Free Access | August 2026

Implementing An Inclusive National Tripartite Charter On Labour Relations For Decent Work In Uganda: An Evidence Review

Authors/Editors: Brian Sserunjogi (PhD) ,  Madina M. Guloba (PhD) ,  Pauline Nakitende ,  Elizabeth Birabwa Aliro ,  Christine Arwata Alum (PhD)

Abstract:

Social dialogue is essential for resolving industrial disputes, promoting workplace harmony, and balancing the interests of workers, employers, and government through negotiation and consensus. This review assessed the implementation of Uganda’s 2013 National Tripartite Charter on Labour Relations (NTCLR), its effectiveness in fostering inclusive labour governance, and the legal, operational, and political challenges limiting its impact. It also identifies priority actions for the ongoing review process. Findings from policy dialogues with government, employers, and workers’ representatives show that the NTCLR has strengthened industrial relations by expanding collective bargaining agreements across sectors such as tea, coffee, hospitality, education, and floriculture. In several export-oriented industries, improved labour standards have enhanced worker welfare and productivity. The Charter has also served as an important operational guide, helping to interpret labour relations where statutory enforcement is weak. However, the Charter’s effectiveness remains constrained by legal inconsistencies and institutional weaknesses. Contradictions between the Constitution, the Labour Unions Act, and the Employment Act create ambiguity around union formation, recognition, and collective bargaining. The “one union per enterprise” clause is particularly contentious, as it conflicts with constitutional guarantees of freedom of association and has proven difficult to implement in practice. The continued registration of multiple unions within the same sectors has led to duplication, rivalry, and weakened bargaining power. In addition, the NTCLR is not legally binding and lacks a clear enforcement and accountability framework.