Ugandan workers report to private hospitals, clinics, and other sectors of work every day. Many are highly skilled and generate millions in revenue for their employers. Yet, when they raise concerns about fair compensation, they are casually told to “leave if they want.” Managers boldly state, “Other people are applying for this job,” making it clear that workers are seen as easily replaceable rather than valued assets.
This mentality is not only demoralizing but also exploitative. Workers who dedicate long hours to patient care, customer service, or operations are reduced to mere numbers—easily replaced, undervalued, and silenced.
Too Many Ugandan Workers : The Curse of Redundant Labour
Uganda’s population is young and growing fast. Many graduates are unemployed, and companies use this to their advantage. Employers know that jobseekers are desperate, so they offer low salaries and harsh conditions.
In 2010, a Norwegian boss at a company called Life Well Uganda ( no longer in operation ) admitted this openly. When staff requested a salary increase, he said, “I cannot increase your salaries because Uganda has redundant manpower. You advertise a single job and get 500 CVs.” That same day, the entire team resigned.
Employers think they’re saving money. But in truth, they are losing experienced workers and lowering productivity. Constantly training new people costs time, energy, and money.
The Psychological Impact of Threat-Based Management
Some bosses don’t manage— they threaten. They say things like, “If you want to go, you can go. I can call someone from Kampala Road right now to take your job.”
This creates fear and job insecurity. Workers live under constant pressure, knowing they could be replaced at any moment. Some even resort to juju (witchcraft) to keep their jobs, feeling helpless in a broken system.
Toxic leadership not only damages employee well-being but also reduces efficiency and growth. A fearful team is not a productive team.
Why Salary Increments Aren’t Enough Anymore for Ugandan Workers
A few companies have recently started increasing salaries. That’s a good step. But it’s not enough. Many still fire people without warning. Others promise “benefits” like lunch, Wi-Fi, or accommodation—only to pay salaries as low as UGX 150,000. That’s barely enough for transport and food.
This isn’t just an economic issue. It’s a moral one. Health workers, especially nurses in clinics, work long hours. They treat patients with dedication. Yet they earn less than what some spend on fuel in a week.
The Role of Government in Setting Minimum Wages
This crisis can’t be left to employers alone. The Ugandan government must act. It should set and enforce minimum wages for various professions—especially in the medical and service sectors.
Minimum wage laws protect vulnerable workers from exploitation. They ensure that no matter how many people are looking for jobs, no one gets paid below a living wage. Without such regulations, the market becomes a race to the bottom.
Countries that have implemented strong wage protections have healthier economies and happier citizens. Uganda should follow suit.
A Call to Action: Let’s Value Our Workers20
Ugandan workers are not machines. They are parents, students, caregivers, and professionals. They deserve respect, fair pay, and job security. The narrative must change.
It’s time to recognize the real value of labour. Employers must stop using availability as an excuse for abuse. The government must step up. And workers, wherever possible, must stand up for their rights.
When we value people, we build stronger companies and a better country.
