How to file a labour complaint in Uganda: labour officers, deadlines and the Industrial Court

Labour officers are the first stop

The Act says that, except where another law expressly provides otherwise, the only remedy for a person who claims an infringement of a right under the Act is a complaint to a labour officer. A labour officer means the Commissioner for labour or a district labour officer, and the Act requires every district to have at least one district labour officer. District service commissions appoint them, so ask at your district local government headquarters.

Where an employer neglects or refuses to honour the terms of a contract, or a dispute arises about rights under the contract or the Act, the aggrieved party may report the matter to a labour officer, who must try to resolve it by agreement between the parties.

What a labour officer can do

• Investigate the complaint and any defence put forward by the employer.
• Settle or attempt to settle it by conciliation, adjudication or another procedure acceptable to both sides, involving any labour union at the workplace.
• Require any person to attend as a witness, or require documents to be produced, after reasonable notice.
• Hold hearings to establish whether the complaint is well founded.
• Order a party to comply with the Act or the contract and make the aggrieved party whole, without paying twice for the same loss.
• State the reasons for the decision.

If you fail to appear within the period the labour officer sets, the officer may presume the complaint settled. Keep every appointment, or ask in writing for a new date before the hearing.

Deadlines that matter

• Unfair dismissal: within three months of the date of dismissal, or a later period you show to be just and equitable.
• Dismissal without the required hearing: within three months after the date of dismissal.
• Summary dismissal without justification: within six months after the date of dismissal.
• A disciplinary penalty, or a suspension with half pay, that you believe was unjustified: within four weeks of the penalty or suspension.
• Recovering pay that was wrongfully withheld or deducted: within six years of the deduction.

For other problems, such as missing payslips, unpaid leave or sexual harassment by an employer or its representative, complain as soon as you can while the evidence is fresh.

Prepare your complaint

Gather the documents that show what you were promised and what happened:

• Your appointment letter, contract or written particulars.
• Payslips and bank or mobile money statements showing what was paid.
• Your NSSF statement, if contributions are missing.
• Letters, emails or messages about the problem, including any termination or dismissal letter.
• A short timeline with dates, what happened and who was involved.
• Names and phone numbers of any witnesses.

To: The District Labour Officer, [District]
Date: [date]

Complaint against [employer name and address]

I worked for the above employer as [job title] from [date] to [date or present], earning UGX [amount] a month.

My complaint: [for example, I have not been paid my wages for the months of (months), a total of UGX (amount)].

I raised this with [name and title] on [date] by [email or letter], and the problem was not resolved.

I ask the labour officer to help me recover [the unpaid amounts, my final dues or compensation].

Attached: [list of documents]

[Name, phone number and signature]

Help and representation

In complaints about a disciplinary penalty or a dismissal, a party may be represented by an advocate before the labour officer, and may also be assisted or represented by an official of a labour union or of an employers' organisation.

Keep your complaint factual and stick to dates, amounts and documents. A calm, well documented complaint is easier for the labour officer to investigate and settle.

Protection from retaliation

Starting, or planning to start, a complaint or legal proceedings against your employer is not a fair reason for dismissal or a disciplinary penalty, unless a labour officer finds the complaint wholly irresponsible and without foundation. A clause in a contract that stops you from presenting a complaint to a labour officer is void.

Settlements, delays and appeals

• Settlement: an agreement that no complaint about a termination will go to a labour officer must be in writing, signed by both sides, and include a labour officer's written statement that the terms are fair and reasonable and that your entitlements have been paid.
• Delay: if a labour officer has not issued a decision on your complaint, or dismissed it, within 90 days of submission, you may pursue the claim before the Industrial Court.
• Appeal: a party dissatisfied with a labour officer's decision may appeal to the Industrial Court, whose decision on the appeal is final.

Explore this topic

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

Frequently asked questions