Payroll in Uganda runs in UGX (Ugandan shilling). Payroll is run monthly, with PAYE income tax and NSSF contributions withheld and remitted by the employer. No statutory 13th-month bonus is mandated; bonuses are discretionary or contractual. Statutory employer contributions apply. Gracemark operates it end-to-end, humans, not tickets.
Payroll is run monthly, with PAYE income tax and NSSF contributions withheld and remitted by the employer.
Working week
The Employment Act sets standard working hours generally at 48 hours per week (typically 8 hours/day, 6 days), with overtime compensated at premium rates defined by the Act and sector wage orders.
Minimum wage
Uganda's minimum wage framework is set under the Minimum Wages Advisory Boards and Wages Councils Act; the long-standing nominal statutory minimum wage figure is low and rarely enforced as a binding market wage, so employers should benchmark against prevailing market rates rather than the historic statutory floor.
13th-month
No statutory 13th-month bonus is mandated; bonuses are discretionary or contractual.
Employer cost
Employers contribute 10% of gross pay to the National Social Security Fund (NSSF), with employees contributing 5%, funding retirement, survivor and related benefits.
Probation
Probationary periods are commonly up to six months under the Employment Act, subject to shorter notice requirements during probation.
Notice period
Notice periods scale with length of service under the Employment Act (from none for very short service up to two months for longer tenure), with severance payable in cases of termination without cause based on service length.
Two ways to run payroll in Uganda
Own-entity payroll
For long-term presence in Uganda. Gracemark manages statutory filings, pay runs, and year-end reporting under your entity, with a named operator on Eastern Africa time.
EOR-run payroll
No entity in Uganda? Employ and pay talent under Gracemark's local infrastructure via EOR, onboard in typically 1–3 weeks via eor, no local incorporation.
Compliance essentials in Uganda
Employment model: EOR vs. contractor vs. local entity for Uganda
Mandatory benefits, social contributions and any 13th-month obligation
Termination rules, statutory notice and severance exposure
Contractor misclassification risk and how local law defines employment
Currency (UGX), payroll cycle and English-language contract requirements
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