[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment":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":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":131,"in_subsite":56,"contact_page_url":7,"banner_message":132},591,"fair-treatment","Fair Treatment",null,"","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment","labourlaw.labourlawpage","en_UG","2025-07-27T07:43:28.584959+00:00","2026-04-03T20:26:21.463207+00:00","\u002Fcms\u002Fpages\u002F591\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Uganda","en-ug",{"title":20,"slug":21},"Work in Uganda","work-in-uganda",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Work Discrimination, Fair Treatment - Uganda","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002F","index, follow","website","summary_large_image","2025-07-27T09:43:28.584959+02:00","2026-04-03T22:26:21.633842+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Fair Treatment\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-30\u003C\u002Fspan>\n\n  \n\n    \n  \n  \n  \t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Pay\u003C\u002Fh2>\n          \u003Cp>The Constitution of Uganda recognizes the right to equal pay for equal work with no discrimination.\u003C\u002Fp>\n\u003Cp>Under the Employment Act, every worker, irrespective of gender, should receive equal pay for work of equal value.\u003C\u002Fp>\n\u003Cp>Source: §40(b) of the Constitution of 1995, last amended in 2018; §5(6) of the Employment Act 2006, last amended in 2023\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Non-Discrimination\u003C\u002Fh2>\n          \u003Cp>According to the constitution, all human beings are equal before the law and no person can be discriminated against on any ground including sex, race, colour, ethnic origin, tribe, birth, creed or religion, social or economic standing, political opinion or disability.\u003C\u002Fp>\n\u003Cp>The law requires equal treatment in employment opportunities, including appointment, promotion, training, and transfer, without discrimination based on criteria such as colour, social origin, nationality, and other aspects mentioned in various legislations such as the Employment Act, the Persons with Disabilities Act, the Whistle-blower Protection Act and the Labour Unions Act. Employers are obligated to ensure fairness and equality in all employment-related matters.\u003C\u002Fp>\n\u003Cp>According to the Employment Act Any distinction, exclusion or preference in respect of a particular job based on the inherent requirements of that particular job is not, however, deemed to be discrimination.\u003C\u002Fp>\n\u003Cp>With the provisions of the Persons with Disabilities Act 2019, employers cannot discriminate against any person on the grounds of a disability in all employment-related matters, including hiring, remuneration, promotion, and termination of contract.  In the event of contravention of provisions of law, the employer is liable, on conviction, to a maximum fine of one hundred currency points or imprisonment (maximum one year) or both.\u003C\u002Fp>\n\u003Cp>The Labour Union Act prohibits anti-union discrimination.\u003C\u002Fp>\n\u003Cp>In accordance with the Whistle-blower Protection Act, a person must not be subjected to any victimization by his or her employer or by any other person on account, or partly on account, of having made a protected disclosure. A whistle-blower cannot be subjected to an occupational detriment because of a protected disclosure. A whistle-blower is considered victimized on account of making a protected disclosure if he\u002Fshe is subjected to a discriminatory or other adverse measure by the employer or a fellow employee.\u003C\u002Fp>\n\u003Cp>Source: §21 of the Constitution of 1995, last amended in 2018); §5 of the Employment Act 2006, last amended in 2023 ; §4(c) of the Labour Union Act, 2006; §9 of the Persons with Disabilities Act, 2020; §9 of the Whistle-blower Protection Act  of 2010, last amended in 2023\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n          \u003Cp>Women can work in the same industries as men. No restrictions could be located in laws. every person in Uganda has the right to practise his or her profession and to carry on any lawful occupation, trade or business.\u003C\u002Fp>\n\u003Cp>An employer must not discriminate against a person with a disability; if found guilty, the employer will face a fine of 100 currency points or imprisonment for one year or both.\u003C\u002Fp>\n\u003Cp>The right to equal opportunities is protected by the Equal Opportunities Commission. The Equal Opportunities Commission monitors and enforces compliance with equality and affirmative action laws across public and private sectors, protecting marginalized groups from discrimination based on various factors,which ensures that individuals are not discriminated against based on gender in terms of economic standings.\u003C\u002Fp>\n\u003Cp>Source: §40(2) of the Constitution of Uganda 1995 amended in 2018; §1 & 14 of the Equal Opportunities Commission Act, 2007; §9 of the Persons with Disabilities Act, 2020\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            The Constitution of Uganda of 1995, last amended in 2017\n          \u003C\u002Fli>\n          \u003Cli>\n            The Employment Act 2006, last amended in 2023\n          \u003C\u002Fli>\n          \u003Cli>\n            Employment (Sexual Harassment) Regulations 2012\n          \u003C\u002Fli>\n          \u003Cli>\n            Penal Code of 1950, last amended in 2024Labour Unions Act, 2006\n          \u003C\u002Fli>\n          \u003Cli>\n            Workers' Compensation Act of 2000, last amended in 2023\n          \u003C\u002Fli>\n          \u003Cli>\n            The Persons with Disabilities Act, 2020\n          \u003C\u002Fli>\n          \u003Cli>\n            Whistle-blower Protection Act of 2010, last amended in 2023\n          \u003C\u002Fli>\n          \u003Cli>\n            Equal Opportunities Commission Act, 2007\n          \u003C\u002Fli>\n          \u003Cli>\n            Labour Union Act, 2006\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_sexharassment_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_forcedlabour_URL_\n      \n          _ll_minors_URL_\n      \n          _MW_FOLDER_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: discrimination at work and equal pay in Uganda – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-30\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Equal Pay\u003C\u002Fh2>\n\u003Cp>The Constitution of Uganda recognizes the right to equal pay for equal work with no discrimination.\u003C\u002Fp>\n\u003Cp>Under the Employment Act, every worker, irrespective of gender, should receive equal pay for work of equal value.\u003C\u002Fp>\n\u003Cp>Source: §40(b) of the Constitution of 1995, last amended in 2018; §5(6) of the Employment Act 2006, last amended in 2023\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Non-Discrimination\u003C\u002Fh2>\n\u003Cp>According to the constitution, all human beings are equal before the law and no person can be discriminated against on any ground including sex, race, colour, ethnic origin, tribe, birth, creed or religion, social or economic standing, political opinion or disability.\u003C\u002Fp>\n\u003Cp>The law requires equal treatment in employment opportunities, including appointment, promotion, training, and transfer, without discrimination based on criteria such as colour, social origin, nationality, and other aspects mentioned in various legislations such as the Employment Act, the Persons with Disabilities Act, the Whistle-blower Protection Act and the Labour Unions Act. Employers are obligated to ensure fairness and equality in all employment-related matters.\u003C\u002Fp>\n\u003Cp>According to the Employment Act Any distinction, exclusion or preference in respect of a particular job based on the inherent requirements of that particular job is not, however, deemed to be discrimination.\u003C\u002Fp>\n\u003Cp>With the provisions of the Persons with Disabilities Act 2019, employers cannot discriminate against any person on the grounds of a disability in all employment-related matters, including hiring, remuneration, promotion, and termination of contract.  In the event of contravention of provisions of law, the employer is liable, on conviction, to a maximum fine of one hundred currency points or imprisonment (maximum one year) or both.\u003C\u002Fp>\n\u003Cp>The Labour Union Act prohibits anti-union discrimination.\u003C\u002Fp>\n\u003Cp>In accordance with the Whistle-blower Protection Act, a person must not be subjected to any victimization by his or her employer or by any other person on account, or partly on account, of having made a protected disclosure. A whistle-blower cannot be subjected to an occupational detriment because of a protected disclosure. A whistle-blower is considered victimized on account of making a protected disclosure if he\u002Fshe is subjected to a discriminatory or other adverse measure by the employer or a fellow employee.\u003C\u002Fp>\n\u003Cp>Source: §21 of the Constitution of 1995, last amended in 2018); §5 of the Employment Act 2006, last amended in 2023 ; §4(c) of the Labour Union Act, 2006; §9 of the Persons with Disabilities Act, 2020; §9 of the Whistle-blower Protection Act  of 2010, last amended in 2023\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n\u003Cp>Women can work in the same industries as men. No restrictions could be located in laws. every person in Uganda has the right to practise his or her profession and to carry on any lawful occupation, trade or business.\u003C\u002Fp>\n\u003Cp>An employer must not discriminate against a person with a disability; if found guilty, the employer will face a fine of 100 currency points or imprisonment for one year or both.\u003C\u002Fp>\n\u003Cp>The right to equal opportunities is protected by the Equal Opportunities Commission. The Equal Opportunities Commission monitors and enforces compliance with equality and affirmative action laws across public and private sectors, protecting marginalized groups from discrimination based on various factors,which ensures that individuals are not discriminated against based on gender in terms of economic standings.\u003C\u002Fp>\n\u003Cp>Source: §40(2) of the Constitution of Uganda 1995 amended in 2018; §1 & 14 of the Equal Opportunities Commission Act, 2007; §9 of the Persons with Disabilities Act, 2020\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            The Constitution of Uganda of 1995, last amended in 2017\n          \u003C\u002Fli>\n\u003Cli>\n            The Employment Act 2006, last amended in 2023\n          \u003C\u002Fli>\n\u003Cli>\n            Employment (Sexual Harassment) Regulations 2012\n          \u003C\u002Fli>\n\u003Cli>\n            Penal Code of 1950, last amended in 2024Labour Unions Act, 2006\n          \u003C\u002Fli>\n\u003Cli>\n            Workers' Compensation Act of 2000, last amended in 2023\n          \u003C\u002Fli>\n\u003Cli>\n            The Persons with Disabilities Act, 2020\n          \u003C\u002Fli>\n\u003Cli>\n            Whistle-blower Protection Act of 2010, last amended in 2023\n          \u003C\u002Fli>\n\u003Cli>\n            Equal Opportunities Commission Act, 2007\n          \u003C\u002Fli>\n\u003Cli>\n            Labour Union Act, 2006\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment'>Sexual Harassment\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-uganda'>Minimum Wages Regulations - Uganda\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour'>Forced Labour\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth'>Minors and Youth\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ug\u002Fwork-in-uganda\u002Fminimum-wage\u002F'>Minimum Wage\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":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,78,82,86,90,94,98,102,106,110,114,115,119,123,127],{"id":59,"short_title":7,"title":60,"url":61},577,"Work and Wages","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},578,"Compensation and Working Time","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fcompensation-and-working-time",{"id":67,"short_title":7,"title":68,"url":69},579,"Annual Leave and Holidays","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":71,"short_title":7,"title":72,"url":73},580,"Contracts and Dismissals","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":75,"short_title":7,"title":76,"url":77},581,"Notice and Severance","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":79,"short_title":7,"title":80,"url":81},582,"Family Responsibilities","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffamily-responsibilities",{"id":83,"short_title":7,"title":84,"url":85},583,"Maternity and Work","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work",{"id":87,"short_title":7,"title":88,"url":89},584,"Job Protection","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":91,"short_title":7,"title":92,"url":93},585,"Breastfeeding","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":95,"short_title":7,"title":96,"url":97},586,"Health and Safety","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fhealth-and-safety",{"id":99,"short_title":7,"title":100,"url":101},587,"Sick Leave","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fsick-leave",{"id":103,"short_title":7,"title":104,"url":105},588,"Work Injury Benefits","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":107,"short_title":7,"title":108,"url":109},589,"Social Security","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fsocial-security",{"id":111,"short_title":7,"title":112,"url":113},590,"Unemployment Benefits","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":4,"short_title":7,"title":6,"url":9},{"id":116,"short_title":7,"title":117,"url":118},592,"Sexual Harassment","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":120,"short_title":7,"title":121,"url":122},593,"Minors and Youth","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":124,"short_title":7,"title":125,"url":126},594,"Forced Labour","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":128,"short_title":7,"title":129,"url":130},595,"Trade Unions","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]