Employer of Record in Uganda

Hiring independent contractors has boomed in popularity because of the cost savings and flexibility they offer. It can be a great option if you require niche skills or short-term project support. Contractors allow businesses to access specialized skills quickly, without the time and cost of setting up a local entity.

However, it’s important to know the limits of this model: contractors are not a substitute for full-time employees. Relying on them for ongoing, long-term roles can create serious compliance risks, including employee misclassification, which can lead to fines, back taxes, and reputational damage.

Playroll’s contractor management solutions make it simple to compliantly engage, onboard, and pay contractors around the world. We provide clear visibility into agreements, streamline payments, and reduce compliance risks – so you can focus on getting the work done. And when you’re ready to take the next step, we can help seamlessly convert contractors into full-time employees through our global Employer of Record service.

Businesses can only operate smoothly in Uganda if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Uganda below, to avoid any compliance issues.

Employment Contract Requirements

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.

Onboarding Process

We can help you get a new employee started in Uganda quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations.

For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Working Hours in Uganda

According to Ugandan labour laws, the standard working hours are eight hours per day and a total of 48 hours per week.

Overtime in Uganda

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.

Probation Period in Uganda

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.

In Uganda, you should keep overtime usage tightly controlled and ensure approval workflows and attendance records support payroll outcomes. In 2026, enforcement focuses on whether overtime is properly compensated and whether employers can evidence compliance with weekly rest.

• Standard Working Hours: 48 hours per week.
• Overtime Thresholds: Overtime applies beyond the normal weekly schedule.
• Overtime Pay Rates: Overtime is commonly paid at 1.5 times the regular hourly rate.
• Daily And Weekly Rest Requirements: Employees must receive at least one weekly rest day.
• Night Work Restrictions: Night work should be managed through policy and correct classification for pay purposes.
• Penalties For Non–Compliance: Exposure includes wage recovery and enforcement action for underpayment.

Growing your team in Uganda is exciting, but it’s not without challenges. Local labor laws are often nuanced, and hiring without the right legal structure or processes can lead to misclassification, non-compliance penalties, or disputes. An Employer of Record removes that risk by acting as the legal employer on your behalf, taking full responsibility for compliance, contracts, payroll, and employee benefits.

This gives you the freedom to scale at your own pace, whether you're adding one employee or building out an entire function, without the burden of setting up and managing a local entity. You remain in control of day-to-day responsibilities and performance, while the EOR ensures every hire is legally protected and properly supported. It's a strategic way to expand globally without spreading your internal team too thin or exposing your business to legal liabilities in unfamiliar markets.

In Uganda, employers are responsible for several key payroll contributions to stay compliant with tax laws.

• The biggest obligation is to the National Social Security Fund (NSSF)—a mandatory pension contribution totaling 15% of each employee’s gross salary.
• Employers pay 10%, while employees contribute 5%, and both amounts must be remitted to the NSSF by the 15th of the following month.
• In addition, employers are required to withhold and remit Pay As You Earn (PAYE) income tax on employees’ salaries to the Uganda Revenue Authority (URA).

PAYE follows a progressive tax rate, meaning higher earners pay more tax, and remittances are also due by the 15th of the next month. Failure to remit these taxes accurately or on time can attract penalties, interest charges, and even audits.

Another contribution employers handle is the Local Service Tax (LST), a municipal tax collected by local authorities on employed individuals who earn above certain income thresholds (for example, over UGX 100,000 monthly in Kampala).

Uganda technically has a minimum wage, but it’s outdated and not meaningfully enforced. A nominal rate of around UGX 130,000 per month has been used in recent years, while the last formally legislated minimum wage dates back to 1984 at just UGX 6,000, making it essentially irrelevant today.

Foreign employers often need payroll providers or EORs to comply. Payroll software helps automate calculations and ensures compliance in Uganda.

Employees expect to be paid accurately, on time, and in full compliance with local standards. When you're hiring in Uganda, providing a smooth payroll experience is critical to retention and trust. An Employer of Record ensures that employees receive what they’re owed, without errors, delays, or confusion about taxes or benefits.

Key Ways an EOR Supports Payroll in Uganda:

• Reliable Salary Payments: Ensures employees are paid promptly in local currency.
• Clear Payslips & Documentation: Provides employees with compliant, understandable records.
• Correct Benefits & Contributions: Delivers legally mandated contributions and any changes in compensation, like bonuses.
• Payroll Setup & Processing: Handles salary calculations, tax withholdings, and local reporting obligations.
• Boosts Employee Confidence: Builds trust with compliant, consistent payroll operations.

Uganda requires most foreign nationals who intend to work in the country to obtain an appropriate work permit, typically issued as a Class A–G work permit under the Ugandan immigration framework. Common categories include Class A (Government and Diplomats), Class B (Investment in Agriculture), Class C (Mining), Class D (Business and Trade), Class E (Manufacturing), and Class G (Expatriate Employment), each with its own eligibility criteria and documentation requirements.

Work permits are usually applied for through the Directorate of Citizenship and Immigration Control (DCIC), often via the online e-immigration portal, and are linked to a specific employer, role, and location. In addition to work permits, foreign nationals may need an entry visa (such as a single-entry or multiple-entry Uganda visa or an East Africa Tourist Visa for short visits) before arrival, especially if they will attend business meetings or set up operations prior to starting employment.

Mandatory Leave Entitlement in Uganda

The annual leave entitlement in Uganda is 21 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Uganda

Public holidays in Uganda may vary each year, but some of the major and recurring public holidays typically observed in the country include:

Paid Time Off in Uganda

Employees become eligible for annual leave after six months of employment, and those working at least 16 hours a week are entitled to 21 working days of paid leave. This entitlement accrues at a rate of seven days for every continuous four-month period of service, once they complete 12 months of continuous employment.

Maternity Leave In Uganda

Female employees are granted 60 working days (equal to eight and a half weeks) of fully paid maternity leave, with the first four weeks being compulsory following childbirth or miscarriage.

Paternity Leave In Uganda

Male employees are entitled to four fully paid working days of paternity leave in a year following the birth of their child or the miscarriage of their spouse, covered by the employer.

Sick Leave In Uganda

An employee working a minimum of 16 hours per week becomes eligible for sick leave after one month of service. During the first month of illness or injury, they are entitled to receive full pay for their sick leave.

Parental Leave In Uganda

Uganda's labor laws do not provide a shared parental leave policy.

Employee benefits in Uganda are shaped by a mix of statutory protections and market expectations. Your company needs to understand the core legal entitlements around social security, leave, and termination, and then decide where to go beyond the minimum with health coverage, allowances, and development support.

When you build a Uganda benefits package, think about compliance first, then competitiveness. Ensuring proper NSSF registration and contributions, respecting maternity and other leave rights, and handling termination benefits correctly will keep you onside with regulators. Adding voluntary health insurance, transport or housing allowances, and clear bonus schemes can significantly improve your offer in a tight talent market.

• Top mandatory benefits: registration and contributions to the National Social Security Fund for eligible employees, statutory paid annual leave, statutory maternity leave and protection, and end of service benefits where required by contract or collective agreement.
• Key supplemental benefits: private medical insurance, transport and meal allowances, housing or housing allowances, and performance-based bonuses or commissions.
• Key legal and tax considerations: proper classification of employees versus contractors, accurate reporting of cash and in-kind benefits as taxable income under Uganda’s Pay As You Earn rules, and maintaining contracts and payroll records to demonstrate compliance during audits.

In Uganda, failing to provide the correct employee benefits can have serious consequences. Mistakes in benefits administration may result in fines and harm your reputation as an employer. An Employer of Record ensures statutory benefits and leave are handled correctly, every time, and provides comprehensive options for extra perks to reward your team.

Beyond just avoiding legal issues, a well-managed benefits program builds trust with your employees. An EOR ensures benefits are set up quickly during onboarding, updated when employee status changes, and fully compliant with national regulations. They also manage communication with employees, so there’s no confusion around what’s offered and how to access it. This combination of legal compliance and positive employee experience is hard to replicate without local infrastructure. With an EOR, you can offer peace of mind to your team (and to yourself) knowing that your benefits program in Uganda is running as it should.

Termination Process in Uganda

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.

• Voluntarily by the employee
• By mutual agreement
• By the expiration of the contract
• Unilaterally by the employer based on:
• Probation period
• Objective grounds
• Disciplinary dismissal
• Performance due to unsuitability for the job

Notice Period in Uganda

In Uganda, the minimum notice period for termination is 2 weeks, and it will increase according to the length of employment as follows:

• 2 weeks notice for service of more than 6 months but less than 1 year.
• 1 month notice for service of more than 12 months but less than 5 years.
• 2 months notice for service of more than 5 years but less than 10 years.
• 3 months notice for service of 10 years or more.
• Maximum of 90 days notice.

Severance in Uganda

Ugandan employment law outlines a broad spectrum of circumstances under which an employee is eligible for severance pay, including:

• Unfair dismissal from work
• Termination due to physical incapacity that wasnt caused by an employees misconduct
• Termination due to the death or insolvency of the employer
• Termination by a labour officer, due to the inability or refusal of the employer to pay any wages due.