Labor law in Rwanda

Employment in Rwanda can be based on a fixed-term or indefinite contract and may be written or unwritten, although written contracts are required in specified situations, including foreign-worker employment. An unwritten contract may last for no more than 90 consecutive days, and the employment relationship can be proved by any lawful means. A written contract should state the core terms required by Ministerial Order n° 007/19.20. Probation may last up to three months and may be extended once for up to three further months after a written evaluation and notice. An employer cannot transfer an employee to another employer without the employee's consent or reduce pay or rank without consent. Private-sector working time is generally 40 hours per week. Employers set daily schedules, and workers receive at least a one-hour daily break and 24 consecutive hours of weekly rest excluding working hours. Overtime is permitted for defined reasons such as urgent, exceptional or seasonal work, productivity needs or the special nature of the work. The employer records overtime and obtains the employee's confirmation. Compensatory rest should be provided within 30 days; otherwise the overtime is paid with the next Monday's salary and shown on the payslip. Work at night, on public holidays or on weekends receives the same remuneration rules under Ministerial Order n° 01/MIFOTRA/23 unless a contract or collective agreement provides a different overtime rate. Essential services may use continuous or rotating shifts. Remote work can operate with approval, suitable equipment, reporting arrangements and availability requirements. Salary is paid through the employee's designated bank account or an approved financial institution. Payment intervals depend on whether the worker is paid hourly, daily, weekly, fortnightly or monthly. The Minister sets minimum wages by occupation category; no current general amount is stated here because the reviewed official material did not establish one. Deductions generally cannot exceed half of salary when they concern debt, court execution or voluntary association contributions. An employer must affiliate workers to social security and make the required contributions. From January 2025, the mandatory RSSB pension contribution is 12% of gross salary, split equally between employee and employer, while occupational-hazard coverage adds 2% paid by the employer. Maternity insurance is 0.6% of gross salary, split equally between employee and employer. Annual leave accrues at 1.5 working days per month, or two days per month for workers aged 16 or 17, with one additional day for every three years in the same enterprise and a cap of 21 paid working days. The entitlement arises after 12 months including probation. Public holidays are excluded, and unused leave after termination is compensated. Sick leave can last up to 15 days with a recognised doctor's certificate. Longer illness is assessed by a three-doctor committee, with up to three months of full salary followed by up to three months of unpaid suspension. Maternity leave lasts 14 consecutive weeks, including two weeks before delivery. Paternity leave lasts seven calendar days, with up to five additional working days for complications. A breastfeeding employee receives one paid hour per day for 12 months after returning to work, and pregnancy-based termination is prohibited. Employers must provide a safe workplace, risk assessment, protective equipment, instruction, first-aid and fire systems, and measures for imminent dangers. Workers do not bear the cost of occupational-safety measures. Employers report workplace accidents, occupational diseases and deaths to RSSB and the local Labour Inspectorate. RSSB occupational-hazard benefits can include medical care, daily sickness benefits, incapacity benefits and survivors' benefits. Temporary incapacity is compensated at 75% of average daily earnings from the preceding three months for up to 180 days, while permanent incapacity may qualify for a pension calculated at 85% of average monthly earnings from that period. Workers may form, join and participate in trade unions, and enterprises meeting the legal criteria elect employee representatives and alternates. A collective agreement can regulate recruitment and termination, salary, overtime compensation, probation, paid leave, seniority and transport allowances, revision and dispute procedures. Enterprises with at least five employees need internal rules, prepared after consultation with employee representatives and filed with the local Labour Inspector within 30 days. MIFOTRA is the Ministry of Public Service and Labour. The Labour Administration and Labour Inspectorate, including the Labour Inspector or Umugenzuzi w’Umurimo, supervise compliance and handle specified employment matters. RSSB is the Rwanda Social Security Board, known locally as Urwego rw’Ubwiteganyirize mu Rwanda. An individual labour dispute normally moves from an attempt at amicable settlement through employee representatives to the local Labour Inspector, and then, where appropriate, the national Labour Inspector or a competent court. Skipping required preliminary steps can cause a court to reject the claim. Collective disputes begin with the local Labour Inspector; unresolved disputes can proceed to the national Inspector and then to the Minister in charge of labour. Labour claims generally have a two-year limitation period, interrupted by a written settlement request or referral to representatives, an Inspector or a court. Termination generally requires written notice and reasons. The notice period is at least 15 days for service of less than one year and at least 30 days after more than one year. A worker may take one day per week to look for work during an employer's notice period. Gross misconduct can remove the notice requirement. Economic or technical suspension can last up to 90 days in one year; after that, it is treated as dismissal with terminal benefits. Consultation with employee representatives and written notice to the Labour Inspector are required in the specified economic or technical cases. Unlawful dismissal can lead to compensation of at least three and at most six months of salary. At the end of employment, the employer provides a certificate of rendered services and pays final dues. Enterprises generally declare their start to the local Labour Inspector within one month, and closure or relocation requires at least 15 days' notice.