Uganda
There are no official subcategories of Workers in Uganda.
There is no regulation of fixed term contracts (their maximum duration or renewals) in Uganda.
The maximum length of the probationary period is six months, but may be extended to one year with the consent of the Worker. A probationary contract may be terminated by either party after giving at least 14 days’ notice or by the employer after paying 7 days' wages in lieu of notice at least 14 days’ notice or by the employer after paying 7 days' wages in lieu of notice.
In Uganda, Workers are entitled to 13 paid public holidays. Workers are entitled to 200% of their hourly rate if they work on public holidays.2024:New Year's Day - January 1NRM Liberation Day - January 26Archbishop Janani Luwum Memorial Day - February 16Women's Day - March 8Good Friday - March 29Easter Sunday - March 31 Easter Monday - April 1Eid al-Fitr - April 10Labour Day - May 1Uganda's Martyrs' Day - June 3National Heroes' Day - June 9Idd-al-Adhuha - June 16Independence Day - October 9Christmas Day - December 25Boxing Day - December 26
Every Worker, after at least six (6) months of service, is entitled to 21 working days paid annual leave at a rate of 7 days for each period of 4 continuous months of service. Vacation days are accrued in the monthly payroll and are payable upon termination of employment by either party.
The Worker shall be granted sick leave up to one (1) month on full salary and if at the end of the second month the sickness of the employee continues, the employer is entitled to terminate the contract of service on complying with all the terms of this contract of service up to the time of termination of employment.
Regular working hours in Uganda are 8 hours per day and 48 per week. Work overtime, which includes any hours worked in excess of regular working hours, may not exceed 10 hours per day and 56 hours per week.
Workers are entitled to a rate of 150% of their normal wage for any hours worked in excess of regular working hours.
There are no mandatory bonues in Uganda.
An employer has the right to dismiss Workers with evidence of an acceptable reason. If the employer fails to provide evidence of an acceptable reason, than the dismissal shall be deemed unfair. Employers must provide notice of termination 2 weeks in advance if the Worker has worked between six months and one year; 1 month if the Worker has worked between one year and five years; 2 months if the Worker has worked between five years and ten years; and 3 months if the worker worked for greater than ten years.
A Worker terminating their employment contract is required to give a minimum notice period of between two weeks to 3 months, which may be contracually specified. A Worker may resign with or without notice in the case of misconduct on the part of the employer.
Severance pay or severance allowance is a sum paid by an employer to a Worker who has been in continuous service in circumstances where the Worker's employment contract is involuntarily terminated. To claim severance pay, a Worker must have worked continuously for a period of six months or more. The circumstances that may give rise to severance pay include unfair dismissal of the Worker, insolvency or bankruptcy of the employer, death or incapacity of the Worker, and an order of termination of the contract by the labor officer due to inability to pay wages by the employer. Workers who are justifiably dismissed are not entitled to severance pay. The law does not prescribe the sum payable but leaves it for negotiation between the Worker and the employer.
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