In Uganda, fair treatment includes treating all employees with respect, giving them their rights, and following a proper code of conduct. Employees’ right to privacy must be protected, and feedback must be given to ensure that they meet their maximum potential at their jobs. The country has incorporated several Uganda Fair Treatment Workplace Laws to ensure their workers are protected.

Examples of unfair treatment in Uganda include:

  • Bullying new employees
  • Discriminating on the basis of gender, ethnicity, and race. This can be in the form of unequal pay, entitlement to leaves, sick pay, maternity leave, paternity leave, pension, and social security
  • Sexually harassing employees
  • Singling out employees, especially those with HIV/AIDs, and making fun of them amongst their co-workers

Equal Pay
The Constitution of Uganda, 1995, makes equal pay compulsory for any kind of work performed by an employee. According to section 6 of the Employment Act, all workers must receive equal pay for the work they do, regardless of age, gender, or ethnicity.

Non-Discrimination
According to article 21 of the Constitution of Uganda, no human, including employee, can be discriminated against on the basis of their sex, race, color, ethnic origin, tribe, birth, creed, religion, social standing, political opinion, or disability. Before the law, everyone is equal. Moreover, the Employment Act does not allow discrimination on the basis of sex, race, color, social origin, or HIV status. If an employer tries to exclude an employee or prefer another employee based on these factors, it will be noted as discrimination.

Persons with Disabilities Act of 2019
According to the Persons with Disabilities Act 2019, no employer may discriminate on the basis of a disability while hiring, promoting, or terminating an employee’s contract. Moreover, employers are encouraged to provide work to those with disabilities. While communicating with the National Council for Persons with Disabilities and employers, the government may allow and update an employment quota for those with disabilities every two years or so. If an employer does not follow the law, they will be held accountable. They can be convicted or fined one hundred currency points. Moreover, they can also be imprisoned for a year. In severe cases, the employer can be imprisoned, as well as fined.

Anti-Unions Discrimination
According to the Whistle-Blower Protection Act, no person can be victimized by his employer, or even otherwise. Moreover, a whistle-blower cannot be harmed in any way, especially in the case of a protected disclosure.

Equal Choice of Work
According to article 40 of the Constitution of Uganda, women are entitled to work in the same businesses and industries as their male counterparts. The laws do not limit women from working in any specific capacity. The law states that “every person in Uganda has the right to practice his or her profession and to carry on any lawful occupation, trade, or business.”

To learn more about managing employees and compliance in Uganda, click here