UGANDA Law and Practice Contributed by: Timothy Kajja, Nanyonjo Janet Pheobe and Jolly Kibalama, Engoru, Mutebi Advocates
7.2 Employer/Employee Rights The rules that govern employee rights in Uganda apply directly to sports bodies without any exceptions. Ath - letes are regarded as professional employees and are therefore entitled to the full range of rights provided under the law. In the recent case of Ineah Joel v Bright Stars Football Club , the FUFA Dispute Resolution Committee found that the club had breached the player’s employment contract and violated the rights contained therein. As a result, the club was ordered to pay compensation to the player. 7.3 Free Movement of Athletes Generally, there are no specific laws that limit the number of foreign players a club may have. However, individual sports federations may impose their own restrictions. For example, in football, FUFA currently limits the number of non‑nationals to five, while most other federations remain largely silent on the matter. Regarding visas, the requirements are set by immi - gration laws and do not contain any special provi - sions for sports. Foreigners may obtain work permits in Uganda, provided they meet the general require - ments, such as having a valid offer of employment, a certificate of good conduct, and other relevant qualifi - cations. Uganda does not have any unique restrictions on the free movement or transfer of players. 8. Women’s Sport 8.1 Development and Growth of Women’s Sport In spite of historical imbalances, women’s sport in Uganda is experiencing steady growth. A substantial number of sports disciplines now have stand‑alone women’s leagues, and these competitions are increas - ingly attracting strong sponsorship. For example, Finance Trust Bank recently invested Uganda shillings two billion into the Women’s Super League. In some disciplines, such as Pool, prize money for female and male players is now equal. However, several challenges and inequalities continue to persist. Transfer fees for women remain low, and
A party aggrieved by the decision of an appellate tri - bunal may further appeal the matter to the National Sports Arbitration panels. However, because these panels are not yet operational, international sports dispute resolution bodies such as the Court of Arbi - tration for Sport (CAS) are currently competent to hear such appeals. 6.3 Sanctions, Remedies and Challenges Sports bodies have the authority to enforce both local and international sports sanctions, including financial penalties. This authority is primarily derived from the statutes that establish the sports federations and empower them to regulate their members, which include sports clubs. The sanctions imposed may include fines payable to the federation or bans from participating in the rel - evant sporting discipline. In certain cases, federa - tions may also request support from their international governing body to enforce sanctions that apply on a worldwide basis. 7. Employment Contracts and Rights 7.1 Sports-Related Employment Contracts Employment of sportswomen and sportsmen in Uganda is primarily governed by the Employment Act, Cap 226. Sports clubs enter into employment contracts with their players and are required to adhere to the general principles of employment law, including non‑discrimination and respect for employees’ rights. Some sports federations require clubs to register the employment contracts with the federation before the contracts are considered enforceable. Although this practice may not fully align with Uganda’s Employ - ment Act, Cap 226, it has not yet been tested before a judicial body. Uganda does not currently have salary caps for athletes, nor are there formal collective bargaining arrangements in place. However, efforts are ongoing to establish a Players’ Union.
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