Dear Esteemed Member,

We are now half-way through to the end of 2022 and its very important that as Employers we invest quality time on reflection and create room for necessary adjustments to end the year on a good note.

The better half of this month was taken up by the International Labour Conference that took place physically after two years due to the COVID-19 pandemic. Tripartite delegates from ILO’s 187 member states convened in Geneva and we are now ready to act on the recommendations given pertinent to the discussions that were held under the theme: Build a Human-Centered Recovery with Decent

Work for All’. A big thank you to Employers that represented at the conference, we are grateful for your commitment to decent work and economic growth.

In the same vein, inclusivity in the world of work is paramount and we are proud to associate with organizations such as Light for the World. Our partnership continues to grow strong. We continue to urge Employers to join this effort to ensure persons with disability have opportunity for gainful employment. Join the Uganda Business Disability Network today!

In This Issue



The International Labour Conference (ILC) is the highest decision-making body which brings together tripartite delegations from the ILO’s 187 member states to discuss world of work issues. The ILC convened its 110th Session from 27th May to 11th June 2022 in Geneva, Switzerland with a common goal to ‘Build a Human-Centered Recovery with Decent Work for All’. Our Executive Director, Mr. Douglas Opio represented Employers at the event with Workers and Government representatives as well.

The Conference is composed of plenary and technical committees. During inter-mediate plenary sittings, delegates may participate in the discussion of the Reports of the Chairperson of the Governing body and of the Director-General. At the ILC this year, Occupational Safety and Health, Apprenticeships as well as the Social and Solidarity Economy were key items on the agenda for discussion. The World of Work Summit deliberated on how to tackle the labour and social consequences of the food, energy and financial crises with human-centered approaches.

Furthermore, the ILC 2022 adopted a resolution to add a safe and healthy work environment to the existing four Fundamental Principles and Rights at Work (FPRW). This is to counter the work-related accidents and illnesses that claim over 3 million lives each year.

It’s time for Employers, Workers and Governments to work together to tackle the various issues affecting the world of work and offer practical solutions to mitigate them as we move towards recovering from the adverse effects of the COVID-19 pandemic on businesses and jobs globally.

If you missed the ILC conference, kindly click the links to view;


According to statistics from UNICEF, in the world’s poorest countries slightly more than 1 in 5 children is engaged in child labour. Child Labour is any work that deprives children of their childhood, their potential and their dignity and that is harmful to physical and mental development.

On 12th June 2022, Uganda joined the world to commemorate World Day Against Child Labour (WDACL) under the theme ‘Universal Social Protection to End Child Labour’. The event was held at Bunyonyi Primary School, Kabarole District. FUE was privileged to participate in the commemoration where Hon. Victoria Businge Rusoke, Minister of State for Local Government was the Guest of Honor with other dignitaries.

We believe quality education and social dialogue are powerful tools which are key in elimination of child labour in all its forms. We implore Employers to strengthen efforts to collaborate with all stakeholders, initiate policies to end child labour in supply chains, support children’s education through provision of scholastic materials and bursaries as well as share best practices on the elimination of child labour. We also emphasise awareness raising, information sharing and advocacy to end this vice on the African continent.

In order to achieve the global goal of ending child labour by 2025, we need to boost multi-stakeholder approach to provide a safe environment for children as we join efforts to preserve the future workforce from exploitation and hazardous work.


On 9th June 2022, Uganda commemorated Heroes Day at the Kololo Airstrip to recognise and appreciate countrymen and women who have made extra-ordinary contributions towards national development. This year’s theme was ‘An Opportunity to Consolidate our Efforts in Securing Uganda’. Prime Minister, Hon. Robinah Nabbanja represented H.E. the President at the event as Guest of Honor with other dignitaries.

In President Museveni’s speech read by Hon. Nabbanja, he advised Ugandans to prioritise job and wealth creation for households engaged in subsistence agriculture. He pledged his support for the integration of the East African and African markets which connect over 1.2 billion people to promote buying and selling of Ugandan products and services. Mr. Museveni also urged Ugandans to shoulder and uphold patriotism to secure the future of our great nation.

At the event, 82 medals were awarded with 34 individuals receiving the 50th Anniversary Golden Jubilee medal in recognition of their outstanding service and loyalty, 17 individuals receiving the Nalubaale medal for their contribution to political development, 18 medals presented to individuals who joined the armed struggle against dictatorship, 5 Damu medals for soldiers who were wounded or killed during the liberation war, 4 long-serving golden medals to police officers who have been in service for more than 30 years and 2 long-service silver medals to police officers who have served for more than 20 years.

We appreciate all individuals for their commitment and sacrifice to the service of the Ugandan people. Keep up the efforts and patriotic spirit!


The State of the Nation Address 2022 was delivered by H.E. Yoweri Kaguta Museveni on 7th June at the Kololo Independence Grounds. The address is delivered annually to fulfill Article 101 (1) of the Constitution of the Republic of Uganda.

During the speech, H.E. Museveni notified Ugandans that by budget time we will be standing at US$ 45.7 billion and appreciated citizens for reaching middle-income status. He revealed that the economy grew steadily despite the effects of the COVID-19 pandemic and that various markets have opened up for sugar, maize, dairy products, poultry and soap among others despite the crisis between Russia and Ukraine. He believes the implementation of the Parish Development Model (PDM) will increase production capacity of all the 7 million houses in agriculture relying on the 7 high value commodities specifically coffee, fruits, dairy products, poultry, fish and food growing which in turn can create over 50 million jobs.

In addition, President Museveni believes the four sectors of commercial agriculture, industry, services and ICT will advance socio-economic transformation. He rebuked corrupt public servants who deny the population from enjoying essential services as well as sabotage local and international investors.

Economic Growth is attainable through collaborations between the public and private sector towards a common goal. Local and foreign investment is vital to ensure steady development.


The National Budget 2022/2023 was presented before parliament by Hon. Matia Kasaija, Minister of Finance on Tuesday 14th June at the Kololo Independence Grounds. The theme for this year’s budget is ‘Full Monetisation of Uganda’s Economy through Commercial Agriculture, Industrialisation, Expanding and Broadening Services, Digital Transformation and Market Access’.

The budget is totaling to 48.1 trillion shillings with government anticipating to generate 25.7 trillion shillings from revenue collections and 22.4 trillion shillings from internal and external borrowing. The Minister projects that the economic growth rate will rise from the current 3.8% to 6% next financial year.

In the 2022/2023 National Budget, the security, health and transport sectors saw a major increase in allocations in the new financial year. Hon. Kasaija apportioned 1.059 trillion towards the implementation of the Parish Development Model to support households’ efforts to graduate from subsistence to commercial agriculture. He also revealed that each of the 10,594 parishes in the country will get a revolving fund of 100 million to support the purchase of agricultural inputs.

Additionally, President Museveni in his speech at the budget reading implored political leaders to plan for free and compulsory primary education within the next two financial years. He also emphasised that future budgets should provide financial support for irrigation schemes to enhance food production and mitigate starvation that is a leading cause of death within the population.

Employers are encouraged to continue remitting statutory payments to fund the national budget as we strive to achieve financial independence. We believe our economic growth as a nation is highly dependent on the immense contribution of the labour force.


The COVID-19 pandemic exposed over 160 million children globally to child labour with over 86.6% of children from Sub-Saharan Africa. It is also projected that over 8.9 million children will be involved in child labour by the end of 2022 hence the need for immediate action.

‘Elimination of Child Labour in the World of Work’ is the theme of our third episode under ‘The FUE Labour Markets Trends Series’.

We were delighted to host Ms. Jackie Banya, the National Project Coordinator of the International Labour Organisation, Kampala and Mr. Kabi Geoffrey, the Employment Relations Officer at FUE as guest speakers.

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

Click the link below to listen in:

Stay tuned for subsequent episodes!


On Wednesday 22nd June, we organised a webinar on ‘Achieving Results with Dynamic Teams’ in partnership with BrighterMonday Uganda. The Guest Speaker was Ms. Catherine Njonjo, the Chief Human Resources Officer, Pearl Dairy Farms Limited.

During the webinar, the speaker defined dynamic teams as groups of people with different skill-sets working together to achieve a particular goal. Employers were encouraged to define their organisation vision, eliminate hierarchy, develop clear communication channels, motivate team players and ensure proper accountability to achieve results with dynamic teams.

Conflicts among team members, time wastage, limited resources and micro-management were discussed as some of the challenges that hamper success of dynamic teams while flexibility, feedback and conflict resolution were proposed as solutions to counter these challenges.

The world of work has transformed with new and flexible ways of work emerging such as Working from Home and the gig economy. Employers need to change their mindset and get a proper understanding on how to lead dynamic teams to advance organizational development.

If you missed this webinar, kindly click the link to watch the recording:

If you missed this webinar, kindly click the link to watch the recording:

Passcode: @C^A7brr


The first ever Generation Connect Global Youth Summit was held from 2nd to 4th June 2022 at the Intare Conference Arena in Kigali, Rwanda. The main purpose of the summit was to ‘Connect the Unconnected for Sustainable Development’. FUE youth delegates and other young envoys from all over the world were present to discuss issues pertaining to digitalisation, gender, climate change, online safety, the future of work and entrepreneurship among others.

There were a variety of interactive sessions with focus areas on;

  • Engaging in decision-taking and policy making processes: from digital inequality to sustainability, youth representation and digital accessibility.
  • Empowering young people with resources and skills for the digital future: from bridging the gender divide to entrepreneurship, mentorship and the future of work.
  • Protecting young people through responsible use of digital technologies: from the role of technology in mitigating climate change to online safety, cyber security and good mental health in the digital age.

The youth are the digital champions and change makers that will use technology to make the world a better place. We believe equitable access to technology is significant to level the global plane as we seek to fulfill the Sustainable Development Goals (SDGs).



“Productivity is never an accident. It is always the result of commitment to excellence, intelligent planning, and focused effort”, says Paul Meyer. Employees’ productivity is the heart and soul of any organization, and the success of the organizations is very much dependent on how their employees perform at the workplace. Increasing employees’ productivity is one of the most critical goals of organizations.

Productivity is about being able to do what we do better, quicker and cheaper than everyone else. In other words, it is, the ability to produce outputs such as goods and services, taking into consideration the number of inputs such as raw materials, capital and labour used to produce them.

High productivity therefore means producing as much output as possible using as little inputs as possible.
Since labour is generally considered as very important productivity factor, this has led some policy makers and managers into believing that excessive reduction of labour costs will bring about increased productivity across board. However, this is one of the most common misunderstandings of how to improve productivity, hence the short-term view of how to bring about productivity.

Labour is not only a cost of production but also value creators. So, for the organizations and the economic system to achieve higher productivity, they must ensure that employees labour creates more than they cost. Hence, modern productivity improvement places more emphasis on enabling increased output and value creation rather than on reducing labour costs.

Every company/ organisation needs a skilled management to establish clear expectations of performance management for all staff in line with the organisation’s mission and strategic objectives, and also in making informed decisions to steer the organisation to the right direction to achieving its strategic objectives. Creation of a strong workplace culture is the cornerstone for this endevour since a strong workplace culture is the engine that drives productivity and competitiveness of organizations.

Workplace culture is the character of an organization which may include the organizational goals, work practices, beliefs, and employees’ behaviours. According to the findings of a recent study, while the strategy (the what) approved by the board 

contributes 20 percent to the overall performance of an organization, the workplace culture (the how or people) contributes 80 percent, since it is the how (people) that drives the what (strategy). So, people’s agenda needs to be at the forefront so as to have efficient and effective processes at the workplace.

This brings in the concept of decent work in the equation of employees’ productivity. According to the International Labour Organization (ILO), Decent Work is productive work which delivers a fair income, security in the workplace and social protection for families, better prospects for personal development and social integration, freedom for people to express their concerns, organize and participate in the decisions that affect their lives and equality of opportunity and treatment for all”.

In other words, decent work is the bare minimum required of a job to actually feel like a secure and good one. Work which provides a reasonable pay and good hours to allow people to have free time for non-work activities. In addition, the pay can support a person’s life plus providing access to healthcare, ensuring safety of workers plus providing them with the necessary support for professional and personal development.

During last month’s Chief Executive Officers’ (CEO’s) Meeting which was organized by the Federation of Uganda Employers (FUE) at Kampala Serena Hotel, Ms. Annet Nakawunde Mulindwa, the Vice Chairperson, FUE Governing Council, also Managing Director, Finance Trust Bank encouraged employers to consider having a common understanding and definition of decent work so as to make it (decent work) a reality for everyone at workplace.
Indeed, a common definition of decent work/ good jobs which includes safety, dignity, fair pay and motivation is necessary since employees are the lifeblood of your company – as one of the major pillars that can help your business succeed. When organisations treat their employees with dignity, fairness, equity and with reasonable pay, it not only fills them with cheers and a sense of being valued, but also acts as the cornerstone for positive change in attitude and mentality towards work, and therefore able to give 100 percent commitment, effort, determination and loyalty to the organization. A business that doesn’t value its workers is setting itself up for failure.

A number of studies have shown that decent work has a major impact on the health of employees. When the employer provides the bare minimum required of a job, workers feel motivated. A happy and healthy employees are more likely to be productive and perform better at work. Increase in workers productivity raises competitiveness of organizations and economies which attracts more investment, and hence more jobs are created. For instance, If the local workers produce more goods and services per worker than anyone else in the region, foreign companies are attracted to invest in such an economy, implying that more output will be produced and more job created. According to Becker and Husield (1998), human resource is one of the sources of competitive advantage for any business.

In addition, as workers produce more, companies can afford to pay them better. Increased productivity also means that employers can produce goods and services at a lower cost and this implies lower prices charged on consumers. These benefits translate into a higher standard of living for the local workers and their families. When wages are high and prices are low, workers can purchase more goods and services (increased market) and better provide for their families.

Therefore, as employers and leaders, you need to take a long hard look in the mirror to examine whether you are providing decent work. If not, endevour to fix it? Pope Francis (2020) counselled, “The right to decent work for all, family rights and all human rights be respected in the life of each company, for every worker, and guaranteed by the social policies of each country”. Similarly, Patricia Grabarek, a motivational speaker advised, “Organisations need to make sure they are providing decent work before they can try to create a thriving workplace environment”.

By Patrick Ajuna
Policy and Research Officer


On 1st June FUE joined other tripartite partners to discuss the topic; ‘Mitigating the Impact of COVID-19: Enhancing Productive Employment Through the Parish Development Model’

Watch the discussion here:



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