Employee Relations Laws in Uganda

Employee Relations Laws In Uganda
Sharon Akusa:148-866
Mwema Freddy:116-452
Nakibuule Ritah Ruth: 152-005
Ice Breaker
Do Organizations have the

Is it true that most
Is there is hope that each obligation of developing a
organizations believe that
employee takes pride in human resource policy
every employee
being a team member of that complies with the
contributes to its growth
the organization? labor requirements in our
and success
Country?
Introduction
The Institute of Personnel and Development (IPD) defines employee relation as“ that part of personnel;
management that enable competent managers though the development of institutions, procedures and
policies to reconcile within acceptable limits to the organization, the interest of employers as the buyers
of Labour service and those of employees as the suppliers of labour services.”
Farnham (1993), suggests that Employee relation are:“ Concerned with the interaction between primary
parties who pay for work and those who provide it in the labour market ( employers and employees
Employee relations law is a legal link through reciprocal rights and obligations between employers and
employees
Why is employee Relations
Important?
•Happier employees feel that they have a personal
connection with their employers, which means
that they are likely to stay in the organizations
longer. A major benefit of cultivating a meaningful
and strong employee – employer relationship is
that employees learn to trust you and you learn to
trust them.
Objective of employee relations law
•Set up legislation that establishes responsibilities and rights in employment,

particularly the responsibilities of the employer and the rights of the
employee.
Labour Law In Uganda(Regulatory
framework)
• The 1995 Constitution of the Republic of Uganda

• The Employment Act, No. 6 of 2006,
• The Labor Unions Act No. 7 of 2006
• The Labor Disputes (Arbitrations and Settlement) Act No. 8 of 2006 which
provides for the resolution of Labour disputes.
Labour Law In Uganda(Regulatory framework
The Occupational and Safety and Health Act replacing The Factories
Act and providing for working conditions at workplace
The Workers’ Compensation Act which regulates compensation to

workers for diseases and injuries sustained in the course of
employment,
The National Social Security Fund Act(2021), that obliges employers
to deduct 5%of an employee’s salary and make a 10% contribution
towards the Employee's savings with NSSF;
Labour Law In Uganda(Regulatory framework
The Pensions Act that provides for Pension of civil servants,
The Local Governments Act that provides for Pension of civil servants,
The Public Service standing Orders
Whistle Blowers Protection Act, 2010
The Minimum Wages Advisory Board and Wages Council Act, 1957
Common Law and the doctrines of equity by virtue of Section 14 of the Judicature Act, etc.
Employee rights and protection
The following are the rights of an employee.

Article 40 of the Uganda Constitution provides that:
• Every person in Uganda has the right to practice his or her profession and to carry on any
lawful occupation, trade or business.
• Every worker has a right to form or join a trade union of his or her choice for the
promotion and protection of his or her economic and social interests;
• Every worker has a right to collective bargaining and representation.
• Every worker has a right to withdraw his or her labour according to law.
• Every woman who is a worker has a right to be accorded protection during pregnancy
and after birth, in accordance with the law
Employee rights and protection
• Under article 42 a person appearing before an administrative official or body has a right to
be treated fairly and justly. This means a worker has a right to be heard in any administrative decision, which is to
be made against him or her.
A worker has a right to apply to a court of law if he/she is not satisfied with the decision of a
tribunal against him/her.
• A worker has a right not to be discriminated against at work. This is both a constitutional right
and a right recognized under the Employment Act. The right to non-discrimination entails the
following:
All workers should be treated equally at the place of work.
All workers are entitled to equal pay for equal work done.
Some workers may be entitled to affirmative action due to historical or other facts that disadvantage them
A right to rest after a period of work.
A right to reasonable working hours.
Other A right to holidays and where a person works on public holidays, a right to a pay for the
services rendered on those days.
A right to an annual leave within 12 months.
rights of A right to receive remuneration for the services offered.
the A right to a pay slip itemizing the payments made by the employer and all deductions
A right to sick leave.
employee A female worker has a right to protection during pregnancy and after birth (in accordance with
the law).
A right to maternity leave in case of a female worker.
A right to paternity leave in case of a male worker.
All other rights that accrue to human beings accrue to a worker.

Duties of the employeer
An employer has a duty to give his/her employees work in accordance with the agreed contract of
employment.
Where a contract of employment is signed, the employer has a duty to give the employee a copy of the
signed contract and retain a copy on the organization's file.
Every employer has a duty to pay his/ her employees an agreed wage. The wage is paid at the end of
every agreed interval e.g. daily, weekly or monthly.
Every employer shall give an employee an itemized pay statement in writing stating the amount of
money paid and every deduction made for the pay period. The itemized pay statement shall be in a
language which the employee is reasonably expected to understand.
Duties of the employer
Every employer is required to make permitted deductions
from the employee’s pay..
Safety
Every employer shall keep a record of details of all persons

he/she employs.
Employee Loyalty and good faith
Trade secrecy
Duties of Competence and Care
the Employee Must Not misconduct him/herself

Employee
Obedience to reasonable orders
Co-operation
Employee Contracts
The key point of reference for determining the nature and extent of
employers' rights and obligations is through contract
Employee contracts attribute rights and responsibilities between

parties to a bargain and are made between the employer and the
employee
Components of The contract (Employment ACT)
The parties to the contract of employment
The date of commencement of work
Whether the contract is valid for the present or fixed-term
Probationary period and its duration
Place of work
Components of The contract (Employment ACT)
Remuneration and its method of payment

Duties
Period of notice
Working hours
Conclusion
Organizations have the obligation of developing a human resource policy

that complies with the labour requirements in our Country. Having contracts
with staff provides legal grounds and some safety nets for proper and
responsible management association between the Employee and the
employer.

Employee Relations Laws in Uganda

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Employee Relations Laws in Uganda

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Employee Relations Laws In Uganda

Do Organizations have the

•Set up legislation that establishes responsibilities and rights in employment,

• The 1995 Constitution of the Republic of Uganda

The Workers’ Compensation Act which regulates compensation to

The Public Service standing Orders

Whistle Blowers Protection Act, 2010

The following are the rights of an employee.

A right to reasonable working hours.

rights of A right to receive remuneration for the services offered.

A right to sick leave.

A right to paternity leave in case of a male worker.

All other rights that accrue to human beings accrue to a worker.

Every employer shall keep a record of details of all persons

Duties of Competence and Care

the Employee Must Not misconduct him/herself

Employee contracts attribute rights and responsibilities between

The parties to the contract of employment

The date of commencement of work

Whether the contract is valid for the present or fixed-term

Probationary period and its duration

Remuneration and its method of payment

Organizations have the obligation of developing a human resource policy

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