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Compensation & Benefits in UgUganda.








Country Capital



Ugandan shilling (UGX)

Compensation and benefits are important to both you and your employees. Meeting Uganda’s compensation laws will ensure that you stay compliant and give you peace of mind. Plus, providing a competitive compensation and benefits plan will encourage professionals to choose your position over another and stay with you long-term.

G-P provides Uganda benefits and compensation outsourcing to companies looking to expand without establishing their own subsidiary. We use our existing infrastructure in the country to help you start working in a day or two, and we’ll add your employees to our payroll and benefits plan. You can trust us to help you stay compliant and give you complete peace of mind.

Uganda Compensation Laws

Uganda’s compensation laws haven’t changed since 1984. The national minimum wage is 6,000 Ugandan shillings per month, although it no longer meets the cost of living in the country. Some reports suggest that there may be a new rate soon, but it has yet to appear. Overtime should not exceed 10 hours a day, and it should be paid at one and a half times the normal rate of pay. Any overtime on a public holiday should be paid at two times the normal rate.

Guaranteed Benefits in Uganda

The first step in creating your Uganda benefits management plan is adding statutory benefits that you must provide by law. For example, employees should receive seven days of annual leave for every four continuous months they work in a calendar year. They should also have days off for public holidays.

Maternity leave is 60 working days of leave paid at full wages. At least four of those weeks should come after childbirth or a miscarriage. Male employees should get four working days of paid paternity leave following the birth of a child or a miscarriage. All employees must get at least one month of sick leave at full pay after working one full month.

Uganda Benefits Management

In addition to dispersing statutory benefits, you should give out additional, market norm benefits that employees may expect. Doing so will improve employee happiness and also encourage better retention rates. If you’re not sure what type of benefits employees want, try polling them to see which would be most appreciated. You could give out performance-based bonuses, additional time off, or better health insurance.

Restrictions for Benefits and Compensation

Before you give out benefits and compensation, you need to make sure you have a registered entity in Uganda. This subsidiary will allow you to work, but it won’t come without challenges. It could take weeks or months to fully incorporate, which will set your timeline back for the rest of your work.

You can bypass this restriction by working with a global PEO such as G-P. Choosing Uganda compensation and benefits outsourcing with us will help you work in a day or two without worries about compliance. Your employees will get paid what they deserve and can take advantage of a great benefits plan.

Choose G-P Today

G-P wants to help build a world where companies can expand globally without major hassles. Contact us today to learn more about Uganda benefits and compensation outsourcing.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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