The Employment Act 2006 establishes minimum standards for all employees in Uganda, regardless of nationality, employed under a contract of service.
Anti-discrimination
The Act explicitly prohibits discrimination in employment — any distinction, exclusion or preference based on:
- Colour, race, sex
- Religion, political opinion
- National extraction or social origin
- HIV status
- Disability
The explicit inclusion of HIV status is significant and not universal in the region.
Protections for female employees
The Act provides specific protections including the right to maternity leave and safeguards against unfair dismissal.
International standards
Uganda has ratified several key ILO Conventions, and the Act is framed around promoting fair labour practices.
The National Council for Children
The Act establishes this Council, which advises government on matters relating to children's welfare and employment.
Fair reasons required
In all instances, termination should be based on fair reasons — including termination by notice. The written notice must state the reason in understandable language.
What cannot be waived
Notice rights cannot be denied through any agreement. Compensation in lieu is permitted, but the right itself stands.
Severance for unfair termination
Worth knowing: severance arises not only from redundancy but also where a contract is terminated unfairly or without following lawful procedures under the Act.
So a procedurally defective dismissal can itself trigger the entitlement.
Casual workers
Employees who are not casual workers and who can show a pattern of regular, continuous work amounting to ongoing employment may qualify for severance.
If you have been engaged repeatedly on casual terms while working continuously, that pattern is worth documenting.
Where to go
The Labour Officer for your district, under the Ministry of Gender, Labour and Social Development.