[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:work\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-rwanda":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":27,"rendered":37,"description":38,"body":39,"body_blocks":40,"call_to_action":41,"owner":7,"authors":48,"related_pages":49,"related_sites":50,"in_subsite":51,"contact_page_url":52,"banner_message":53},21587,"minimum-wages-regulations-rwanda","Work and Wages",null,"","\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-rwanda","labourlaw.labourlawpage","EN_RW","2018-10-23T18:07:00+00:00","2026-04-08T09:35:00.501945+00:00","\u002Fcms\u002Fpages\u002F21587\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"World of Work","work",{"title":20,"slug":21},"Minimum Wages","minimum-wage",{"title":23,"slug":24},"Minimum Wages Regulations","regulations",{"title":26,"slug":5},"Minimum Wages Regulations - Rwanda",{"title":28,"description":8,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":34,"created_at":35,"last_modified_at":36},"Salary, Minimum Wage, Regular Pay - Rwanda","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fwork-and-wages\u002F","index, follow","website","summary_large_image","en","2018-10-23T20:07:00+02:00","2026-04-08T11:35:00.625796+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Work and Wages\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-15\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Minimum Wage\u003C\u002Fh2>\n          \u003Cp>The Ministry of Public Service and Labour (MIFOTRA) sets industry-specific minimum wages in the small formal sector. An Order of the Minister for Labour determines the minimum guaranteed wage (MGW) for different categories of work. However, consultations with relevant social actors (employers and employees) are necessary before an order is issued.\u003C\u002Fp>\n\u003Cp>Monthly salary is determined by taking into account commissions, allowances or various benefits or representative allowances of these benefits. Payment for annual leave, notice period and damages is calculated on the basis of this salary by making the average of the last twelve months the worker worked for.\u003C\u002Fp>\n\u003Cp>If a worker has to travel professionally, outside his\u002Fher workplace, he\u002Fshe is entitled to the transport, per diem and accommodation fees prior to travelling.\u003C\u002Fp>\n\u003Cp>Compliance with the provisions of Labour Code including minimum wages is ensured by the Labour Inspectorate. There are labour inspectors in every district. An employee can consult a labour inspector if he\u002Fshe is paid less than the required minimum wage, and if unsatisfied, he\u002Fshe can be referred to MIFOTRA.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source:\u003C\u002Fstrong> §3, 66, 68, 71 & 113 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"https:\u002F\u002Fmywage.org\u002Frwanda\u002Fsalary\u002Fminimum-wages\">For updated minimum wage rates, please refer to the section on minimum wage.\u003C\u002Fa>\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Regular Pay\u003C\u002Fh2>\n          \u003Cp>In accordance with the Labour Code, the salary is the price for the work done. Salary is not paid in the event of absence from work unless agreed upon between the concerned parties or in cases provided under the law. The Labour Law obliges employers to pay workers their due salaries in a timely manner.\u003C\u002Fp>\n\u003Cp>Wages must be paid regularly and in legal tender (Rwandan franc). Wage period or interval must not exceed:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>one day for a worker hired on an hourly or daily basis;\u003C\u002Fli>\n\u003Cli>a week or fortnight for a worker hired on a weekly or fortnightly basis; and\u003C\u002Fli>\n\u003Cli>a month for a worker hired on a monthly basis.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The 2009 law required that wages must be paid within 7 days of the end of the wage period, except for daily workers who must be paid every day. However, the 2018 law does not include such provisions, which might be added to the forthcoming ministerial orders. Instead of being paid in cash, salaries are paid through accounts maintained by the worker in a bank or any other financial institution. On termination, employers pay the salary and other indemnities soon after the expiry of the notice period.\u003C\u002Fp>\n\u003Cp>An employer should provide pay slips upon a worker’s request, showing the calculation of wages along with items including basic salary, other various allowances and bonuses, withholding taxes and the net salary.\u003C\u002Fp>\n\u003Cp>An employer is not allowed to deduct or seize the worker’s salary or fine a worker, except in case of suspension as a disciplinary measure. The worker receives the salary for the number of days he\u002Fshe has worked. Salary can be deducted according to the provisions of collective agreement or work contract between the employer and the worker. Salary may also be deducted by attachment, execution of a court order, for payment of an advance (loan) given by the employer, or voluntary transfer, but the total deductions may not exceed half (50%) of the worker’s salary. Under the 2009 law, the overall deductions could not exceed one-third (33%) of the worker’s salary. In case of illegal deduction, the worker is entitled to the interest for his\u002Fher benefit at the average rate determined by the Central Bank of Rwanda. Interest is computed from the date the worker should have been paid the illegally deducted salary.\u003C\u002Fp>\n\u003Cp>When a salary is deducted in contravention of the law, the employee is entitled to interest in accordance with the law, starting on the date on which the employee was supposed to be paid.\u003C\u002Fp>\n\u003Cp>Any 13th-month salary, performance bonus or similar payments in Rwanda arise only from individual employment contracts, company policies, or collective bargaining agreements (CBAs).\u003C\u002Fp>\n\u003Cp>There is no obligation in Labour Law or ministerial order to pay a 13th-month salary.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source\u003C\u002Fstrong>: §39, 66-76 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Work and Wages\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_compensation_URL_\n      \n          _MW_FOLDER_URL_\n      \n          _SC_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: salary and minimum wages in Rwanda – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-15\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Minimum Wage\u003C\u002Fh2>\n\u003Cp>The Ministry of Public Service and Labour (MIFOTRA) sets industry-specific minimum wages in the small formal sector. An Order of the Minister for Labour determines the minimum guaranteed wage (MGW) for different categories of work. However, consultations with relevant social actors (employers and employees) are necessary before an order is issued.\u003C\u002Fp>\n\u003Cp>Monthly salary is determined by taking into account commissions, allowances or various benefits or representative allowances of these benefits. Payment for annual leave, notice period and damages is calculated on the basis of this salary by making the average of the last twelve months the worker worked for.\u003C\u002Fp>\n\u003Cp>If a worker has to travel professionally, outside his\u002Fher workplace, he\u002Fshe is entitled to the transport, per diem and accommodation fees prior to travelling.\u003C\u002Fp>\n\u003Cp>Compliance with the provisions of Labour Code including minimum wages is ensured by the Labour Inspectorate. There are labour inspectors in every district. An employee can consult a labour inspector if he\u002Fshe is paid less than the required minimum wage, and if unsatisfied, he\u002Fshe can be referred to MIFOTRA.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source:\u003C\u002Fstrong> §3, 66, 68, 71 & 113 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"https:\u002F\u002Fmywage.org\u002Frwanda\u002Fsalary\u002Fminimum-wages\">For updated minimum wage rates, please refer to the section on minimum wage.\u003C\u002Fa>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regular Pay\u003C\u002Fh2>\n\u003Cp>In accordance with the Labour Code, the salary is the price for the work done. Salary is not paid in the event of absence from work unless agreed upon between the concerned parties or in cases provided under the law. The Labour Law obliges employers to pay workers their due salaries in a timely manner.\u003C\u002Fp>\n\u003Cp>Wages must be paid regularly and in legal tender (Rwandan franc). Wage period or interval must not exceed:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>one day for a worker hired on an hourly or daily basis;\u003C\u002Fli>\n\u003Cli>a week or fortnight for a worker hired on a weekly or fortnightly basis; and\u003C\u002Fli>\n\u003Cli>a month for a worker hired on a monthly basis.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The 2009 law required that wages must be paid within 7 days of the end of the wage period, except for daily workers who must be paid every day. However, the 2018 law does not include such provisions, which might be added to the forthcoming ministerial orders. Instead of being paid in cash, salaries are paid through accounts maintained by the worker in a bank or any other financial institution. On termination, employers pay the salary and other indemnities soon after the expiry of the notice period.\u003C\u002Fp>\n\u003Cp>An employer should provide pay slips upon a worker’s request, showing the calculation of wages along with items including basic salary, other various allowances and bonuses, withholding taxes and the net salary.\u003C\u002Fp>\n\u003Cp>An employer is not allowed to deduct or seize the worker’s salary or fine a worker, except in case of suspension as a disciplinary measure. The worker receives the salary for the number of days he\u002Fshe has worked. Salary can be deducted according to the provisions of collective agreement or work contract between the employer and the worker. Salary may also be deducted by attachment, execution of a court order, for payment of an advance (loan) given by the employer, or voluntary transfer, but the total deductions may not exceed half (50%) of the worker’s salary. Under the 2009 law, the overall deductions could not exceed one-third (33%) of the worker’s salary. In case of illegal deduction, the worker is entitled to the interest for his\u002Fher benefit at the average rate determined by the Central Bank of Rwanda. Interest is computed from the date the worker should have been paid the illegally deducted salary.\u003C\u002Fp>\n\u003Cp>When a salary is deducted in contravention of the law, the employee is entitled to interest in accordance with the law, starting on the date on which the employee was supposed to be paid.\u003C\u002Fp>\n\u003Cp>Any 13th-month salary, performance bonus or similar payments in Rwanda arise only from individual employment contracts, company policies, or collective bargaining agreements (CBAs).\u003C\u002Fp>\n\u003Cp>There is no obligation in Labour Law or ministerial order to pay a 13th-month salary.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source\u003C\u002Fstrong>: §39, 66-76 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Work and Wages\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fcompensation-and-working-time'>Compensation and Working Time\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-rw\u002Fwork-in-rwanda\u002Fminimum-wage\u002F'>Minimum Wage\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-rw\u002Fwork-in-rwanda\u002Fsalary\u002Fcheck'>Salary Check\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":42,"link":43},"Contact us",{"title":42,"url":44,"description":42,"rel":45,"type":46,"id":47},"\u002Fabout\u002Fcontact","follow","internal",24590,[],[],[],false,"\u002Fwork\u002Fliving-wages\u002Fcontact-us","\u003Cp>Welcome to WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]