Employment Security

Written Employment Particulars

According to the Labour Code, employment contract is any contract, either oral or written, by virtue of which a person agrees to work for an employer in return for pay. It can be concluded for a fixed term, opened ended or for a well defined task, basing on employer and worker's mutual consent.  However, an employment contract must be in writing written if it is concluded for a period of 6 or more months; or if the work can't be completed in 6 months; or the employment contract, signed in Rwanda, is implemented in a foreign country.

A written contract must contain the information on: its legal basis; complete identity of both parties and workplace; nature and duration of contract; nature of job; probation period; notice period; salary, allowance and deductions, date and place of payment; rate of overtime remuneration; relevant collective labour convention; and internal rules and regulations; employment category and level of occupation; weekly working hours; and other clauses favourable to the worker.

An employment contract has to be concluded in Kinyarwanda and in any other official language. If a contract is concluded in more than one language, a language is indicated which is referred to in resolution of a dispute that may arise in contract implementation.

Obligations of employer and worker are also mentioned in the contract and their commitment to respect them in good faith in conformity with the Law. Employment contract also contain provisions related to contract termination and conflict resolution in the execution of the employment contract of both parties and the competent courts to refer to in resolution of the conflict.

Source: Articles 1, 14-17 of the Law regulating Labour in Rwanda, 2009 (aka Labour Code), Article  2-7 Ministerial Order Nº05 Of 13/07/2010 Determining The Major Contents And Modalities For A Written Contract

Fixed Term Contracts

Rwandan labour Law allows hiring fixed term contract workers for tasks of permanent nature.  A worker hired for a fixed-term or an unspecified period that lasts more than six (6) consecutive months with the same employer is considered a permanent worker. The Labour Code neither requires a valid reason for the use of fixed term contracts nor does it place a statutory limitation on the maximum duration of successive fixed term contracts. A fixed term contract can be renewed as many times as agreed upon between the parties.

Source: Articles15 & 16 of the Law regulating Labour in Rwanda, 2009 (aka Labour Code)

Probation Period

The objective of the employment contract, with a view to conclude a definitive contract, is to decide beforehand to make an agreement whereby the employer examines the quality of the worker’s services and output while the worker looks at the conditions of work, living, pay, health and security at work as well as the social climate among the workers.

In accordance with the Labour Code, probation/trial period may not exceed 6 months. The Labour Code also requires that initial probation period and its renewal must be recorded in writing.

Source: Article 20 of the Law regulating Labour in Rwanda, 2009 (aka Labour Code)

Regulations on Employment Security

  • Law regulating Labour in Rwanda, 2009 (Labour Code) / Itegeko rigenga umurimo mu Rwanda, 2009
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