Platform for Labour Action (PLA) is a National Civil Society Organization that was founded in the year 2000. PLA is focused on promoting and protecting the rights of vulnerable and marginalized workers through empowerment of communities and individuals in Uganda.
Lives impacted
years of service
Every day, thousands of Ugandans leave their homes some moving from rural communities to urban centers, others crossing borders in search of better opportunities. For many, labour migration represents hope: a chance to earn, to support families, and to build a better future. Yet, for too many, this dream is cut short by exploitation, unsafe working conditions, and broken promises.
For 25 years, Platform for Labour Action (PLA) has stood at the frontline of protecting and defending Uganda’s workers, with migrant workers at the heart of its interventions. PLA believes no worker should ever have to choose between survival and dignity and for a quarter century, it has worked to ensure rights, justice, and protection for those often silenced or forgotten.
Monica’s Journey: From Migrant Worker to Advocate
The story of Kebirungi Monica, a returnee and now a Social Protection Volunteer at PLA, reveals both the struggles and resilience of Ugandan migrant workers.
“My name is Kebirungi Monica, a former migrant worker. I once worked as a personal assistant in Saudi Arabia. Unfortunately, I could not complete my contract due to health complications. When I returned home, I faced so many challenges struggling with my health and also struggling to find a new direction for my life. It was one of the hardest times I have ever faced.” – Monica
Her experience reflects the reality faced by many Ugandan women abroad, where cases of exploitation and even sexual abuse have been reported in the media, including recent BBC coverage.
Yet Monica’s story did not end in despair. Through PLA’s reintegration support and empowerment programs, she found a way to rebuild her life and use her voice to help others.
“PLA gave me training and an opportunity to serve as a Social Protection Volunteer. This role has given me more skills as a social worker, more confidence, and more opportunities to help others in the community. I now guide people on correct migration procedures, on how to do due diligence, and on the importance of reporting suspicious or illegal recruitment practices.” – Monica
25 Years of Standing With Workers
PLA’s legacy over the last 25 years is one of impact, consistency, and courage. From Kampala to rural districts, and from grassroots communities to national and international policy spaces, PLA has positioned itself as a trusted defender of workers’ rights.
For migrant workers, PLA’s work has been especially transformative:
Why This Work Matters
Labour migration is not simply about movement; it is about people, their aspirations, and their dignity. For 25 years, PLA has been the voice ensuring that migration is not a path to exploitation but a pathway to empowerment.
Monica, now an advocate in her community, embodies this mission.
“I have been able to help returnees know about the support programs available for them. I also speak with young people who want to travel abroad. I tell them: make sure you do your research, make sure the company is safe, and do not be rushed into risky decisions. Sadly, I have met many people who did not do due diligence and are now suffering some exploited, some trapped, and some who may never return.” – Monica
Her voice is a reminder that every migrant worker matters -their rights, their dignity, and their dreams deserve protection.
A Call to Action
As PLA celebrates 25 years of tireless advocacy, it renews its commitment to Uganda’s workers especially migrant workers whose struggles too often remain invisible.
“To the community and to every returnee out there: continue to chase your dreams. And for those planning to travel, please do your due diligence. If you are struggling, remember there are support networks like PLA where you can find legal aid and reintegration support.” – Monica
For 25 years, PLA has proven that migration can be safe, fair, and dignified. With greater support, it can continue transforming the lives of thousands more workers like Monica.
Authored by Angella Asiimwe, Consulting Blogger under Voice Consults
Hashtag: #PLAat25
On 17th May 2020, the Chairman Fundraising Subcommittee National Response Fund to Covid-19 Mr. Patrick Mweheire, appealed to the 1.5 million formally employed workers, through their CEOs to donate about Shs 10,000 each for the months of May and June as a donation to the struggle to combat the pandemic in Uganda. The assumption behind the drive is that over Shs30 billion would be collected from the workers and channeled to efforts to procure personal protection gear, testing kits and support materials for medical teams on the frontline. While this seems like creative thinking by the Chairman, reactions from social media indicate that Ugandans are displeased, irritated and prepared to fight the Government from interfering with their money. Platform for Labour Action has examined the Employment Act 2006 and answered some of the pertinent questions regarding deductions from employee’s wages.
Generally, the law states that except where it is expressly provided by law, no person may receive the wages due to any employee on behalf of that employee without the written permission of the employee to whom the wages are due. (section 44) of the Employment Act 2006).
According to the Employment Act, wages mean remuneration or earnings, however designated or calculated capable of being expressed in terms of money and fixed by mutual agreement or by national laws or regulations, which are payable under an oral or written contract of service for work done or to be done, or for services rendered but excluding any contributions made or to be made by the employer in respect of his or her employee’s insurance, medical care, welfare, education, training, invalidity, retirement pension, post-service gratuity or severance allowance (section 2). A deduction from a wage would therefore mean an employee receiving less than the agreed net-pay excluding all the statutory deductions.
It is unlawful for an employer to make a deduction from employee’s wages unless such deduction is done in conformity with the labour laws and regulations.
An employer can lawfully deduct from an employee’s wages where;
Section 46 (1) of the Employment Act (2006) provides that the following deductions from remuneration due to an employee are permitted (a) an amount in respect to any tax, rate, subscription or contribution imposed by law, (b) where the employee has previously given his or her written consent to a deduction being made, the deduction being in respect of any amount representing a contribution to any provident or pension fund or scheme established or maintained by the employer or some other person, (c) deduction by way of reasonable rent or other reasonable charge for accommodation provided by the employer for the employee, or the employee’s family, where the employee has agreed to the deduction, and (d) union dues. This means that the employer is only permitted to deduct PAYE and related taxes, NSSF contributions and any other contributions imposed by law including union dues where the employee belongs/subscribes to a particular labour union. Any other deductions have to be authorized by the employee by way of consent. However, attachment of wages is permitted as long as the attachment does not exceed two-thirds of all the remuneration due in respect of that pay period (section 46 (3)
Section 45 (2) of the Employment Act 2006 provides that no deduction shall be made from the wages of an employee with a view to ensuring a direct or indirect payment to his or her employer or the employer’s representative or any intermediary for the purpose of obtaining or retaining employment. This means that the employer is not allowed to pay to himself or any third party any amount from the employee’s wages for purposes of securing or obtaining employment.
Yes, an employer who acts in contravention of the provisions is liable to repay any remuneration wrongfully withheld or wrongfully deducted from the employee. (section 47)
An employee can make a request for repayment to a labour officer not later than six years after the alleged deduction. The worker can seek a declaration from the labour officer that there was deduction and the labour officer seeks for payment or repayment of the unlawfully deducted amount and in some circumstances, unlawful deduction of wages compensation for further financial loss.
The law applies to all employees employed by an employer under a contract of service, an apprenticeship contract including, without limitation, any person who is employed by or for the Government of Uganda, including the Uganda Public Service, local authority or a parastatal organization but excludes member of the UPDF.
A contract of service is an agreement (whether orally or in writing) binding on parties who are commonly referred to as “employer” and “employee”. For example, a customer service consultant working in a telecommunications company. It was held in Stevenson, Jordan Harrison Ltd v MacDonald & Evans [1952] 1 TLR 101 that a person is considered an employee under a “contract of service” when the work is integrated in that of the business and considered an integral part of the business, whereas an independent contractor for services is merely an accessory to the business and, thus, not an employee.
The Government should remember that employers are not legally authorized to comply with the request to deduct the shs 10,000 from employee’s wages/salaries for the months of May and June as proposed by the Fundraising Subcommittee National Response Fund to Covid-19 Chairman. Employers are limited in their mandate and cannot be seen intermeddling with what contractually and legally does not belong to them. The power and control over wages are vested in the workers and not the company CEOs as suggested. Employers should remember that any move to deduct a single penny from an employee’s net-pay/salaries or wages will lead to legal action for recovery or repayment. The appeal should be channeled to the workers who should be given scope to determine whether their respective earning allow room to make the shs. 10,000 donation. It would be dangerous to assume that all the 1.5 million workers earn enough money to forego the stated amount especially during a time when they are uncertain about job security and ability to fulfill other financial obligations.
In 2000, at a time when Uganda’s legal landscape had little space for domestic workers or children exploited in labour, a young lawyer named Lillian Keene Mugerwa dared to ask the hard questions. Who was speaking for the food sellers, the market women, the security guards, and the house helps? And what justice existed for children trapped in work instead of school?
