Frequently Asked Questions
Answers to common questions about workers' rights, marriage, divorce, bail, child labour, and more
Domestic Workers
(16 questions)
According to ILO Convention 189 adopted in June 2011, domestic work refers to work performed in or for a household or households, distinct from unpaid care activities family members provide without establishing employment relationships. Domestic work encompasses various household activities including cleaning and laundering, cooking, home security, gardening and chauffeur services, childcare and babysitting, eldercare and care for persons with disabilities, pet care, and general household assistance.
A domestic worker is one who works in or for another person's home within an employment relationship. The definition excludes individuals who perform work only occasionally or sporadically (such as part-time babysitters), those who perform domestic work as a family responsibility, and workers employed for cleaning public and private buildings, since domestic work is household work performed within the boundaries of a house.
Domestic workers fall into two main categories: live-in workers who reside at their workplace, and live-out workers who live elsewhere. Additional classifications include full-time and part-time positions, child domestic workers, bonded or forced labour arrangements, and migrant workers including au pair arrangements.
The ILO convention ensures domestic workers receive fundamental rights equivalent to other workers: informed of employment conditions through a written contract, standard working hours (such as 48 hours weekly) with overtime pay, rest periods and annual leave, minimum wage and age regulations apply. Wages are to be paid in cash with only a limited portion in kind. For migrant domestic workers, a written contract must be provided before crossing borders.
The primary categories of domestic workers in Uganda include people who work in gardens (gardeners), individuals who look after children, and those who work as indoor maids or houseboys.
Although some people think that domestic work is uncomplicated, it still remains real work just like other jobs. The work can be physically and psychologically challenging. This type of work demands long hours, from preparing children to go to school in the morning to finishing up when all others have gone to their beds. A domestic worker brings skills and experience into the home of her employer.
There is no fixed wage for domestic workers in Uganda. The wage usually depends on what the employer is willing to pay or what the domestic worker is willing to accept. Uganda's minimum wage has remained unchanged since 1984, leaving workers with limited legal protections regarding fair compensation. Employers should avoid exploitative practices by establishing a reasonable wage agreed at the start of employment.
Domestic workers in Uganda are mostly young girls, despite constitutional rights of children in the legal framework. Contributing factors include socio-economic conditions and political instability, HIV/AIDS-related issues resulting from parental death, institutional and policy gaps alongside cultural discrimination against children, and employer preferences for younger workers who demand less and are easier to control.
Domestic workers may report issues to the district labour officer, who will facilitate settlement with the employer. If unresolved, the matter escalates to the labour commissioner. Workers can also seek assistance at PLA offices. To make it easier to get assistance, a domestic worker should have an employment contract.
Domestic workers in Uganda do have termination notification rights. All workers deserve to be treated fairly and respectfully at their place of work. The law recognizes a notice period for domestic workers. They are entitled to receive notice, either in writing or verbally for workers who cannot read, communicated in a way the domestic worker can understand.
The Employment Act provides minimal protections for domestic workers, stating there is no permit requirement to recruit domestic servants. Although the act acknowledges housemaids, it fails to formally recognize domestic workers because homes are classified as private premises, making labour inspections impossible. Uganda's Constitution similarly lacks specific provisions addressing domestic work. Employers should exhibit their utmost integrity to treat domestic workers as human beings and ensure a fair and decent working environment.
Uganda lacks a statutory minimum wage for domestic workers, placing wage-setting responsibility on employers. Current payment rates are remarkably low. Uganda's minimum wage framework has not been updated since 1984. Employers should avoid exploitative practices by establishing a reasonable wage agreed at the start of employment to prevent compensation disputes.
From an employer's perspective, domestic workers in Uganda are primarily girls the age of 16 and above who are hired to do domestic chores in a home. They are typically called housemaids or house girls. This category also encompasses older women and male workers (house boys), as well as drivers and other workers in farms and gardens.
Domestic workers are entitled to report suspected wrongdoing to the district labour officer who will attempt to solve the matter. If that initial resolution fails, the matter can be taken to the labour commissioner. However, since domestic work remains unregulated in Uganda, workers quite often get exposed to uncontrolled, hazardous and exploitative work.
Domestic workers in Uganda have the right to receive notice of contract termination. This notice should be provided either in writing or verbally for workers who cannot read. The notice must be explained clearly to ensure the domestic worker understands it, particularly if they lack literacy skills.
Domestic workers should receive the following fundamental protections: reasonable wages paid on time, sick and vacation pay, access to health care, and paid sick days or paid time off. Other benefits and rights included in the Uganda labour laws also apply to domestic workers beyond these basic protections.
