Uganda Leave Laws and Holidays

Female employees are entitled to 60 working days of maternity leave with full pay.

Expectant mothers are required to give their employers at least three weeks' notice before commencing maternity leave.

While maternity leave is a statutory right, notifying and getting approval from the employer is necessary for formal record-keeping and operational planning.

Additional maternity leave is not typically standard and would depend on specific agreements with the employer.

Maternity leave does not accrue over time but is a fixed entitlement per pregnancy.

Maternity leave cannot be carried over as it is intended for a specific period surrounding the birth or adoption of a child.

There is no payout for unused maternity leave upon termination as it is contingent upon the circumstances of pregnancy or adoption.

There is no provision for end of year payout for maternity leave as it is granted per incident.

The law protects women from dismissal due to pregnancy or while on maternity leave. Employers are also required to preserve the position for the employee to return to post-leave.

Employees are entitled to sick leave of up to one month full pay if they have worked for at least six months with the employer, after which it may be half pay depending on the employment contract.

Employees should notify their employer of their sickness as soon as reasonably possible and provide a medical certificate if the illness lasts longer than three days.

Sick leave beyond three days requires medical certification for validation and approval from the employer.

Any additional sick leave quota is generally subject to the terms of the employment contract and the discretion of the employer.

Sick leave does not accrue like annual leave but is granted based on immediate need and health circumstances.

Sick leave cannot be carried over to the next year; it is based solely on each individual case of illness or injury per year.

Unused sick leave is not paid out upon termination as it is granted on an as-needed basis.

There is no payout for unused sick leave at the end of the year.

Providing a medical certificate is a common requirement for taking sick leave, especially if the absence is to be longer than three days.

Employees are entitled to 21 working days of paid annual leave after every twelve months of continuous service with the same employer.

Employees are expected to give at least 14 days notice prior to taking their annual leave, although this may vary based on the terms set by the employer.

Annual leave requires approval from the employer, and the timing can be subject to the employer's discretion to ensure operational continuity.

Additional annual leave beyond the stipulated 21 days is not common and typically depends on specific employment contracts or negotiations.

Annual leave accrues monthly but is only accessible after completion of twelve months of service.

Carrying over of annual leave to the next year is usually limited and subject to the employer's policy. Typically, only a certain number of days can be carried over and must be used within the first quarter of the new year.

Unused annual leave is paid out upon termination of employment, calculated based on the employee's current rate of pay.

There is generally no end of year payout for unused annual leave unless it is stipulated by the employer or in the employment contract.

Additional rules regarding annual leave may vary significantly between different employment contracts and should be reviewed individually.

Male employees are entitled to 4 working days of paternity leave, which can be taken at the time of birth of his child.

Employees are expected to provide notice as soon as practicable, typically immediately after the birth of the child.

Paternity leave requires notification and can be subject to approval by the employer, though it is a statutory right.

Additional paternity leave is not typically provided under the law and would depend on the employer's policies or mutual agreement.

Paternity leave does not accrue and is available per occurrence of childbirth.

Paternity leave cannot be carried over and must be used within the period immediately following the birth of the child.

Paternity leave is not subject to payout on termination, as it is intended for use specifically at the time of childbirth.

There is no end of year payout for paternity leave as it must be used in relation to the childbirth.

Paternity leave is specifically intended to be taken at the time of the child's birth to support the spouse/partner and new child.

Compassionate leave is usually granted for 3 to 5 days, depending on company policy, to allow employees to deal with personal emergencies such as the loss of a close family member.

Employees must inform their employer as soon as possible, typically within 24 hours of the emergency, to request compassionate leave.

The leave must be approved by the employer or HR department based on the nature of the emergency.

If the situation requires extended leave, additional days may be granted, but this depends on the employer's policies and the employee's circumstances.

Compassionate leave is not accrued and is provided on an as-needed basis when an emergency arises.

Since compassionate leave is only granted in emergencies, unused days do not carry over.

Compassionate leave is not payable upon termination as it is granted only in urgent situations.

There is no payout for unused compassionate leave at the end of the year.

Employers may request proof such as a death certificate, hospital records, or other relevant documentation to approve the leave.

Study leave entitlements may vary depending on the employer's policies and the relevance of the study to the employee's job.

The required notice period for study leave can vary greatly, typically depending on employer policy and the duration of the leave requested.

Study leave generally requires approval from the employer, and often evidence of enrollment in a course of study is required.

Additional study leave is at the discretion of the employer and is often dependent on the relevance of the study to the employee's work.

There are no standard accrual rules for study leave; it is typically granted on a case-by-case basis.

Carry over of study leave is not typically applicable and depends entirely on employer policy.

Study leave does not have a payout on termination as it is not accrued leave.

There is no end of year payout for study leave.

Employers may require a service bond where the employee must agree to continue working for the company for a specified period after completion of studies.

Employees are entitled to time off on official public holidays as declared by the government. These dates can vary annually and typically include both secular and religious holidays.

Notice periods do not apply to public holidays as these are predetermined by public declaration.

Public holidays do not require approval for leave as they are officially recognized days off.

Additional public holidays are not applicable as they are based on government declarations.

Public holidays do not accrue; they are fixed dates that are observed nationally.

Carry over rules do not apply to public holidays as they are specific to the dates they fall on each year.

There is no payout for public holidays on termination as these are standard paid days off for all eligible employees.

There is no end of year payout for public holidays.

If an employee is required to work on a public holiday, they may be entitled to additional compensation or alternative time off, depending on the terms of their employment contract and local labor laws.

Leave without pay is granted at the discretion of the employer and has no predefined limit in the law.

Employees must request leave without pay in advance, typically with a written request explaining the reason for the leave.

The employer must approve the request for leave without pay, and it is typically granted only in special circumstances.

Employers may extend leave without pay beyond the initially approved duration if the employee provides a valid reason.

Leave without pay is not an accrued benefit and is only provided when an employee requests it.

Since this leave is not accrued, there are no carryover provisions.

Leave without pay does not result in any payout upon termination.

There is no payout for unused leave without pay at the end of the year.

The employer may require valid reasons for granting leave without pay, and in some cases, they may deny the request if it disrupts work operations.

Special leave is not explicitly regulated by law and is provided based on employer discretion for specific cases such as study, personal matters, or other justified reasons.

Employees must provide reasonable notice, which varies depending on the nature of the request (e.g., study leave requires more notice than a short personal leave).

The employer must review and approve the request before granting special leave.

If necessary, an employer may grant an extension based on the employee’s needs and company policies.

Special leave is not accrued like annual leave and is only granted when needed.

Since special leave is granted based on necessity, there is no carryover policy.

Employees do not receive a payout for unused special leave upon termination.

There is no financial compensation for unused special leave at the end of the year.

Employers may define specific rules for different types of special leave, such as study leave requiring proof of enrollment or training program participation.