Labor Law

Employment contracts in Uganda should be in writing and clearly outline the job title, duties, salary, working hours, and duration. The contract must comply with the Employment Act and include terms regarding leave, termination notice periods, and any confidentiality clauses. Both employer and employee must sign the contract, and a copy should be provided to each party.

Under Uganda's Employment Act, dismissal must be based on fair grounds such as misconduct, poor performance, or redundancy. Employers must follow proper procedures including warnings and giving the employee an opportunity to respond. Unfair dismissal can result in compensation claims, and employees dismissed without cause are entitled to severance pay equivalent to at least two weeks' salary per year of service.

Employees in Uganda are entitled to a minimum of 21 days of annual paid leave per year. Additionally, workers are entitled to 10 paid public holidays. Unused leave can be carried over to the next year with employer agreement, though it should not accumulate indefinitely. Employers must ensure leave is taken and properly documented.

As of 2024, Uganda does not have a legally mandated national minimum wage. However, wage levels are typically negotiated between employers and employees, and sectoral minimum wages may be established through collective bargaining. The government recommends employers follow international standards and ensure wages are sufficient to meet basic living costs.