The Employment Act, 2006, in Uganda sets the regulations for standard working hours. It specifies a maximum of eight hours per day as the standard working hours for an employee. Extending this to the workweek, the maximum limit is set at forty-eight hours.

The Act also allows some flexibility through agreements between employers and employees. They can agree to working weeks shorter than 48 hours. In special circumstances, exceeding the 48-hour limit is also possible through mutual agreement. However, this extension comes with limitations.

In Uganda, the rules and compensation for overtime work are governed by the Employment Act, 2006. An employee qualifies for overtime pay when their work hours exceed the standard limits set by law. This applies to exceeding eight hours per day or forty-eight hours per week. However, there's an exception for shift work. Employees working shifts can be required to work more than ten hours a day or forty-eight hours a week, as long as the average over three weeks doesn't surpass these limits.

The Act also protects employee autonomy regarding overtime. An employee cannot be forced to work overtime unless a written agreement exists between them and the employer.

The law mandates compensation for overtime work. The specific rate depends on whether the overtime falls on a regular workday or a public holiday. On regular workdays, employees are entitled to one and a half times their normal hourly rate for overtime work. Working overtime on a gazetted public holiday earns employees double their normal hourly rate. These are minimum requirements. Employment contracts or agreements can stipulate higher overtime pay rates.

In Uganda, the legal framework ensures that workers are entitled to designated periods for rest and breaks during their workday.

Daily Rest Break

According to the Employment Act, 2006, employers are required to provide a minimum of 30 minutes as a break each day to employees working eight or more hours. It's important to note that this break is typically unpaid.

Weekly Rest Day

The Act also guarantees workers a 24-hour uninterrupted rest period every week. This rest day can be a single 24-hour period or two separate 12-hour periods spread across the week. The specific day for the rest period can be negotiated between the employer and employee, or it can follow customary practices.

Flexibility and Agreements

The legislation allows some flexibility regarding rest periods. Employers and employees can agree on alternative arrangements for the weekly rest day, as long as the total uninterrupted rest period remains at least 24 hours per week.

Religious Observance

The law acknowledges the importance of religious observance for workers. While not explicitly mandating breaks for prayer, it allows employers to include time for religious activities within the nine-hour daily limit. This offers some indirect support for short prayer breaks during the workday.

Uganda's Employment Act, 2006, establishes regulations for night shift and weekend work, aiming to balance operational needs with worker well-being.

In terms of night shift work, the Act doesn't explicitly define "night shift" but sets limitations on working hours at night. Night workers shouldn't work more than an average of eight hours in any 24-hour period. This average is calculated over a period of seventeen weeks, though employers and employees can agree to extend this period to 52 weeks. Essentially, night shifts shouldn't consistently exceed eight hours per night. Furthermore, the Act protects employee autonomy. An employee cannot be forced to work night shifts unless a written agreement exists between them and the employer.

As for weekend work, there are no specific regulations in the Act prohibiting it. However, the guarantee of a weekly rest period applies. Every worker is entitled to a 24-hour uninterrupted rest period each week. This rest day can encompass any part of the weekend (Friday-Saturday-Sunday). Essentially, weekend work is permitted, but workers must receive a compensatory rest period during the week.

The Act doesn't mandate specific compensation for weekend work itself. However, if weekend work falls on a gazetted public holiday, employees are entitled to double their normal hourly rate.

If night shift work extends into the weekend, both night shift limitations and the right to a weekly rest period come into play. Employers need to ensure compliance with both regulations.