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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Ugandan remote workers often offer competitive rates compared to their counterparts in Western countries, making it cost-effective to access skilled professionals.
Uganda has a young and educated workforce with diverse skills in areas such as IT, customer support, digital marketing, and more.
English is the official language in Uganda, and many Ugandans are proficient in English, simplifying communication and collaboration with international clients and teams.
Uganda's time zone is relatively favorable for businesses in Europe and parts of North America, allowing for real-time collaboration.
Uganda's 1995 Constitution and the 2006 Employment Act define employee protections and workers' rights, ensuring equal pay for equal work and prohibiting discrimination based on age, religion, gender expression, and race. Common hiring process inquiries may include minimum wage, overtime rates, and guaranteed paid leave.
Probation periods are not mandatory but serve as an opportunity for employers to assess a new employee's performance and suitability for the position. The probation period can last up to six months, providing sufficient time for both parties to evaluate the employment relationship.
According to Ugandan labour laws, the standard working hours are eight hours per day and a total of 48 hours per week.
Employers can ask employees to work overtime, but the combined work hours, including overtime, should not surpass 10 hours per day or 56 hours per week, with exceptions for shift workers. Overtime is compensated at 150% of the regular rate on regular weekdays and at 200% of the regular rate on public holidays.
The minimum wage in Uganda stands at 6,000 Ugandan Shillings per month for unskilled workers and 136,000 Ugandan Shillings per month for skilled workers.
In Uganda, there is no mandatory requirement for employers to provide bonuses or 13th month salaries. In fact, bonuses are not widely offered in Ugandan workplaces.
In Uganda, the individual income tax ranges from 0% to 30%. Income tax is calculated according to progressive rates.
The National Social Security Fund (NSSF) is Uganda's main source of public pensions, funded through contributions from both employers and employees. Employers are mandated to contribute 10% of their employees' salaries, while employees themselves contribute 5% of their earnings.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Uganda tailored to your needs.
Terminations in Uganda are not straightforward. Unlike in some countries, employers in Uganda are not permitted to terminate employment at will. Instead, terminations must be justified by valid grounds.
In Uganda, the minimum notice period for termination is 2 weeks, and it will increase according to the length of employment as follows:
Ugandan employment law outlines a broad spectrum of circumstances under which an employee is eligible for severance pay, including:
Public holidays in Uganda may vary each year, but some of the major and recurring public holidays typically observed in the country include:
In Uganda, employers with five or more employees aged 16-55 must contribute to the National Social Security Fund (NSSF) monthly. The NSSF provides benefits such as Old Age, Withdrawal, Invalidity, and Survivor Benefits.
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