Hire in Rwanda

In Rwanda, fixed-term contracts are utilized to engage workers for tasks that may be permanent in nature. There is no statutory requirement for a valid reason for using such contracts, nor is there a set limit on the maximum duration of successive fixed-term contracts. The duration specified in the contract can be renewed as agreed upon by both parties.

If a fixed-term contract expires without written renewal but the employee continues working, compensation will be based on the number of days worked.

Pre-employment screenings are allowed to verify a clear criminal record and assess suitability for the position.

The probation period for employees in Rwanda is capped at three months. However, if necessary and with valid reasons, the employer may extend this period by an additional three months, provided that the employee receives a written evaluation of their performance.

Should the written performance review during the probation period indicate the employee’s incompetence, and upon notification of this fact, the employer reserves the right to terminate the employment contract without prior notice. In such cases, the employee is entitled only to the salary accrued up to the termination date, without any additional compensation.

Employees in Rwanda are limited to a maximum of 45 hours of work per week. They are also guaranteed a minimum of 24 consecutive hours of rest every week, typically observed on Sundays.

The rates for overtime are agreed upon between the employer and the employee and are specified in the employment contract.

In Rwanda, employers have the authority to establish the daily schedule for work hours and breaks for their employees in accordance with labor laws.

In Rwanda, employers have the option to terminate an employment contract either by adhering to the specified notice period or by offering payment in lieu of notice.

However, if an employee commits severe misconduct, the employer reserves the right to terminate the contract immediately without notice. In such instances, the employer must inform the employee within 48 hours of discovering evidence of the misconduct.

It is prohibited for the employer to terminate the contract while the employee is under suspension or on leave.

Should the employer unlawfully terminate the contract, the employee is entitled to damages, ranging from three to six months’ salaries. For employees with 10 years of experience, the maximum compensation is capped at nine months’ salary.

The notice period for terminating employment contracts or dismissing employees in Rwanda depends on the duration of the employee’s service:

• – For employees with less than one year of service, the notice period is at least 15 days.
• – For employees with over one year of service, the notice period is at least 30 days.

Notice must be provided in writing, stating the reasons for termination of the employment contract.

During the notice period, the employee is permitted to be absent from work for one day per week to pursue new job opportunities.

When an employee is terminated due to economic reasons, technological transfer, or sickness in Rwanda, and has completed at least one year of continuous service with the employer, they are entitled to severance pay. The severance pay is determined based on the employee’s length of service, calculated as follows:

• – Two times the average salary for less than five years of service
• – Three times the average salary for five to 10 years of service
• – Four times the average salary for 10 to 15 years of service
• – Five times the average salary for 15 to 20 years of service
• – Six times the average salary for 20 to 25 years of service
• – Seven times the average salary for more than 25 years of service

To calculate the average monthly salary, the employee’s total salary for the past twelve months (excluding any allowances for work-related purposes) is divided by 12. Upon termination of the employment contract, all related benefits must be paid within seven working days.

In Rwanda, there are no specific laws governing the validity and enforceability of non-compete clauses in employment agreements. However, many employers opt to establish confidentiality agreements with employees to safeguard sensitive information from being disclosed.

In Rwanda, data protection is regulated by Law No. 058/2021 on the Protection of Personal Data and Privacy. This legislation requires employers to obtain explicit consent from employees before processing their personal data. Employers must also clearly specify the intended purpose for which the data will be utilized.

Upon request, an employer must furnish an employee with a payslip containing detailed information regarding the employee’s compensation calculation. This includes the basic salary, any allowances or bonuses, tax deductions, and the net salary.

Upon completing one year of continuous service, employees in Rwanda are entitled to 18 days of paid annual leave. This entitlement increases to 21 days after three years of continuous service with the same employer.

Employees are entitled to 15 days of paid sick leave upon presenting a medical certificate from a licensed doctor. If the sick leave period exceeds 15 days, the employee can apply for long-term sick leave, which can last for up to six months. However, approval from a medical committee composed of three licensed doctors is required for long-term sick leave. During the first three months of long-term sick leave, the employee is entitled to full salary. After three months of paid sick leave, the employee can request another three months of unpaid work suspension.

It’s important to note that if an employee remains ill after six months of long-term sick leave, the employer has the right to terminate the employment contract.

Employees in Rwanda are entitled to various circumstantial leaves to address both fortunate and unfortunate events within their families. These include:

• – Two working days for their civil marriage.
• – One month, in addition to paternity leave days, in case their spouse dies leaving an infant of less than three months.
• – Seven working days in case of the death of their spouse.
• – Five working days in case of the death of their child or adoptive child.
• – Four working days in case of the death of their father, mother, father-in-law, or mother-in-law.
• – Four working days in case of the death of their brother or sister.
• – Three working days in case of the death of their grandfather or grandmother.
• – Three working days in case of their transfer over a distance of more than 30 kilometers from their usual place of work.

During circumstantial leave, the employee continues to receive their salary and fringe benefits. Circumstantial leave cannot be divided into installments or deducted from annual leave.

Maternity Leave

Female employees in Rwanda are entitled to 14 weeks of paid maternity leave, including two weeks before childbirth. If complications arise during delivery or if the newborn requires medical attention confirmed by a recognized medical practitioner, the employer must grant an additional paid leave of up to one month to the mother.

Upon returning to work, new mothers are afforded a one-hour daily breastfeeding break for up to 12 months. This break is deducted from the total working hours and fully compensated.

Paternity Leave

Male employees are entitled to seven calendar days of paternity leave following their wife’s delivery.

The official public holidays in Rwanda are determined by a presidential order, typically totaling 11 days each year.

Employees who work on a public holiday are entitled to compensatory rest equivalent to the number of public holidays worked over the preceding 30 days.