The National Water and Sewerage Corporation (NWSC) is reviewing its Human Resource Manual to align workplace policies with Uganda’s revised Employment Act, introducing a series of proposed amendments aimed at strengthening employee welfare, promoting fairness and enhancing accountability across the Corporation.
The proposed changes were presented by Director Human Resources, Ms. Eunice Alanyo, during a performance contract workshop, where she outlined key reforms intended to ensure that the Corporation’s human resource policies remain responsive to both evolving labour legislation and the needs of its workforce.
The amendments are aligned to the Employment Act, Cap. 226, which was revised in December 2023, and cover ten key areas including maternity protection, retirement on medical grounds, retrenchment, death benefits, occupational health and safety, gender equality, absenteeism, harassment and employee conduct.
Among the proposed reforms is enhanced support for working parents. Under the revised provisions, the Corporation will be required to provide appropriate time, space or facilities for breastfeeding and childcare for children aged between three and thirty-six months, creating a more supportive working environment for nursing mothers.
The amendments also introduce additional support for employees retiring on medical grounds. In addition to existing terminal benefits, eligible employees will receive a severance allowance equivalent to one month’s salary for every completed year of service, providing greater financial security during an often difficult transition.
Clearer guidelines have also been proposed for retrenchment, redundancy and rationalisation. Staff reductions will only be undertaken under defined circumstances, including organisational restructuring, the introduction of labour-saving technologies, changes in operational requirements or the discontinuation of specific functions.
The revised manual further strengthens the Corporation’s support to bereaved families by standardising funeral assistance. Proposed provisions include a coffin contribution of up to UGX 1,000,000, transportation of the deceased employee’s body with a minimum facilitation of UGX 300,000 for distances within 60 kilometres, and UGX 5,000 per kilometre beyond that distance. Embalming costs will also be reimbursed based on actual expenses incurred.
Occupational health and safety also feature prominently in the proposed reforms. The Corporation intends to conduct annual health and safety audits, maintain surveillance systems for workplace injuries, accidents and disease outbreaks, and submit regular reports to the Commissioner responsible for Occupational Health and Safety. These measures are expected to strengthen compliance while promoting safer working environments across the organisation.
To advance inclusion and equal opportunity, the proposed amendments provide for the establishment of a Gender Steering Committee to oversee gender mainstreaming initiatives throughout the Corporation. The committee will support efforts to promote equal employment opportunities, fair promotion practices and equal pay for work of equal value while fostering an inclusive workplace culture.
The revised manual also introduces clearer disciplinary provisions relating to absenteeism, harassment and employee conduct. Employees who abscond from duty for specified periods may be subjected to disciplinary action in accordance with the manual, while acts of harassment, intimidation or misconduct that negatively affect the Corporation will attract sanctions consistent with the Employment Act and established disciplinary procedures.
The proposed amendments represent an important step in modernising NWSC’s human resource policies by aligning them with current labour legislation and evolving workplace expectations. Once approved and implemented, the revised Human Resource Manual is expected to strengthen employee welfare, reinforce accountability and support a fair, safe and productive working environment across the Corporation.
