Employment contracts and probation in Uganda: what to check before you sign

Oral offers count, but ask for the terms in writing

The Employment Act says a contract of service may be made orally unless another law requires it to be in writing, and the Act applies to oral and written contracts alike. In practice an oral offer is hard to prove if something goes wrong, so ask for the terms in writing before your first day.

A clause that excludes or limits any provision of the Act to your detriment is void. A contract cannot take away your statutory leave, your notice or your right to complain to a labour officer just because you signed it.

If you cannot read or understand the language a contract is written in, the Act requires it to be attested by a magistrate or a labour officer, who must check that you agreed freely and understood the terms before you sign.

The written particulars your employer must give you

Whether or not you sign a full contract, the Act entitles you to written particulars of your employment no later than twelve weeks after you start. They must cover:

• The full names and addresses of you and your employer.
• The date your employment began and the date your continuous service counts from.
• Your job title and the place where you will work.
• Your wages or how they are calculated, how often you are paid, and the deductions they are subject to.
• The overtime rate that applies to you.
• Your normal hours of work and the shifts or days you work.
• Your annual leave and your pay during leave.
• What happens if you cannot work because of sickness or injury, including any sick pay.
• Any notice period longer than the one the Act requires.

Your employer may refer you to a document, such as a staff handbook, that you can reach during working hours, as long as it is in a language you can be expected to understand. Any agreed change must be confirmed to you in writing. If there is a dispute, the written particulars are evidence of your terms, so keep a copy somewhere safe.

A checklist for your appointment letter

Before you sign, read the letter with these questions in mind. Write down anything unclear and ask HR by email, so that you have the answer in writing.

Is the salary gross or net, and which allowances are included?
When is the first payday, and will it cover a part month?
Where will I work, and can I be moved without my agreement?
What are my normal hours and working days?
How long is probation, and when will I hear about confirmation?
What notice must each side give after probation?
Which deductions will be made apart from PAYE and NSSF, and why?
Which NSSF number will my contributions be paid to?

If the employer says the job is temporary or for a fixed term, ask for the end date or the task in writing. Under the Act, a fixed term or task contract that ends and is not renewed within one week counts as a termination, which matters for notice and final pay.

Probation: the rules after the 2026 amendment

The Act defines a probationary contract as one that lasts no more than six months, is in writing and says expressly that it is for a probationary period. It can be extended by up to six more months, but only with your agreement, and an employer may not employ the same person on probation more than once.

• Ending probation: either side may end a probationary contract by giving at least 14 days of notice. Instead of notice, the employer may pay you one month of wages. Before the 2026 amendment, that payment was seven days of wages.
• Automatic confirmation: if your probation was not extended and your employer keeps paying you after it has ended, the amended Act says you are deemed to be confirmed in your job.
• Fewer protections during probation: the hearing the Act requires before a dismissal does not apply when a dismissal ends a probationary contract, an employee on probation cannot lodge an unfair dismissal complaint under section 70, and no severance allowance is due when a probationary contract ends.

Use probation to collect evidence of your work. Keep your targets, emails that praise your work and any written feedback, and ask for a review meeting before the end date so that confirmation does not slip.

Casual work and piecework

The Act defines a casual employee as someone who works on a daily or hourly basis and is paid at the end of each day of work. Since the 2026 amendment, no one may be employed as a casual employee for a continuous period of more than six months. If an employer lays off a casual employee and later rehires the same person, the casual employment is treated as continuous, so a short break does not restart the count.

The amendment also recognises piecework contracts, where pay depends on the amount of work done. Unless there is a written agreement to the contrary, a worker paid by the piece or by results must be paid at intervals of no more than one fortnight.

NSSF says mandatory contributions cover casual and subcontracted staff as well as permanent and temporary staff, so give your employer your NSSF number even if you are paid by the day.

Transfers, new owners and work abroad

Your contract cannot be transferred to a different employer without your consent. The exception is when the business you work for is transferred in whole or in part: contracts then move to the new owner automatically, and your continuous service is not broken.

You also cannot be required to go with your employer to work outside Uganda without your consent, unless your contract expressly says so. Read any clause about travel or postings abroad carefully before you sign.

If something is missing or wrong

Raise it early and in writing. A short email to HR asking for your written particulars, or for a correction, often solves the problem. If it does not, you can complain to a labour officer. The Act requires every district to have at least one district labour officer, and our complaint guide explains the process and the deadlines.

• How to file a labour complaint in Uganda

Explore this topic

Entry-level jobs in Uganda · More guides in this topic

Frequently asked questions