In 2026, Uganda's labor market continues to be governed by the Employment Act of 2006, with recent amendments emphasizing employee welfare and clear contractual obligations. For businesses operating in Uganda, maintaining compliance is not just a legal necessity but a key driver for employee retention.
Here are the primary statutory leave entitlements in Uganda:
1. Annual Leave
Every employee in Uganda who has performed continuous service for at least six months is entitled to a minimum of 21 working days of paid annual leave per year. This leave accrues at a rate of 7 days for every 4-month period of continuous service. It is important to note that public holidays are not counted as part of these 21 days. While leave should ideally be taken within the year it is earned, it can be carried forward if there is a mutual agreement between the employer and the employee.
2. Sick Leave
An employee who has completed at least one month of continuous service is entitled to sick leave if they are incapacitated by illness or injury.
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First Month: The employee is entitled to full pay and all other benefits stipulated in their contract.
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Second Month: If the illness continues, the second month is typically unpaid, although some company policies may offer half-pay during this period. To qualify, the employee must provide a medical certificate from a qualified medical practitioner. If the employee remains unfit for work after the second month, the employer may legally terminate the contract, provided they comply with all notice and severance terms.
3. Maternity and Paternity Leave
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Maternity Leave: Female employees are entitled to 60 working days (approximately 8.5 weeks) of fully paid maternity leave. The law requires at least four weeks of this leave to be taken after childbirth or a miscarriage.
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Paternity Leave: Male employees are entitled to 4 working days of fully paid paternity leave immediately following the birth of a child or a miscarriage by their partner.
4. Compassionate Leave
While the Employment Act does not strictly mandate a specific number of days for compassionate leave, it is a widely recognized practice in Uganda. Most employers grant 3 to 6 days of paid leave per year to handle emergencies such as the death of a close family member. This is often treated as a separate category from annual leave to support employee mental health during bereavement.
5. Study and Sabbatical Leave
Study leave is not a statutory right in Uganda but is frequently included in the HR manuals of forward-thinking organizations. It is usually granted at the employer's discretion, particularly for courses that add value to the employee's current role. Sabbaticals are also becoming more common in the Ugandan corporate space as a way to reward long-serving staff with extended unpaid or partially paid breaks.
Modernize Your Leave Tracking in Uganda
Manual leave management in Uganda often leads to inconsistencies in accruals and disputes over "working days" versus "calendar days." FaidiHR automates these Ugandan-specific statutory requirements, ensuring that maternity, paternity, and sick leave balances are always accurate and compliant.
Call +256 702 339 699 or Email sales@faidihr.com to see how we can help your Ugandan team manage leave more efficiently.