Employment in Rwanda

Rwanda's employment system combines formal and informal work. In 2024, informal employment represented 90.4% of total employment, although that figure is not the same as the share of dependent employees. A recent labour-market baseline counts about 8.3 million people of working age, about 4.4 million employed people and a labour-force participation rate of 62.9%. Services account for about 42.9% of employment, agriculture 39.9% and industry 17.2%. Gender, age and rural access differences affect the availability of work. Formal employment can begin through a direct company vacancy, the Kora Job Portal, the Labour Market Information System, professional internship channels, universities or personal networks. Public-service vacancies use the MIFOTRA recruitment portal. An applicant normally registers, creates a profile, submits qualifications and language information, adds references and documents, applies for a vacancy and follows the application status. An internship can help someone enter the labour market, but it does not automatically create an employment relationship. Informal work often begins through personal or community networks, casual work or a person's own local market activity. These pathways can differ in written documentation, tax records, social-security coverage and enforceable benefits. The minimum employment age is 16. Children aged 13 to 15 may perform only light work within an apprenticeship, while hazardous child work and forced labour are prohibited. Nationality, qualifications and access conditions depend on the vacancy, employer or applicable statute. A written employment contract should identify the parties, purpose, duties, duration, employment category, workplace, probation, working hours, salary and benefits, deductions, pay date and place, overtime payment, possible transfer, dispute settlement, termination terms and start date. Contracts may be for a fixed or indefinite period. Probation may last up to three months; a repeat requires written performance evaluation and notice and may extend the total period to a practical maximum of six months. Ordinary working time may not exceed 45 hours per week, and weekly rest must last at least 24 hours. Annual leave accrues at 1.5 working days for each month of work. Other leave can include circumstantial, maternity, sick and authorised absence leave. Annual leave is generally not converted into cash, although a contract may provide more favourable terms. Maternity leave lasts 14 weeks with full salary. The employer pays the salary, while RSSB reimburses the final eight weeks through its maternity mechanism; a certified delivery complication can allow an additional fully paid month. Eligibility, contributions and supporting documents affect access to the scheme. The contract states remuneration and benefits. The employer withholds PAYE, the tax on cash and in-kind employment income, using monthly marginal bands: 0% on RWF 0 to 60,000, 10% on RWF 60,001 to 100,000, 20% on RWF 100,001 to 200,000 and 30% above RWF 200,000. Salaried employees in public and private employment generally participate in the RSSB pension scheme. From salary payments in January 2025, the pension contribution is 12% of gross salary, split equally between employee and employer; the gross base includes transport allowance. The occupational-hazards contribution is 2% paid by the employer and 0% by the employee. Employees can check contribution records through RSSB or Ishema. The occupational-hazards scheme can cover medical care, sickness allowance and incapacity or survivor benefits. An employee should report a workplace incident promptly to the employer and labour inspector, while the employer and doctor complete the RSSB forms. Ending employment generally requires written notice with reasons: at least 15 days when service is under one year and at least 30 days when service exceeds one year, subject to the contract, collective agreement and applicable rules. Serious or gross misconduct can follow a different procedure. Keep the contract, payslips, PAYE and RSSB records, leave evidence and termination documents. Pension records and benefits continue after employment; a former employee without other pension coverage may continue pension contributions voluntarily. Retirement access generally begins at 60, with an early old-age option from 55 subject to conditions. Labour inspection and employment disputes can be taken through MIFOTRA, the Integrated Labour Administration System and other competent labour channels. Rwanda has no evidenced universal employment-service placement or unemployment-benefit pathway, so access to work and support after job loss should not be assumed from the existence of a formal employment contract.