Employer Portal

Overview

Employer returns are mandatory monthly and annual reports that all registered employers in Uganda must submit to the Ministry of Gender, Labour and Social Development. These returns provide essential data on employment statistics, workforce demographics, labour compliance, and workplace conditions. The information collected helps the government monitor labour market trends, ensure compliance with labour laws, and develop evidence-based policies for labour administration.

To submit employer returns through the LAMIS platform, employers must maintain an active account with verified credentials. The returns must include accurate information about employee numbers, wage structures, working hours, occupational safety incidents, training programs, and compliance with statutory requirements. All submissions are reviewed by labour officers and may be subject to verification through workplace inspections or document audits to ensure accuracy and compliance with the Employment Act 2006 and related regulations.

Required Information

• Employee Headcount: Breakdown of employees by category and gender
• Wage and Salary Information: Details of employee remuneration, allowances, and deductions
• Working Hours and Overtime: Records of standard working hours, overtime, and rest periods
• Occupational Safety and Health: Reported workplace incidents, safety measures, and compliance records
• Training and Development: Information on employee skill development programs and participation
• Labour Disputes and Resolutions: Records of labour-related conflicts and their outcomes
• NSSF and Tax Compliance: Status of statutory contributions and tax remittances

How to Submit

1. Log in to your employer account
2. Navigate to "Employer Returns" section
3. Click "Create New Return"
4. Fill in all required fields accurately
5. Review your submission
6. Click "Submit Employer Returns" to finalize

Overview

Under Uganda's Employment Act 2006, employers planning collective terminations or redundancies must comply with specific notification and consultation requirements. Collective termination refers to the dismissal of ten or more employees within a period of four weeks for reasons not related to the individual employees concerned, such as economic, technological, structural, or similar reasons.

Employers must notify the Labour Officer in writing at least 30 days before the intended termination date. The notification must include details of the reasons for termination, the number and categories of workers to be affected, the period over which terminations are to be carried out, the criteria for selecting employees for termination, and any measures proposed to avoid or minimize terminations. Additionally, employers must engage in meaningful consultation with employee representatives or trade unions to explore alternatives and mitigate the impact on affected workers.

Overview

Transfer of staff refers to the movement of employees between different locations, departments, or subsidiary companies within the same organization or between related entities. Under Uganda's Employment Act 2006, employers must ensure that staff transfers comply with contractual obligations and labour law requirements. Transfers should be conducted in a manner that protects employee rights, maintains continuity of service benefits, and ensures proper documentation for regulatory compliance.

Employers planning staff transfers must obtain employee consent where transfers involve significant changes to working conditions, location, or job responsibilities. The transfer process should include proper notification to relevant labour authorities, updating of employment records, ensuring continuity of social security contributions, and maintaining employee benefits and entitlements. Documentation must include transfer letters, updated contracts where necessary, and confirmation of continued employment terms. Employers should also consider the impact on employee families and provide reasonable support for relocation where applicable.

Overview

The compensation computation service is designed to help employers calculate accurate compensation amounts for employees in accordance with Uganda's labour laws and regulations. This service ensures compliance with the Employment Act 2006 and provides standardized calculations for various types of employee compensation including severance pay, notice pay, and other statutory benefits.

To access this service, employers must have a valid account with the Labour Administration Management Information System (LAMIS). New users are required to complete the registration process by providing accurate organizational information, including valid Tax Identification Numbers (TIN) and official contact details. All requests are reviewed by our labour officers to ensure authenticity and compliance with regulatory requirements before account activation.

Required Documents

• Valid Business License: Current operating license issued by the relevant authority
• Tax Identification Number (TIN): Proof of tax registration for the organization
• Certificate of Incorporation: Official registration document from the Uganda Registration Services Bureau (URSB)
• Authorized Contact Person Details: Name, designation, phone number, and email of the authorized representative

Need Assistance?

• Email: compensation@mglsd.go.ug
• Phone: +256-414-347854
• Office Hours: Monday – Friday, 8:00 AM – 5:00 PM

Overview

Transfer of mergers of staff refers to the movement of employees when companies undergo mergers, acquisitions, or corporate restructuring. Under Uganda's Employment Act 2006 and related labour regulations, employers must ensure that staff transfers during mergers comply with legal requirements and protect employee rights. This process involves the automatic transfer of employment contracts, preservation of employee benefits, and maintenance of continuity of service. Employers must provide proper notification to labour authorities and ensure that all affected employees are informed of their rights and the implications of the merger on their employment status.

The transfer process during mergers requires comprehensive documentation including the merger agreement, list of affected employees with their terms and conditions, confirmation of benefit transfers, and evidence of employee consultation. Employers must ensure that no employee suffers detriment as a result of the merger, maintain existing collective bargaining agreements where applicable, and provide clear communication about any changes to working conditions, reporting structures, or employment locations. The submission must demonstrate compliance with the Transfer of Undertakings regulations and include measures to protect employee interests during the transition period.