benefits.<\/p>\n

Testimonies obtained by Zawia3 indicate that the dispute was not confined to recently recruited staff. Longer-serving employees, including a restaurant manager, an accountant and others, also described termination and difficulties obtaining their money and documents.<\/p>\n

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Workers Pay for Weak Enforcement, Not Missing Rules<\/h2>\n

The Egyptian Commission for Rights and Freedoms<\/a> considered Eish and Malh alongside Sizzler as examples of weak legal enforcement. In one, public pressure prompted rapid management action; in the other, formal dispute-resolution mechanisms had not produced a result for the workers.<\/p>\n

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The commission warned that weak enforcement pushes protection towards public campaigns and social-media pressure instead of normal legal processes. Protection depends not simply on statutory prohibitions of unfair dismissal but on timely access to effective oversight and courts, before a dispute becomes longer and more expensive than a worker can sustain.<\/p>\n<\/blockquote>\n

Reda Marei, a lawyer with the Egyptian Initiative for Personal Rights, tells Zawia3 that several Eish and Malh workers contacted the organisation and four visited its office. They were in their first months of employment, had not been paid for that period and could not retrieve their original documents.<\/p>\n

According to Marei, visits to seek payment and papers resulted in allegations that they were attacking the restaurant and calls to police. Withholding wages or documents is not a normal lawful measure, he says. Workers can demand pay, retrieve recruitment documents and seek compensation where the conditions are met under both the new law and earlier legislation.<\/p>\n

He sees weak monitoring, rather than missing rules, as the central problem. Dismissals and unpaid entitlements recur in tourism and restaurants, particularly during crises such as the Covid-19 pandemic, when businesses cut staff.<\/p>\n

Employers do not have unlimited dismissal powers. Article 141 requires written notification of allegations, a hearing, examination of the worker\u2019s defence, a record in the employee file and a reasoned disciplinary decision. Article 148 assigns the disciplinary sanction of dismissal to the labour court.<\/p>\n

Under Article 157, indefinite contracts may be terminated only for a legitimate and sufficient reason. Article 165 provides compensation for unlawful employer termination of at least two months\u2019 pay for each year of service, and treats a worker\u2019s complaint or lawsuit against the employer as an unlawful reason for dismissal.<\/p>\n

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Applying these rules requires establishing the contract type, employment dates, reason for removal, written notice, investigation and whether the employer sought dismissal from the labour court. Calling a case unfair dismissal before checking these documents would be a premature legal conclusion.<\/p>\n<\/blockquote>\n

The complaint route extends beyond the labour office. Under Article 149, either side may request amicable settlement within ten days of a dispute arising, before a committee chaired by the labour directorate head and including both parties. The committee has 21 days to complete its work.<\/p>\n

A successful agreement is recorded and referred to the interim-relief judge to become enforceable. If settlement fails, Article 150 allows referral, at either party\u2019s request, to the labour court, with a hearing set within 20 days.<\/p>\n

Dismissal disputes receive urgent treatment, with a decision within three months of the first hearing. Where the papers appear to support a worker\u2019s claim, the court may order payment equivalent to wages from dismissal, capped at six months, pending determination of the rights at issue.<\/p>\n

It is therefore insufficient simply to say a worker went to the labour office. The complaint number and date, formation of a settlement committee, employer attendance, record of failed settlement and request for court referral distinguish an incomplete administrative complaint from litigation in progress.<\/p>\n

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A Sector of More Than 180,000 Establishments<\/h2>\n

CAPMAS\u2019s final 2022\/2023 Economic Census<\/a> results identify 180,585 establishments in food and beverage services, including restaurants, caf\u00e9s and similar businesses, employing 709,967 people. Each represents approximately 4.7% of the census totals of 3.858 million establishments and 15.234 million people working in economic establishments.<\/p>\n

The sector included 486,798 paid workers and 223,169 people classified as working without pay. The latter category does not necessarily indicate forced labour: it includes owners, partners and family members. It also illustrates the scale of family and individually operated businesses, where written employment relationships are not universal.<\/p>\n

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Food and Beverage Services: Employment<\/h3>\n\n\n\n\n\n\n\n\n
Measure<\/th>\nPeople<\/th>\nShare<\/th>\n<\/tr>\n<\/thead>\n
Paid workers<\/td>\n486,798<\/td>\n68.6%<\/td>\n<\/tr>\n
People working without pay<\/td>\n223,169<\/td>\n31.4%<\/td>\n<\/tr>\n
Men<\/td>\n674,122<\/td>\n95%<\/td>\n<\/tr>\n
Women<\/td>\n35,845<\/td>\n5%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>
CAPMAS Economic Census 2022\/2023. Unpaid includes owners, partners and family workers; it is not automatically forced labour.<\/figcaption><\/figure>\n

The census counted 674,122 men and 35,845 women, meaning women made up approximately 5% of sector employment in that census year.<\/p>\n

A circulating estimate of 3.5 million workers in restaurants and tourism does not come from the latest census. It can be traced to a June 2020 statement<\/a> by the head of the Giza Chamber\u2019s restaurants, hotels and tourism establishments division, who said reopening after Covid-19 would benefit more than 3.5 million people who had stopped working.<\/p>\n

The statement did not explain its methodology or whether it included indirect workers, suppliers, hotels or wider tourism services. It should be treated as a chamber representative\u2019s pandemic-era estimate, rather than a current official restaurant employment total. The census offers the more precise figure of approximately 710,000 people across 180,585 establishments.<\/p>\n

Small Businesses Are Hard to Organise<\/h2>\n

The sector is overwhelmingly small-scale. The census records 137,716 establishments with one to four workers and 34,700 with five to nine. Zawia3 calculates that approximately 95.5% have fewer than ten workers; including businesses with ten to 19 raises the share to approximately 98.9%. Average employment is about 3.9 people per establishment.<\/p>\n

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Establishment Size: Food and Beverage Services<\/h3>\n
\n
1\u20134 workers<\/span>76.3<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>\n
\n
5\u20139 workers<\/span>19.2<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>\n
\n
10\u201319 workers<\/span>3.4<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>\n
\n
20 or more<\/span>1.1<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>
% of establishments<\/figcaption><\/figure>\n

This fragmentation helps explain the difficulty of union organisation and labour inspection. Workers are dispersed among tens of thousands of small restaurants and caf\u00e9s, many without human resources departments, workplace regulations or systematic attendance and wage records.<\/p>\n

The Egyptian Center for Economic Studies<\/a> likewise estimated approximately 700,000 workers using the census available when its study was prepared, close to the later census total. It estimated technical and operational workers at approximately 70%.<\/p>\n

Its paper links insecurity to the sector\u2019s structure, including informal work and temporary contracts. It recommended insuring temporary workers, applying social insurance rules and developing an accurate restaurant and caf\u00e9 database. During Covid-19, fast-food kitchen and dining-room staffing fell by approximately 20%\u201340%, while many delivery workers remained on temporary contracts.<\/p>\n

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Low Wages and the Longest Working Week<\/h2>\n

The census recorded approximately EGP 20.017 billion in cash wages across 486,798 paid workers in 2022\/2023. Dividing that total by paid workers and 12 months gives a simple average of approximately EGP 3,427 monthly, calculated by Zawia3.<\/p>\n

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This is not a 2026 wage estimate. It indicates a large low-paid workforce during the census year, before subsequent inflation and increases. Establishments recorded approximately EGP 591.8 million in social insurance contributions, about 3% of cash wages. That ratio raises questions about compliance but is not the percentage of workers insured.<\/p>\n<\/blockquote>\n

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Recorded Wages and Social Insurance Contributions<\/h3>\n\n\n\n\n\n\n\n\n
Measure<\/th>\n2022\/2023 value<\/th>\n<\/tr>\n<\/thead>\n
Cash wages<\/td>\nEGP 20.017 billion<\/td>\n<\/tr>\n
Insurance contributions<\/td>\nEGP 591.8 million<\/td>\n<\/tr>\n
Contributions \/ wages<\/td>\nApproximately 3%<\/td>\n<\/tr>\n
Insured paid workers in private establishments (2025)<\/td>\n29.1%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>
The 3% figure measures contributions relative to wages. The 29.1% figure measures insured workers across private establishments. Different denominators and years: neither establishes a restaurant-only insured-worker rate.<\/figcaption><\/figure>\n

CAPMAS\u2019s report on workers in 2025<\/a> gives paid workers in food and accommodation services an average 50-hour working week, the highest among economic activities, ahead of mining and quarrying at 49 hours and transport and storage at 48.2.<\/p>\n

The figure exceeds the overall paid-worker average of 44.9 hours and the private-establishment average of 48.2. However, food and accommodation are grouped together; it is not a restaurant-only average. It provides broader statistical context for accounts of long shifts.<\/p>\n

\n

Average Weekly Hours, 2025<\/h3>\n
\n
Food and accommodation<\/span>50<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>\n
\n
Mining and quarrying<\/span>49<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>\n
\n
Transport and storage<\/span>48.2<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>\n
\n
Private establishments overall<\/span>48.2<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>\n
\n
All paid workers<\/span>44.9<\/strong><\/div>\n
\n
<\/div>\n<\/div>\n<\/div>
hours<\/figcaption><\/figure>\n

In 2025, social insurance covered 37.7% of paid workers nationally and 29.1% of paid workers in private establishments. No separate restaurant rate was published. The relevant enquiry is the number registered with the insurance authority under economic activity code 56 for food and beverage services.<\/p>\n

The Labour Law generally caps actual work at eight hours daily or 48 weekly, excluding meal and rest breaks. Breaks must total at least one hour, with no more than five consecutive hours of work. The span between starting and finishing is generally limited to ten hours, and presence at the establishment to 12 hours.<\/p>\n

Workers are entitled to at least 24 consecutive hours of paid weekly rest after no more than six consecutive working days. Daytime overtime attracts at least a 35% addition to the hourly wage and night overtime at least 70%; working the rest day entails additional pay equivalent to the wage and a replacement rest day.<\/p>\n

Employers must display schedules identifying working hours, breaks and weekly rest and notify the administrative authority. Shift and attendance records are therefore essential to assessing actual hours and overtime payments.<\/p>\n

Social Insurance and Pensions Law No. 148 of 2019 requires an employer insurance file. The National Organization for Social Insurance<\/a> explains that employers must submit a business-start notification within two weeks and an enrolment form<\/a> for each employee within two weeks of joining.<\/p>\n

From January 2026, the minimum insurable monthly wage rose to EGP 2,700 and the maximum to EGP 16,700. The authority\u2019s November 2025 announcement<\/a> stressed insurance on actual wages rather than a fictitious lower amount.<\/p>\n

These requirements allow three separate checks: no registration, late registration, and registration at less than the real wage. Contracts, messages, transfers and attendance can establish the starting date for comparison with insurance records.<\/p>\n

The National Council for Wages set a private-sector monthly minimum of EGP 7,000 from 1 March 2025<\/a>, a part-time minimum of EGP 28 an hour, and an annual increment of at least 3% of the insurable wage, with a floor of EGP 250.<\/p>\n

The EGP 8,000 minimum introduced in July 2026 applied to state bodies and public authorities under the 2026\/2027 public wage budget<\/a>; it was not a binding private-sector decision. At the time of the Arabic report, EGP 7,000 remained the latest published private-sector minimum unless superseded by a new council decision.<\/p>\n

Ahmed Saad, media coordinator at the Center for Trade Union and Workers Services, tells Zawia3 that restaurant workers, especially in small and medium establishments, are among those most exposed to violations. Problems extend beyond wage levels to unwritten contracts, irregular insurance and unclear hours and leave, leaving people vulnerable to abrupt removal and unpaid entitlements.<\/p>\n

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Insecurity does not reflect a lack of ability, he says, but weak bargaining power among workers dependent on their jobs for income. What is needed is not necessarily new legislation but enforcement, stronger monitoring, accessible complaints and protection against retaliation.<\/p>\n<\/blockquote>\n

Saad describes a complaint from employees of a large hotel who said they were dismissed without clear reasons and, after objecting, placed on a blacklist preventing employment elsewhere within the group. If established, the allegation would concern not just job loss but access to future work.<\/p>\n

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Where Do Service Charges Go?<\/h2>\n

The Labour Law recognises customary tips and customer service charges in tourism, hotels and other establishments as components of variable pay. It provides for a ministerial decision, agreed with relevant authorities and representatives of workers and employers, to determine distribution.<\/p>\n

Manpower Ministerial Decision No. 125 of 2003<\/a> previously allocated 80% of service-charge proceeds to workers and 20% to the establishment for breakage and loss. The worker share was divided into 60% for customer-facing workers, 15% for others and 5% as incentives.<\/p>\n

In 2013, the tourism and manpower ministries and chamber and union representatives signed a collective agreement<\/a> concerning the 12% service charge. One phase allocated 15% to wastage and breakage, up to 20% towards customer-facing employees\u2019 wages, and 65% among customer-facing and other workers.<\/p>\n

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Historical Service-charge Distribution: Decision 125\/2003<\/h3>\n\n\n\n\n\n\n\n\n\n
Allocation<\/th>\nShare of receipts<\/th>\n<\/tr>\n<\/thead>\n
Customer-facing workers<\/td>\n60%<\/td>\n<\/tr>\n
Other workers<\/td>\n15%<\/td>\n<\/tr>\n
Worker incentives<\/td>\n5%<\/td>\n<\/tr>\n
Establishment: breakage\/loss<\/td>\n20%<\/td>\n<\/tr>\n
Total worker share<\/td>\n80%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>
Historical allocation, not a verified current rule for every restaurant. The 2013 agreement and implementation of the 2025 law require separate checks.<\/figcaption><\/figure>\n

These historical proportions should not be presented as the current rule for every restaurant without checking the agreement\u2019s continuing applicability and any implementation decision under the 2025 law.<\/p>\n

Restaurants also operate under different licensing regimes. Hotel and Tourism Establishments Law No. 8 of 2022<\/a> governs businesses licensed by the Tourism Ministry, while ordinary restaurants and caf\u00e9s fall under Public Shops Law No. 154 of 2019.<\/p>\n

The Egyptian Tax Authority<\/a> explains that tourist restaurants are subject to VAT, as are certain other restaurants meeting conditions such as location in malls, airports or tourist areas, affiliation with chains or brands, online services or imposition of service charges.<\/p>\n

Service charges therefore warrant separate scrutiny. Does a business charge them, what is collected monthly, and where does the money appear in payroll? What reaches dining-room, kitchen, cleaning and delivery staff? Is it used to complete fixed wages rather than treated as a separate variable-pay component?<\/p>\n

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Extensive Inspections Without Sector-level Data<\/h2>\n

The Labour Ministry reported 15,716 inspection campaigns between 1 May 2025 and the end of April 2026, covering 251,639 establishments and 2,670,635 workers. The State Information Service published the figures<\/a> in May 2026. The stated aims included Labour Law and minimum-wage compliance and occupational safety.<\/p>\n

The establishment count is approximately 6.5% of the census total of 3.858 million, calculated by Zawia3. This is an approximate comparison, not an inspection-coverage rate: the ministry did not explain whether it counted unique establishments or repeated visits, or publish an activity or governorate breakdown.<\/p>\n

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Labour Inspections: May 2025\u2013April 2026<\/h3>\n\n\n\n\n\n\n\n\n\n
Reported measure<\/th>\nNumber<\/th>\n<\/tr>\n<\/thead>\n
Inspection campaigns<\/td>\n15,716<\/td>\n<\/tr>\n
Establishments counted<\/td>\n251,639<\/td>\n<\/tr>\n
Workers reached<\/td>\n2,670,635<\/td>\n<\/tr>\n
Economic census establishments (2022\/2023)<\/td>\nApproximately 3.858 million<\/td>\n<\/tr>\n
Approximate count-to-census ratio<\/td>\n6.5%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>
The ministry did not clarify repeat visits or publish restaurant-specific figures. This comparison cannot establish that the remaining establishments were not inspected.<\/figcaption><\/figure>\n

The data do not identify how many restaurants were inspected, or violations involving contracts, insurance, minimum wages, hours, retained documents or dismissal procedures. Nor do they disclose the number of restaurant complaints, settlement outcomes or court referrals. Without those details, inspection reach across 180,585 food and beverage establishments cannot be measured.<\/p>\n

Ahmed\u2019s unpaid wages and retained papers, and employment ended amid a public controversy, sit within a sector of approximately 710,000 people and more than 180,000 establishments. Most employ fewer than ten people, while broader food and accommodation statistics show long working weeks.<\/p>\n

\n

Food and Beverage Services in Egypt<\/h3>\n\n\n\n\n\n\n\n\n\n
Census measure<\/th>\nValue<\/th>\n<\/tr>\n<\/thead>\n
Establishments<\/td>\n180,585<\/td>\n<\/tr>\n
People working<\/td>\n709,967<\/td>\n<\/tr>\n
Average people per establishment<\/td>\n3.9<\/td>\n<\/tr>\n
Share of all economic establishments<\/td>\nApproximately 4.7%<\/td>\n<\/tr>\n
Inspection count across ALL sectors (different period)<\/td>\n251,639<\/td>\n<\/tr>\n<\/tbody>\n<\/table>
CAPMAS Economic Census 2022\/2023. The inspection total is not a count of inspected restaurants.<\/figcaption><\/figure>\n

The 2025 law already provides rules for contracts, timely wages, actual-wage insurance, reassignment, dismissal and a time-defined complaint process. Testimonies, census figures and inspection disclosures show that rules alone cannot protect workers without oversight that reaches businesses, complaints systems that protect complainants and prompt resolution before a lengthy dispute defeats the person asserting a right.<\/p>\n","protected":false},"excerpt":{"rendered":"

Restaurant workers describe unpaid wages and withheld documents in a fragmented sector of 180,585 establishments, where legal protections struggle to become effective enforcement.<\/p>\n","protected":false},"author":4,"featured_media":16129,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"footnotes":""},"categories":[390],"tags":[],"kateb":[728],"class_list":["post-16801","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-rights","kateb-shimaa-hamdy"],"jetpack_featured_media_url":"https:\/\/zawia3.com\/wp-content\/uploads\/2026\/08\/\u0627\u0644\u0639\u0645\u0627\u0644-\u0627\u0644\u0645\u0637\u0627\u0639\u0645.png","_links":{"self":[{"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/posts\/16801","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/comments?post=16801"}],"version-history":[{"count":1,"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/posts\/16801\/revisions"}],"predecessor-version":[{"id":16802,"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/posts\/16801\/revisions\/16802"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/media\/16129"}],"wp:attachment":[{"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/media?parent=16801"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/categories?post=16801"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/tags?post=16801"},{"taxonomy":"kateb","embeddable":true,"href":"https:\/\/zawia3.com\/en\/wp-json\/wp\/v2\/kateb?post=16801"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}