Dear Esteemed Member,

The first quarter of the year 2022 closed down smoothly with various achievements registered at the Federation.

Social security compliance in Uganda has been an enormous concern of the public due to limited in-depth information to drive agenda setting and policies for strengthening government capacity, operationalizing gender and age-sensitive urban social protection policies and programs. On Wednesday 13th April 2022, we convened an employers’ validation workshop to deliberate on the study findings of the report on ‘Exploring Possibilities of Improving Social Security Compliance in Uganda’

that FUE developed jointly with the International Labour Organisation (ILO).

I am delighted to notify you that the second episode under the ‘FUE Labour Market Trends Podcast’ series is now out. This episode is themed ‘Social Inclusion in the World of Work’ with a focus on ‘Disability Inclusion’. You can listen to the podcast here: https://t.co/a4y9kftbFV

In line with Disability Inclusion, this month we also held a Career Fair in partnership with Light for the World Uganda, to facilitate job-matching of Persons with Disability with potential Employers.

On this note, I encourage all Employers to join the Uganda Business Disability Network and provide a platform for Persons with Disability to thrive in the world of work.

Thank you,

Together for Employers.

Douglas Opio,
Executive Director, FUE.

In This Issue



FUE with support from the International Labour Organisation (ILO) engaged the services of a consultant to conduct a study on exploring possibilities of improving social security compliance and therefore provide follow-up, capacity building, information sharing and awareness raising on the tenets of social protection in Uganda. On Wednesday 13th April 2022, we convened an employers’ validation workshop at Hotel Africana to deliberate on study findings and recommendations.

Social security in Uganda exists in the formal and informal sector since most of the working population is majorly illiterate, self-employed or engaged in agriculture. The categories of social security include the contributory schemes such as National Social Security Fund (NSSF) and non-contributory schemes like the Public Service Pension Scheme as well as other voluntary retirement schemes. According to the report on ‘Exploring Possibilities of Improving Social Security Compliance in Uganda’ produced by FUE and ILO, only 16% of 5.3 million people have retirement benefits in Uganda therefore we need to advance social security compliance so as to reduce vulnerability, increase inclusive growth, mitigate policy gaps and address casualisation of labour.

During the workshop, challenges to social security compliance were discussed such as low coverage rate due to high level of the informal sector, limited strong enforcement mechanisms, implementation challenges especially workers compensation, liberal economic policy and lengthy policy review processes. The proposed measures of improving compliance included review of mid-term access in the recently amended NSSF act and engagement with other countries through bi-lateral agreement to address the challenges of migrant workers.

Furthermore, a number of recommendations were highlighted to improve social security compliance for instance a review of policies and laws to consider the highly informal nature of the Ugandan economy, harmonization of data collection, design and implementation measures to provide for portability of social security, increased awareness of the benefits of compliance and drawing lessons from other countries in the European Union.

We believe this report will enable us draft an evidence-based position paper and develop information materials to contribute to improving social protection initiatives in Uganda. Social security is a vital aspect to attain decent work standards and sustainable development.

We appreciate all Employers for taking the time to attend and participate in the validation workshop, your contribution is highly valued.


In this edition of the Employers’ Advisory Note, Training Manager, Yusuf Nsubuga, highlights details on the Executive Training in Employment Relations (ETER)

Executive Training in Employment Relations (ETER) is an executive course also referred to as Diploma in Employment Relations by the International Training Centre of the International Labour Organization (Turin, Italy).

ETER is a blended course aimed at up skilling and expanding capabilities of all those that take it on in dealing with emerging workplace issues to create a more harmonious work environment and productive workforce.
It entirely focuses on four key areas which are translated in modules;

  1. Industrial/Employment Relations
  2. Labour Laws
  3. Human Resource Management
  4. Managerial Skills

The Executive Training in Employment Relations targets participants with the following profiles:

  • Human Resource Practitioners, personnel in human resources departments dealing with industrial and employment relations
  • Executives and Non-Executive Managers
  • Employment/ Industrial Relations Officers and Line Managers/supervisors involved in the ER administration    functions and activities
  • Individual Legal Practitioners and young professionals seeking to pursue a career in Employment / Industrial Relations

This course will enable Employers achieve the following:

  • Gain in depth knowledge about existing practices in Industrial Relations, Employment Relations, Labour Law framework in Uganda and East Africa and the principles of Human Resource Management
  • Acquire useful insights on the importance of tripartism and social dialogue for improved employer-employee relations and enterprise performance
  • Get hands on skills in the application of relevant concepts of employment relations and human resource management to deal with employment-related issues at the workplace

Course Fees (Tuition) is seven million two hundred thousand Ugandan shillings only (UGX.7,200,000/=) per participant for the whole course. This includes; course administration, hotel services, workbooks and examination fees during face to face sessions.

  1. Flexible Course Fees Installment Scheme will be available on payment of 50% of the tuition fees within the first 2 months of the course.
  2. The deadline for receiving booking requirements like academic documents, application form and 50% down payment is 14 days to the course start date.
  3. Cancellations should be received not less than 14 days to the start date of the course. Any cancellations/no shows thereafter will attract a surcharge.

The course duration is 9 months but with a maximum of 20 face to face days spread throughout the entire study period.

The remaining days are self-study days with access to online sessions from ITC/ILO Turin, Italy, field studies and visits to the Industrial Court of Uganda and other study centers.

The face to face schedule is provided to the enrolled students to enable them plan ahead of time.

The course is highly participatory and practical in nature. A range of learning methods are used which are designed to combine sufficient theory and practice. Assessments are continuous for the duration of the program through a combination of;

  1. Learning activities structured into the content
  2. Specific organization-based research assignments
  3. Online training materials and courses conducted by the ITCILO
  4. Formal examinations
  5. Practical mock sessions and visits to; Industrial Court, Labour Department, Labour centres, etc.

The facilitators, practitioners and other resource persons will use lectures, case-studies, case law judgments, excerpts of collective agreements and legislation, discussions, group-work and practical exercises to strike a balance between theory and practice and to stimulate interaction with the resource persons and among participants.

The award is made by FUE in partnership with International Training Centre of the International Labour Organization (ITCILO) in Turin (Italy) to participants who fulfill all of the following conditions:

  1. Successfully completing the required number of modules, minimum hours, within a maximum timeframe of 9 consecutive months.
  2. Attending training sessions during the face to face phase (at least 90%) attendance.
  3. Submitting of assignments within the set time deadline and quality requirements.
  4. Access on-line training materials, courses offered by the ITCILO.
  5. Pass the prescribed examinations demonstrating the level of competence.

The 2022 intake starts in July 2022.

To sign up, contact Yusuf Nsubuga, our Training Manager on yusuf.nsubuga@fuemployers.org or +256 702 780 515 | +256 783 717 110.


According to the World Bank, 15% of the world’s population experience some form of disability and approximately 80% are of working age.

Developing countries lose up to 7% of their gross domestic product due to the exclusion of persons with disabilities from the labour market.

Our second episode under ‘The FUE Labour Market Trends Podcast’ series is themed ‘Social Inclusion in the World of Work’ with a focus on ‘Disability Inclusion’.

We were honored to host Mr. Sylvester Kasozi, the Country Director Light for the World Uganda and Henry Sabah, the FUE Disability Inclusion Focal Person as guest speakers.

To listen to the podcast, download the Podbean App for Android or iOS on Google Play Store.

Click the link to listen in;

Click the link below to listen in:

Stay tuned for subsequent episodes!


On the 22nd April 2022, we held a Career Fair at Hotel Africana in partnership with Light for the World-Uganda. This fair was organized on the basis of the success of the first fair that took place in December 2021 which saw a total of 30 Persons with Disabilities matched with Employers and are currently employed.

With the existence of the Uganda Business Disability Network through which Employers pledged to deliberately recruit person with disability, the Career Faith for Persons with Disability is a move geared towards boosting the soft skills of Persons with Disability Including building their confidence.

With the reports coming in from Employers that took on Person with Disability during the last Career Fair, more Employers are willing to benefit from the unique skill set of these individuals. Some of the Employers that attended the Career Fair were Stanbic Bank, Uganda Railway Cooperation, Uganda Breweries Ltd, Reach a Hand Uganda, Goal Uganda, Airtel Uganda, Joint Medical Stores, Medical Research Council, NFT Consult, Welthungerhilfe, Centenary Bank, Makerere University Walter Reed Project, Watu Credit, Childi Foundation, ICAP Uganda, Riley Packaging, TPO Uganda, Agilis Uganda, Kampala Domestic Store and MTN Uganda.

23% of Employers within the FUE membership base have joined the Uganda Disability Network but in order to ensure that we leave no one behind we need to have more Employers on board. The database of Persons with Disability ready for job matching comprise of qualified, enthusiastic individuals ready to make a difference and contribute to positive change. It is therefore upto Employers to provide a platform and support them with an enabling environment.

For more information on how to join the Uganda Business Disability Network kindly contact the FUE Disability Inclusion Focal Person, Henry Sabah | henry.sabah@fuemployers.org


On Thursday, April 21, 2022, the Ministry of East African Affairs (MEACA) organized a National Dialogue for the Private Sector, Civil Society and other Interest Groups as part of the East African Community (EAC) Consultative Dialogue Framework within the provisions of Article 5 (3g) on strengthening the Private Sector, Civil Society and other Interest Groups participation in the EAC Integration process.

This Consultative Dialogue Framework (CDF) for the Private Sector, Civil Society and other Interest Groups was adopted by the Council of Ministers of the East African Community Members States at its 26th meeting held in Nairobi on 26th November, 2012 in line with Article 127(4) of the Treaty that established the East African Community which requires the Secretary General of the EAC to provide a forum for consultation of the private sector, Civil Society Organisations and other interest groups and appropriate institutions of the community. The Treaty requires that the integration process is people-centred and undertaken with the full participation of the people of East Africa.
Relatedly, Article 129(2) requires the Council of Ministers to establish modalities that would enable the business organisations, professional bodies and civil society in the partner states to contribute effectively to the development of the community.

The National Dialogue was presided over by Rt. Hon. Rebecca Kadaga, 1st Deputy Prime Minister and Minister of EAC Affairs. It was attended by officials from the Ministry of East African Community Affairs, Ministry of Gender, Labour and Social Development (MoGLSD), the Federation of Uganda Employers (FUE), Private Sector Foundation Uganda (PSFU), Uganda Local Government Association (ULGA), East African Local Government Association (EALGA), Uganda National NGO Forum, Uganda Health Care Federation, East African Centre for Constitutional Governance, Kampala City Traders Association (KASITA), Platform for Labour Action, National Union of Persons With Disabilities in Uganda (NUDIPU), National Youth Council, National Coalition of Human Rights Defenders, East African Law Society (EALS), SEATINI, the media, among others. The dialogue was held at Imperial Royale Hotel, Kampala.

One of the key activities under the Consultative Dialogue Framework is the Annual Secretary General’s (SG) Forum which brings together the parties to the dialogue to discuss pertinent issues that affect the EAC Integration process.

This National Dialogue for the private sector, civil society and other interest groups was convened mainly to identify issues that affect the people of Uganda including the business community and those that affect the EAC integration process to inform the national and regional policy making process.

The Consultative Dialogue Framework is at both the national and regional levels which are held annually. The national discussions feed into regional dialogue through the Ministry of East African Affairs and /or through the focal points for private sector organisations, Civil Society Organisations and other interest groups at regional levels like the East African Business Council (EABC), East African Civil Society Organisation’s Forum (EACSOF), East African Law Society, East African Local Government Association for the private sector/employers, civil society, lawyers, and local government respectively.

Recommendations from respective Consultative Dialogue Frameworks are presented to the Secretary General’s Forum which is organized annually by the East African Community Secretariat in collaboration with the private sector, civil society and other interest groups for further deliberation and consideration for action with the view of realizing the people centred and market driven integration.

Therefore, the 7th Annual Secretary General’s Forum will be held in May this year in Nairobi, Kenya under the theme: “Towards a Post COVID-19 Recovery for Socio-Economic Transformation”. Some of the recommendations to the fore mentioned SG Forum include:


Over the past years, FUE has noted that many employers spend a lot of time and other resources in litigation but also losing cases at the labour offices and the Industrial Court of Uganda coupled with other labour challenges on a daily basis largely attributed to lack of industrial relations guidance on how to handle such matters.

We thus found it necessary to hold an Employers’ Industrial Relations Clinic that took place on Thursday 7th April 2022 at our Head Office. This training was held to equip representatives with the basic skills on how to deal with labour challenges, share experiences and work well with all stakeholders. These skills when applied will help to create a harmonious working environment for both management and employees and thereafter improve on productivity.
It is vital for every employer to attain adequate knowledge and information on industrial relations and labour issues to promote best employment practices.

If you would like a customized industrial relations clinic suited to your organisation needs, kindly contact our Industrial Relations Specialist, Julian Nyachwo on julian.nyachwo@fuemployers.org | +256 772 459 510.


The Work Readiness Program has since its launch been introduced through several consultative meetings and info sessions with Employers in Uganda. On 28th April, 2022, we partnered with PSFU for an info sharing session with Employers at Royal Suites Bugolobi, to deliberate on the modalities of the program and support Employers appreciate it.

The Work Readiness Program (WRP) implemented by the Private Sector in partnership with Enabel seeks among others to address gaps in employability and productivity of young graduates from universities and other institutions of higher learning. The program will identify graduates not more than 2 years after graduation for placement at various companies for at least 6 months as employees to gain workplace hands on experience, and thereafter be taken on as employees based on their performance, for at least one year. In order to support transition to full employment, graduates will also have 3 days off¬-the-job training in generic/ soft skills that will be conducted by contracted soft skills training providers, following a standardized soft skills curriculum.

The initial sectors targeted under this pilot phase are;

i) manufacturing including agro-processing, ii) construction, iii) tourism, and iv) ICT.

In regard to the above, as a model Employer, you are called upon to take interest in the program by hosting and employing the selected graduates on a 6- month paid placement.

Kindly note under this arrangement, PSFU / SG+ project will;

As FUE, job creation is a key element in our mandate and we encourage Employers to develop keen interest in this initiative which will provide a platform for graduates to gain hands-on work experience thus improve the quality of the labour market for economic development.

To participate, kindly contact us on 0392777410 | info@fuemployers.org



“A good example has twice the value of good advice”, goes the old adage. Human resources are arguably the greatest asset for any organisation because of their skills and abilities. Most important for organisations is to have a highly motivated and engaged human resources that consistently strives for better performance.

Workplace culture is the character of an organization which may include the organizational goals, work practices, beliefs, and behaviours that influences workers’ productivity and the competitiveness of organizations.

Instilling a performance culture at workplace requires establishing not only clear expectations of performance management for all staff but also leaders who are committed to developing the desired company culture and working to establish the values that anchors it.

One sure way to creating a highly motivated and engaged employees is by surrounding them with leaders who “walk the talk” and exude inspiration to their subordinates. Leaders who “walk the talk” embody the forementioned values daily, and such commitment to workplace values inspires a positive work culture and happy employees.

Supervisors/managers play a big role in the productivity and overall performance of the organisations where they work. And for any organisation to function effectively and remain on course to achieving its longer-term goals, performance management is very crucial.

Performance management is a strategic and integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them. Not only does it requires aligning the work of employees with the organisational mission but also developing the capabilities of teams and individual contributors by their respective supervisors/managers through their daily supervisory and managerial work.

In this regard, a great leader knows that their actions influence employee attitude, satisfaction, and

performance. When leaders lead by example, employees’ morale goes up. This leads to greater company loyalty and higher productivity.

According to Maggie Wooll (2021), leading by example is a leadership style where you model the behaviour you want to see in your team members. When you lead by example, you don’t just push the team(s) towards excellence but rather you actively demonstrate that excellence.

Indeed, modern employees want to see that their supervisors’ actions mirror what they say. This implies aligning one’s habitual practices, routines, and behaviours with the organisation core values. The saying “do as I say, not as I do” may have worked in the past, but it has no place in today’s world. In so doing, just be sure you will struggle to earn your subordinates’ trust and respect since respect is earned but not enforced.

Supervisors/ managers should always ask themselves these questions before, during and after work which will help them to become good leaders and be able to drive performance of individuals and the teams they lead: What do I want my team to do that I should also be doing? Am I living up to the standards I want my subordinates to live up to? What can I do right now to model ethical behaviour? Did I show excellence today? If so, what did I do right? If not, what should I do next time? And how can I be a better leader tomorrow?

Finding the right answers to these and other relevant questions will help one to be the driving force in their organizations’ consistent performance by unlocking employees’ true potential.

As long as you show people what to do, and with good example, they will always produce results. The principles of Performance Management provide for a management style that is open and honest between supervisors and subordinates; consensus and cooperation rather than control or coercion; encourages self-management of individual performance; and continuous

feedback from the supervisors/ managers.

Employees are quick to notice inconsistency and contradictions in their managers and leaders’ decisions and actions. When they fail to lead by example, the resultant effects will be; low work ethic, low morale, inefficient systems, lack of trust and respect, and high turnover rate. Alignment is at the heart of being an authentic and genuine leader.

Poet Maya Angelou said, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Following that standard, are you the strongest leader you could be? Would you want to work for you? How would you feel if you were on the receiving end of your own communications and boss mentality? Your guess is as good as mine.

Luke 6:45 says, “A good person brings good out of the treasure of good things in their heart….”. Similarly, Philippians 2:15 says, “…You must shine among them like stars lighting up the sky”. Let’s strive to be those leaders whose actions and words align. A trusted leader not only inspires teammates to respect and trust each other but also teaches their teams to develop more effective and efficient processes.

By Patrick Ajuna
Policy and Research Officer


Our Executive Director, Douglas Opio featured on Smart 24 TV, to discuss the topic: ‘Handling Employees Post-COVID Times and how the Digital Era is Impacting the Work Force’

Watch full interview here

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