ISSUE 81 | OCTOBER 2025

AN OFFICIAL NEWSLETTER OF THE FEDERATION OF UGANDA EMPLOYERS

FUENEWS

THE VOICE OF EMPLOYERS

FUE CEO MESSAGE

Dear Esteemed Member,

Welcome to the fourth quarter of 2025. It has been a rewarding experience engaging with you on this journey since the year began. We applaud your commitment to the work of the Federation through active participation in FUE events, trainings and programs.

According to a Forbes article by Brent Gleeson, the Artificial Intelligence (AI) market is expanding with a projected growth rate of 28.63% in the next five years hence leaders face an increasingly critical challenge

in understanding and harnessing this powerful technology. By 2030, the AI market is expected to be worth over $28.36 billion creating limitless prospects for innovation and competitive advantage. This means the adoption of AI by C-suite executives is now a necessity, transforming strategy, work operations, and decision-making.

In a bid to promote gender equality at the workplace, we annually host the Annual Women Leadership Conference (AWLC). The 14th AWLC was convened on 24th October 2025, themed ‘Leading with AI: Empowering to Navigate Challenges and Elevate Performance’. The conference attracted various women leaders from diverse spaces including the political, social and economic sectors of the economy. The proceedings featured an enlightening keynote presentation, engaging panel discussion in addition to networking opportunities for participants. Furthermore, we conducted the graduation ceremony of the 24th and 25th Cohorts of the Female Future Leadership Program. We are determined to advocate for professional development opportunities at the workplace through capacity building programs to enhance employer competitiveness at the global level.

At international level, we participated in the Global Skills Forum 2025 hosted in Malaysia. The forum brings together representatives from around the world to take part in a conversation about how to shape skills development in our evolving labour market. The GSF combines keynote interventions, ministerial sessions, innovation showcases, sector-specific discussions and networking opportunities. The forum centered on addressing the combined forces of digitalisation, artificial intelligence, green transition, demographic shifts and emerging industries that are reshaping the global labour market. We believe these discussions will culminate into strategic partnerships and sector-specific mechanisms to create a conducive work environment for all actors in the employment sector.

Save the date for the FUE-CEO Breakfast Meeting slated for Friday 28th November 2025 at Golden Tulip Hotel from 7:30am (EAT).

Thank you,
Together for Employers.

Douglas Opio

The Chief Executive Officer, FUE

CONTENTS

• FUE CEO Message
• The 14th Annual Women Leadership Conference
• The EYA Survey Feedback Seminar
• The Global Skills Forum 2025
• FUE Awarded for Inclusive Employment
• FUE-UZIMA Mental Health at the Workplace Partnership
• FUE Industrial Relations Clinic
• FUE and Enabel Showcase Work Readiness Solutions at UMA Trade Fair
• Tripartite Visit To Kapeeka Industrial Park
• The Annual CORSU Walk 2025
• Uganda Commemorates 63 Years Of Independence
• FUE New Member Alert
• Upcoming Event

THE 14TH ANNUAL WOMEN LEADERSHIP CONFERENCE

A Korn Ferry survey revealed that 37% of senior leaders believe that successful leadership will increasingly require human-AI collaboration, a figure that is bound to rise as AI capabilities evolve. A Mckinsey Global Institute report also reveals that data-driven organisations are now 23 times more likely to acquire customers, 6 times as likely to retain customers and 19 times as likely to be profitable as a result. The 14th Annual Women Leadership Conference (AWLC) was convened on Friday, 24th October 2025, themed ‘Leading with AI: Empowering to Navigate Challenges and Elevate Performance’. Women from different spheres of influence were in attendance.

The Chief Guest, Mr. Aggrey David Kibende, the Permanent Secretary, Ministry of Gender, Labour and Social Development (MGLSD) commended FUE for its visionary leadership and commitment to empowering women leaders across Uganda’s workforce by bridging the gender gap in leadership and building a pipeline of women who are shaping our country’s economic and corporate landscape. He highlighted MGLSD contributions to Information Technology(IT) and Artificial Intelligence (AI) including policy advocacy for gender-inclusive Al governance, promotion of STEM education and digital skills among women, and backing of specific women-focused tech empowerment programs aimed to make AI development and applications more equitable and inclusive in Uganda as part of government’s Digital Transfomation Roadmap (2023-2027). Mr. Kibende reiterated the Government’s decision to invest in digital infrastructure, e-government services, and ICT skills programs that empower citizens to participate in the digital economy.

The keynote address delivered by Dr. Michael Niyitegeka, the Executive Director, Refactory Ltd revealed that we are in an era where disruptive technologies are the norm, customer expectations are changing and markets are evolving. He shared that every organisation is grappling with enabling new revenue streams, improving customer engagements, increasing Business to Business value and innovating to manage costs. Mr. Niyitegeka enlightened women leaders on the AI compass such as elevating strategic vision, streamlining operations, enhancing customer and community connection as well as key AI governance principles such as transparency, fairness, accountability, data privacy and security. Click the link to access the Keynote Presentation.

Furthermore, we conducted an engaging panel discussion featuring business professionals Francis Ogwang, the Country Manager, East African Development Bank, Judy Mugoya, the Country Manager, Smart Applications Ltd and Julian Rweju, Ag. Director E-Government Services, National Information Technology Authority, Uganda (NITA-U). They shared the challenges to adapting AI at the workplace comprising skills gap, resisiting digitisaton, limited coverage of internet in rural areas, digital illiteracy and high costs of electricity. Soft skills training, green energy and solar solutions, policy advocacy and phased approach to adapt AI were proposed solutions to these challenges. The panelists additionally recommended awareness raising campaigns, monitoring of cyber solutions, developing regulatory frameworks and continuous learning among others to accelerate use of AI tools at organisational level.

Congratulations to the graduates of the 24th and 25th Cohorts of the Female Future Leadership Program for successfully completing the leadership program. We believe the valuable insights, knowledge and professional networks gained over the course of the program will propel you to greater heights.

AI is not a threat to our leadership, it is the greatest empowerment tool to our generation. The emergence of AI in the workplace has eased work operations for business leaders creating an avenue to delegate mundane tasks, save time and reduce costs of operation. FUE is keen on ensuring Employers adapt the responsible use of AI to boost productivity and foster organisational growth.

Click the link to recap the AWLC proceedings: https://youtube.com/live/ftwn3gURsss?feature=share

THE EYA SURVEY FEEDBACK SEMINAR

The Employer of the Year Awards (EYA) Survey Feedback Seminar was convened as a follow-up session to the awards ceremony at Golf Course Hotel. The seminar aimed to provide an overview on the survey process that was conducted under the theme, ‘Investing in Uganda’s Future: Employers Fostering Job Creation’. The EYA winners, partners and business leaders were in attendance.

The Lead EYA Consultant, Prof. Julius Kikooma discussed the key areas assessed such as job creation initiatives, human resource strategies, talent management, decent work and inclusion. He highlighted the survey methodology which entailed application of questionnaires and in-depth verification interviews. Furthermore, he revealed the ranking criteria including consistency in responses from senior management, mid-level and junior staff.

In addition, we conducted an insightful panel discussion for EYA Winners to share best practices to emerge winners in various categories. The panelists included Nile Breweries Ltd, Hariss International, Uganda Printing and Publication Corporation, Baylor, Coca-Cola Beverages Uganda and Kyagalanyi Coffee. The best practices included hiring Persons with Disabilities(PwDs), youth empowerment programs, skills development, job rotation, succession planning, supporting external suppliers to promote sustainability, inclusive company culture, investing in graduate training programs and working with relevant stakeholders to eliminate child labour in supply chains among others.

Special appreciation to all the EYA winners 2024/25 and all who participated in the survey process. We believe these insights will support you lobbying and advocacy efforts for a conducive business environment.

THE GLOBAL SKILLS FORUM 2025

As a key stakeholder on labour and employment matters, we participated in the Global Skills Forum (GSF) 2025 convened in Malaysia by the Human Resource Development Corporation under the Ministry of Human Resources Malaysia in collaboration with the International Labour Organisation and International Organisation of Employers. The GSF 2025 was held from 22nd to 23rd October 2025 at Shangri-La Kuala Lumpur. Participants included government industries, employers and private sector leaders, Sector Skills Bodies (SSBs) and industry councils, national workforce development agencies, public and private training providers, employment and labour market institutions, academia and research organisations, development partners and international bodies.

The forum focused on accelerating global efforts to transform skills development by revolutionising the role of the private sector in leading Sector Skills Bodies (SSBs) and other forms of public-private partnerships hereby promoting innovation and digitalisation in skills development. It provided an unparalleled opportunity to delve into success factors and strategies, examine good practices and innovations, and foster global collaboration for enhanced private sector engagement in skills development.

In addition, Our Chief Executive Officer, Mr. Douglas Opio moderated an enlightening panel discussion themed, ‘Sector Specific Experiences of Sector Skills Bodies and Knowledge Sharing (Hospitality and Tourism). The challenges in these sectors included skills retention, workforce development, English proficiency, practical skills and sustainability. The over-arching theme was the importance of continuous improvement, collaboration and adapting to changing industry needs in the hospitality and tourism sector.

FUE advocates for an Employer-led TVET system as a member of the TVET Council and supports organisations provide graduate training opportunities through the WRISE Project among other initiatives. We believe collaborative efforts with key stakeholders including the private sector and tripartite partners will eliminate skills mismatch in the world of work.

FUE AWARDED FOR INCLUSIVE EMPLOYMENT

On Friday 17th October 2025, FUE was honored with an appreciation award for its outstanding involvement in advancing inclusive employment, a cornerstone of its commitment to national development. This recognition came during the Mastercard Foundation Associate Program (MFAP) Host Employers’ Joint Reflection Meeting convened by Light for the World Uganda at Four Points by Sheraton Hotel, Kampala. The main purpose of the event was to review the successes and challenges of the program, which focuses on providing young graduates with disabilities with valuable work experience.

During the meeting, the FUE placement beneficiary delivered a remarkable presentation on behalf of all the beneficiaries, eloquently sharing the life-changing impact of the program including;

• Beneficiaries Success Stories: Some graduates reported being retained by their host employers, securing opportunities for further education, and gaining crucial employable skills. Various beneficiaries are currently awaiting full-time job offers highlighting the effectiveness of the program in bridging the school-to-work gap. Phionah’s success story amplified the collective voice showing how FUE is actively implementing the inclusive principles it advocates for.
• Employers’ Positive Feedback: Employers that took on the beneficiaries applauded the MFAP initiative for availing young, promising graduates to their organisations in addition to commending the associates for their willingness to learn, valuable contributions and consistent availability.

Furthermore, Mr. Silvester Kasozi, the Country Director, Light for the World shared insightful remarks that will guide the program’s next steps, emphasising commitment and adaptability while expressing heartfelt appreciation to all stakeholders especially Employers and HR personnel for their critical support. He offered key advise to the associates encouraging them to adapt to the colleagues and organisations they are placed in. Mr. Kasozi revealed that Uganda is leading in terms of the success achieved from this program across the international network indicating the enrollment of the second cohort with more associates to be employed, indicating a significant scale-up of the initiative with a call to Employers to support the program by documenting the progress of associates.

This recognition and the success of the program solidifies FUE’s role as a champion for inclusive employment strategies and a committed partner in driving disability inclusion at national level. FUE remains dedicated to this noble initiative and looks forward to continued collaboration with Light for the World Uganda to build a more inclusive labour market.

FUE-UZIMA MENTAL HEALTH AT THE WORKPLACE PARTNERSHIP

The World Health Organisation (WHO) reports that 12 billion working days are lost every year to depression and anxiety alone, costing the global economy US$1 trillion each year, predominantly from reduced productivity. In a bid to address the increasing cases of poor mental health in the world of work, especially in the post-COVID-19 era and current global uncertainties, FUE recognises the need for partnerships to offer cost-effective solutions in the space of mental health, with professional guidance and psychosocial support services to Employers as a risk mitigation strategy.

On Monday, 13th October 2025, we signed a Memorandum of Understanding(MOU) with Uzima Industries to conduct activities around workplace mental health and wellness, including mental wellness screening and assessments, stress and burnout management, mental health and wellness education /talks, treatment and referral, among others. The partnership will also foster awareness-raising campaigns on workplace mental health and wellness needs. In addition, FUE and Uzima will conduct trainings and other capacity strengthening initiatives aimed at fostering mental health and wellness at the work place.

It’s significant to note that tripartite partners are responsible for workers’ health and safety to improve mental health and employee well-being at work. The numerous financial pressures, increasing workloads, and changing work environments are taking a toll on individuals but also impacting organisations’ ability to succeed. We remain committed to guide business leaders to promote a conducive work environment for all.

To request a customised mental health at the workplace consultancy, contact info@fuemployers.org for inquiries.

FUE INDUSTRIAL RELATIONS CLINIC

The Employment (Amendment) Bill 2022 sought to regulate labour outsourcing by inserting a new regulation that makes outsourcing contracts subject to the Act. On 31st October 2025, we convened the Industrial Relations Clinic themed, ‘Outsourcing of Labour’. Human Resource Practitioners, Legal Officers and Line Managers among others.

During the training, participants were enlightened on using outsourcing as a strategic tool to partner with specialised service providers. The legal requirements to work with other stakeholders from outside the organisation were shared to eliminate litigation due to breach of contract. Furthermore, Employers had the opportunity to share best practices for benchmarking purposes with other organisations.
Its expedient to note that labour outsourcing increases productivity, saves time and creates time to concentrate on core activities. We are readily available to support business leaders with consultancy services on recruitment.

For customised training or consultancy, please reach out to info@fuemployers.org or 0392 777 410.

FUE and Enabel Showcase Work Readiness Solutions at UMA Trade Fair

The Federation of Uganda Employers (FUE) was delighted to participate in the 30th Uganda Manufacturers Association (UMA) Trade Fair held from 3rd to 12th October 2025 at the UMA showgrounds, Lugogo. The fair brought together leading businesses, innovators, and entrepreneurs from across the region, creating a vibrant space for networking, collaboration, and shared learning.

In collaboration with Enabel, FUE showcased and disseminated information on the Work Readiness for Inclusion and Sustainable Enterprise (WRISE) project, an initiative designed to strengthen youth employability and enhance workplace readiness. The exhibition highlighted practical interventions that bridge the gap between skills and job market demands, preparing young Ugandans to thrive in a rapidly changing world of work.

During the fair, FUE engaged employers and other participants in insightful discussions on decent work, enterprise competitiveness, gender inclusion, and leadership development key pillars of sustainable business growth. The collaboration with Enabel underscores the shared commitment to empowering both employers and the workforce with tools and knowledge to drive economic transformation.

Over the years, the UMA trade fair stands out as one of Uganda’s most influential business events. It provides an invaluable opportunity to interact directly with employers, strengthen partnerships, and highlight ongoing efforts to build a future-ready labour force.FUE remains steadfast in its mission to support employers through innovation, advocacy, and impactful partnerships that contribute to a productive, inclusive, and resilient labour market.

TRIPARTITE VISIT TO KAPEEKA INDUSTRIAL PARK

As an integral stakeholder to promote safety and health at the workplace, we participated with other tripartite partners in a tour of Kapeeka Industrial Park. Participants included government officials, employer representatives and trade unions. Hon. Esther Anyakun, Minister of State for Labour, Employment, and Industrial Relations led the delegation on the tour.

In her speech, Hon. Anyakun applauded the employers for creating jobs to improve livelihoods and boost economic growth. She cautioned leaders against poor working conditions urging them to uphold decent work standards. The Minister further emphasised the importance of providing contracts to all workers in accordance with the employment law.

Additionally, FUE implored Employers to comply with labor laws, conduct regular risk assessments, register their workplaces and seek guidance to collaborate with trade unions. The significance of unions was highlighted to protect employees from exploitation and hold organisations accountable.

It’s significant to note that tripartite partners have a joint responsibility to promote labour standards in the world of work. We believe a conducive environment is beneficial to business growth at national level.

THE ANNUAL CORSU WALK 2025

According to the National Action Plan for Children with Disabilities 2016/17-2020/21, Children with Disabilities in Uganda are about 5.82% which accounts for about 2,027,148 children. On Sunday 5th October 2025, we participated in the Annual CorSU Walk 2025 hosted by our esteemed member, CorSU Hospital. The walk was themed, ‘Bring Hope to Children with Disabilities’.

The event presented an opportunity for participants to walk for the 5km or run for the 10km distances respectively. There were various testimonials from patients, a wheelchair race and detailed presentations from CORSU Staff stating the origin of the walk among others. Participants had the opportunity to interact with the children supported by CorSU and understand the mandate of the hospital in serving Children with Disabilities.

Employers have a social responsibility to give back to the community and support initiatives that improve livelihoods and advance sustainable development.

UGANDA COMMEMORATES 63 YEARS OF INDEPENDENCE

On 9th October annually, Uganda commemorates Independence Day to celebrate freedom from colonial rule. The 2025 Independence Day Celebrations marking 63 years were convened at Kololo Independence Grounds themed, ‘A Reason to Double Our Efforts in Sustaining a United and Progressive Nation’. The President of the Republic of Uganda, His Excellency President Yoweri Kaguta Museveni was the Chief Guest with other dignitaries in attendance including the First Lady, Speaker of Parliament, Chief Justice, Ministers and Members of Parliament among others.

In his speech, President Museveni shared a 7% projection this financial year with the start of oil production. He revealed that the income realised from oil would be invested in defense, education and health sectors as well as electricity generation to power factories and industries to boost production hence economic growth. He further advised the citizens of Uganda to safeguard peace and reconciliation efforts to advance national growth.

In addition, 23 Ugandans were awarded medals for their service and patriotism that have greatly contributed to country’s progress. These individuals represent the sacrifice and devotion that this great nation was built upon. The medals included the National Independence Diamond Jubilee, Naluubale and the Crested Crane Grand Officer.

We applaud the leadership and people of Uganda for their commitment to the peace, freedom and development of Uganda. Let’s keep working to protect the interests of this land through collaborative efforts.

FUE NEW MEMBER ALERT

We warmly welcome Umoja Microfinance to the FUE family. Umoja Microfinance provides ethical micro-loans and financial services to individuals, small businesses and vulnerable communities in Uganda to alleviate poverty and empower people through financial inclusion.

FUE members are encouraged to utilise all benefits stipulated within their membership category.

FUE STAFF COMMENTARY

SUPPORT EMPLOYER-LED SKILLS DEVELOPMENT ENDEVOURS

On 27th January 2025, the President assented to the Technical Vocational Education and Training (TVET) Bill (2024) into an Act, which bill had earlier been passed by parliament in October 2024. This new TVET Act which commenced on 15th March 2025 promotes the employer-led skills development to address the existing problem of skills shortages and the unemployment challenges in the country so that the skills acquired from the TVET training are relevant to the labour market needs.

The process started with the formulation of the TVET Policy of 2019 which establishes an employer-led TVET system in Uganda – a system that is flexible to the changing labour market demands as the new policy direction. In addition, the policy provides for a structure to coordinate, regulate and harmonise TVET at all levels; the framework for resource mobilisation, utilisation and sustainability for quality TVET provision and delivery; the career path and linkages between general education and TVET, among others.

Generally, the Technical Vocational Education and Training system has undergone significant reforms which are aimed at aligning the country’s labour market needs (demand and supply of labour) and in promoting employability. In this regard, the TVET Act is such a significant milestone in reforming the TVET sector. Some of the key reforms introduced by the new TVET Act 2025 include:

• First, the TVET Act has repealed the Business, Technical, Vocational Education and Training Act, Cap. 244; The Management Training and Advisory Centre Act, Cap. 253; The Hotel and Tourism Training Institute Act, Cap. 249; and The Uganda Wildlife Research and Training Institute Act, Cap. 261; and for related matters.
• Secondly, Section 4 of the TVET Act establishes the TVET Council as a Statutory body to accredit TVET institutions, oversee and regulate the TVET delivery to ensure quality training delivery and accountability. Section 7 of the same Act provides for the Independence of the TVET Council, as it states: “Subject to this Act, the Council shall exercise its functions independent of any person or body”. As regards the composition of the TVET Council, Section 8 (2) states: “The Minister shall, while appointing the members under subsection (1), appoint at least two-thirds of the members from employers, including the Chairperson”.
• Thirdly, Section 25 provides for Sector Skills Expert Committee, and Subsection (1) of the same Section states: “The Council shall form such number of Sector Skills Expert Committees as may be necessary to provide information on the labour market that may inform the development of training packages and curricula”. On the composition of this Sector Skills Expert Committee, Section 26 (2) states: The Council shall appoint the Chairperson and other members of the Sector Skills Expert Committee from the practitioners in the relevant industry or sector”.
• Fourth, Section 28 provides for the Development of the TVET Qualifications Framework. Thus, Subsection (1) of the same Section states: “The Council shall, with the approval of the Minister, develop the TVET qualifications framework”. And Subsection (2) of the same Section states: “The Council shall harmonise the TVET qualifications framework with the national, regional, continental and global TVET qualifications frameworks”.
• Also, Section 77 (1) provides for the Establishment of two TVET Assessment Boards. Thus, Subsection (3) of the same Section states: “The Uganda Business and Technical Examinations Board and the Directorate of Industrial Training in existence at the commencement of this Act, shall be merged to form the Uganda Vocational and Technical Assessment Board”. The Uganda Vocational and Technical Assessment Board (UVTAB) shall be the assessment board responsible for assessment and certification of competences obtained through formal and informal technical and vocational education and training.
• Similarly, Subsection (4) of Section 77 states: “The Uganda Allied Heath Examinations Board and Uganda Nurses and Midwives Examination Board in existence at the commencement of this Act, shall be merged to form the Uganda Health Professions Assessment Board”. The Uganda Health Professions Assessment Board (UHPAB) shall be the assessment board responsible for the assessment and certification of health professionals under technical and vocational education and training.
• In addition, Section 95 (1) provides for the Development of TVET curriculum. It states: “The TVET Assessment Board established under section 77 shall develop and manage the TVET curricula in consultation with the Sector Skills Expert Committees, TVET providers and with the approval of the TVET Council”.
• Last but not least, Sections 109 provides for the of Establishment of the Skills Development Fund, and Section 110 provides for the finances of the Skills Development Funds which consist of the following:
  (a) monies appropriated by Parliament for the purposes of the Skills Development Fund to fund the priority approved training as the Council may determine;
  (b) a levy on the gross annual revenue of a TVET provider generated from training with production at rate of ten percent;
  (c) skills development levy prescribed under section 111 of the Act;
  (d) revenue or assets received by the Fund in the performance of its functions under this Act;
  (e) grants, monies or assets donated to the Skills Development Fund; and
  (f) money received by the Skills Development Fund by way of voluntary contributions.
• In addition, Section 111 (1) states: “There is imposed a skills development levy on an employer, who has in employment, at least five employees payable on monthly basis to the Skills Development Fund”. Subsection (2) of the same Section further states: “The levy referred to in subsection (1) shall be a sum of money equal to one percent of the total gross monthly emoluments payable by the employer to the employees in respect of each month”.

For long, there has been a problem of skills mismatch and shortages in the labour market in Uganda which emanates from the poor coordination between the training institutions and the private sector (employers) in terms of the type and quality of skills that should be provided in the labour market. This, coupled with country’s academic oriented colonial education system with limited room for acquisition of employable skills has been an issue of great concern to employers. However, with the new TVET reforms as indicated above, employers have a greater role in shaping the skills development system to ensure the training is relevant to their (industry) needs.

Therefore, the new employer-led TVET system and the employer-led skills development process is a positive development, and one of the greatest milestones in the journey to re-define and reposition the country’s education system. The ball has been set rolling in our courts as employers. Let’s embrace, promote and support the new TVET direction so that we are able to have the right type and quality of skills in the labour market. This is one of the solutions for minimising the cost of doing business and for the creation of more jobs.

By Patrick Ajuna, Policy and Research Officer

UPCOMING EVENTS

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