[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection":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":29,"rendered":38,"description":39,"body":40,"body_blocks":41,"call_to_action":42,"owner":49,"authors":57,"show_related_pages":59,"related_pages":60,"related_sites":133,"in_subsite":59,"contact_page_url":7,"banner_message":134},584,"job-protection","Job Protection",null,"","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection","labourlaw.labourlawpage","en_UG","2025-07-27T07:43:27.070855+00:00","2026-04-03T17:29:43.588260+00:00","\u002Fcms\u002Fpages\u002F584\u002Fedit\u002F",[16,19,22,25,28],{"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":26,"slug":27},"Maternity and Work","maternity-and-work",{"title":6,"slug":5},{"title":30,"description":8,"image":31,"canonical":32,"robots":33,"og_type":34,"twitter_card":35,"locale":18,"created_at":36,"last_modified_at":37},"Maternity Work Safety, Pregnancy Rights - 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\u002Fmaternity-and-work\u002Fjob-protection\u002F","index, follow","website","summary_large_image","2025-07-27T09:43:27.070855+02:00","2026-04-03T19:29:43.730950+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Job Protection\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      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>No Harmful Work\u003C\u002Fh2>\n          \u003Cp>Following Employment Regulations , a pregnant employee must not engage in hazardous or harmful work that could jeopardize her health. Employers may offer expectant mothers options such as flexible work hours, reduced workload, or alternative work arrangements. \u003C\u002Fp>\n\u003Cp>Source: §42 of the Employment Regulations, 2011\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Protection from Dismissals\u003C\u002Fh2>\n          \u003Cp>It is illegal for an employer to dismiss a female worker due to her pregnancy. Moreover, an employee’s continuous service is not considered broken if the absence from work is due to maternity leave.\u003C\u002Fp>\n\u003Cp>Source: §74 & 83 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>Right to Return to Same Position\u003C\u002Fh2>\n          \u003Cp>Employees have the right to return to their original job or a comparable role with equivalent terms and conditions. If illness related to pregnancy or childbirth prevents their return, this right extends up to eight weeks post-childbirth or miscarriage. Employees must provide at least seven days’ notice (or less if reasonable) of their intent to return, in writing if requested by the employer. A medical certificate from a qualified practitioner or midwife may be required to confirm the employee’s condition if the employer requests it.\u003C\u002Fp>\n\u003Cp>Source: § 55 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=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_maternity_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: job protection while pregnant and\u002For during maternity leave in Uganda – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-30\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>No Harmful Work\u003C\u002Fh2>\n\u003Cp>Following Employment Regulations , a pregnant employee must not engage in hazardous or harmful work that could jeopardize her health. Employers may offer expectant mothers options such as flexible work hours, reduced workload, or alternative work arrangements. \u003C\u002Fp>\n\u003Cp>Source: §42 of the Employment Regulations, 2011\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Protection from Dismissals\u003C\u002Fh2>\n\u003Cp>It is illegal for an employer to dismiss a female worker due to her pregnancy. Moreover, an employee’s continuous service is not considered broken if the absence from work is due to maternity leave.\u003C\u002Fp>\n\u003Cp>Source: §74 & 83 of the Employment Act 2006, last amended in 2023\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Right to Return to Same Position\u003C\u002Fh2>\n\u003Cp>Employees have the right to return to their original job or a comparable role with equivalent terms and conditions. If illness related to pregnancy or childbirth prevents their return, this right extends up to eight weeks post-childbirth or miscarriage. Employees must provide at least seven days’ notice (or less if reasonable) of their intent to return, in writing if requested by the employer. A medical certificate from a qualified practitioner or midwife may be required to confirm the employee’s condition if the employer requests it.\u003C\u002Fp>\n\u003Cp>Source: § 55 of the Employment Act  2006, last amended in 2023\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\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":43,"link":44},"Contact Us",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},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,[58],{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},true,[61,65,69,73,77,81,85,88,89,93,97,101,105,109,113,117,121,125,129],{"id":62,"short_title":7,"title":63,"url":64},577,"Work and Wages","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fwork-and-wages",{"id":66,"short_title":7,"title":67,"url":68},578,"Compensation and Working Time","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fcompensation-and-working-time",{"id":70,"short_title":7,"title":71,"url":72},579,"Annual Leave and Holidays","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":74,"short_title":7,"title":75,"url":76},580,"Contracts and Dismissals","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":78,"short_title":7,"title":79,"url":80},581,"Notice and Severance","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":82,"short_title":7,"title":83,"url":84},582,"Family Responsibilities","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffamily-responsibilities",{"id":86,"short_title":7,"title":26,"url":87},583,"\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work",{"id":4,"short_title":7,"title":6,"url":9},{"id":90,"short_title":7,"title":91,"url":92},585,"Breastfeeding","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":94,"short_title":7,"title":95,"url":96},586,"Health and Safety","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fhealth-and-safety",{"id":98,"short_title":7,"title":99,"url":100},587,"Sick Leave","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fsick-leave",{"id":102,"short_title":7,"title":103,"url":104},588,"Work Injury Benefits","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":106,"short_title":7,"title":107,"url":108},589,"Social Security","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fsocial-security",{"id":110,"short_title":7,"title":111,"url":112},590,"Unemployment Benefits","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":114,"short_title":7,"title":115,"url":116},591,"Fair Treatment","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment",{"id":118,"short_title":7,"title":119,"url":120},592,"Sexual Harassment","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":122,"short_title":7,"title":123,"url":124},593,"Minors and Youth","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":126,"short_title":7,"title":127,"url":128},594,"Forced Labour","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":130,"short_title":7,"title":131,"url":132},595,"Trade Unions","\u002Fen-ug\u002Fwork-in-uganda\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]