Working Hours and Overtime in Rwanda

In Rwanda, your company must comply with working hour and overtime laws – including daily limits, overtime thresholds, and rest requirements – to stay compliant and build a strong employee experience.

Between now and 2026, regulators in Rwanda are expected to continue focusing on enforcement of existing working-time rules rather than radically changing the framework. This means you should prioritize accurate timekeeping, transparent overtime policies, and clear documentation of schedules, rest periods, and pay calculations. Embedding these requirements into contracts, internal regulations, and HR systems will help you respond effectively to inspections, employee complaints, or audits and demonstrate that your organisation takes worker welfare and legal compliance seriously.

• Standard Working Hours
• Overtime Thresholds
• Overtime Pay Rates
• Daily And Weekly Rest Requirements
• Night Work Restrictions
• Penalties For Non-Compliance

What Are The Standard Working Hours In Rwanda?

An employee whose age is 18 or younger has a maximum of 7 hours per day and 35 hours per week. An employee whose age is 19 or older is allowed to work 45 hours per week. A minimum meal interval of 60 minutes must be observed by employees who work more than 5 hours in a day. In typical working hours, Monday through Friday, the hours are 8:00 to 17:00.

Maximum Working Hours In Rwanda

Under Rwandan labour law, the statutory limit for normal working time is 45 hours per week, usually spread over five or six days. In practice, this often means nine hours per day over five days, or shorter daily schedules over six days, provided the weekly cap is respected. Employers should define standard schedules in written employment contracts or internal regulations and ensure that any work beyond these limits is treated and compensated as overtime. You should also monitor actual hours worked through reliable timekeeping systems to demonstrate compliance in the event of an inspection or dispute.

Industry-Specific Exceptions

• Continuous-Process Manufacturing And Utilities
• Healthcare And Emergency Services
• Hospitality, Tourism, And Retail
• Agriculture And Seasonal Activities
• Transport, Logistics, And Security Services

Managerial And Exempt Employees

Senior managers and employees who have genuine decision-making authority may have more flexible schedules, but they are not automatically exempt from working-time protections. Even for managerial staff, you should respect general health and safety principles, avoid excessive hours, and clearly define expectations in their contracts. If you classify certain roles as not entitled to overtime premiums, this should be based on clear legal grounds, documented in writing, and applied consistently to avoid misclassification claims. Keep in mind that labour inspectors and courts may look at the reality of the role – not just the job title – when assessing whether working-time rules have been respected.

Statutory Full-Time Working Hours In Rwanda

Full-time employment in Rwanda is generally understood as the statutory maximum of 45 hours per week. When you hire employees on a full-time basis, their contracts should specify the weekly total, daily distribution of hours, and any shift or rota patterns. Part-time employees work fewer than 45 hours per week but are still protected by working-time and rest rules on a pro-rata basis. Clearly distinguishing between full-time and part-time arrangements – and documenting any agreed flexibility – will help you manage staffing levels, overtime exposure, and compliance with national labour standards.

Overtime Regulations In Rwanda

What Counts As Overtime In Rwanda?

In Rwanda, overtime is generally any time worked beyond the statutory normal working hours of 45 hours per week or beyond the agreed daily schedule set in the employment contract or internal regulations. Overtime should be exceptional, justified by business needs, and normally requested or approved in advance by the employer. You should avoid informal practices where employees stay late or work on rest days without written authorization, as these hours can still be claimed as overtime in a dispute. Make sure your policies explain when overtime is allowed, how it is recorded, and how employees will be compensated or granted time off in lieu.

Maximum Overtime In Rwanda

Rwandan law aims to prevent excessive working hours that could endanger employee health and safety. While the Labour Code allows overtime in specific circumstances, it expects employers to keep additional hours within reasonable limits and to respect mandatory daily and weekly rest. In practice, you should set internal caps on overtime per day, per week, and per month, and require managerial approval once an employee approaches those thresholds. For high-demand periods, consider using staggered shifts, temporary staff, or fixed-term contracts rather than relying on sustained overtime, which can attract scrutiny from labour inspectors and increase the risk of fatigue-related incidents.

Overtime Payout Rates In Rwanda

Overtime work in Rwanda must be compensated at a higher rate than normal hours, in line with the Labour Code and any applicable collective bargaining agreements. Common practice is to apply premium rates that increase depending on when the overtime is performed – for example, a higher percentage for night work, work on weekly rest days, or work on public holidays. You may also agree with employees or their representatives to provide time off in lieu, but the equivalent value should not be less than what the employee would have received in cash. To remain compliant, clearly state overtime rates and calculation methods in contracts or policies, itemize overtime separately on payslips, and keep accurate records of hours worked and premiums paid.

Rest Periods And Breaks In Rwanda

Employees in Rwanda typically work up to 9 hours per day and 45 hours per week, and the law requires that these working hours be balanced with adequate rest periods and breaks to protect health and safety. As an employer, you must schedule meal breaks during the working day, ensure sufficient daily rest between shifts, and provide at least one full day of weekly rest, while paying particular attention to the needs of minors and night workers. These rest entitlements apply alongside your standard working-time arrangements and must be reflected in work schedules, internal regulations, and timekeeping practices.

• Meal Break Requirements
• Daily Rest
• Weekly Rest
• Minors
• Employer Duties