As of March 2024, the estimated population of Rwanda is 14,094,683 people.
The currency in Rwanda is the Rwandan Franc (RWF). The currency symbol is FRw, RF, R₣.
Rwanda's Labor Code allows the use of fixed-term and indefinite employment contracts but does not provide further guidance on what constitutes permanent employment.
Rwanda's Labor Code allows employment contracts to be written or unwritten. However, the duration of an employment contract that is not in writing cannot exceed 90 consecutive days. Also, foreign employees who work in Rwanda must be provided with a written employment contract. The renewal of a fixed-term employment contract must also be in writing. A written employment contract must contain information on identification of both parties, nature of work, salary and benefits terms, working hours, etc.
Rwanda's Labor Code allows for the employment of workers on a temporary basis. Employers can subcontract their work to other employers who employ their employees to work on such temporary roles. The subcontract provides for guarantee for the payment of salaries of and social security contributions for employees and other obligations of the employer towards the employee and work conditions.
Per Rwanda's Labor Code, the duration of probationary periods cannot exceed 3 months. However, after the employer notifies the employee with a written evaluation of the employee's performance, the employer can decide that an employee must redo the probationary period for a maximum of 3 more months if there are valid reasons related to the nature of the work, the employee's performance, and the employee's conduct. If the probationary period comes to an end and the employee proves to be competent, the employee must be notified in writing and immediately offered employment. If the probationary period proves that an employee is not competent, the employer must notify the employee through a written performance evaluation. The employer may then terminate the employment contract without notice.
Rwanda's Labor Code states that the maximum working hours are 40 per week. Employers can request employees to work overtime where: The work necessitates urgency The work is exceptional The work is seasonal The work is done to preserve or increase productivity The work is of a special nature Private-sector employees are entitled to a daily break of 1 hour and a weekly rest of 24 hours.
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Rwanda's Labor Code states that every employee is entitled to paid leave of 1.5 working days per month. A newly hired employee can enjoy annual leave after 12 months of service, including any probationary period. Employees are entitled to 1 additional working day of annual paid leave for every 3 years of service with the same employer. However, an employee's total days of annual paid leave cannot exceed 21 working days. A worker under 18 years old is entitled to 2 working days' leave per month of continuous work. Official public holidays are not considered part of annual leave.
Per Rwanda's Labor Code, an employee who submits a written certificate signed by a recognized medical doctor is entitled to a short-term paid sick leave of up to 15 days. If more sick leave is needed, the employer may require the employee to submit a certificate signed by 3 recognized medical doctors. This second certificate entitles the employee to paid sick leave for another 3 months and unpaid sick leave for a further 3 months.
In Rwanda, female employees are entitled to 14 consecutive weeks of maternity leave at 100% of their remuneration. Employers must pay employees the full 14 weeks' salary during maternity leave, and they can request that the Rwandan Social Security Administration (SSA) reimburse maternity leave benefits for 8 weeks. Employees are eligible if they have contributed for at least 1 month to the maternity leave scheme before the leave begins and have a medical certificate of delivery. Employees are entitled to a breastfeeding break of 1 hour per day for 12 months from the date they resume work after maternity leave. Employers may not terminate an employment contract due to the employee's pregnancy.
Male employees are entitled to 7 calendar days of paternity leave when their spouse gives birth and an additional 5 days in the event of complications related to the delivery suffered by the spouse or child born.
Rwanda's Labor Code states that if it is necessary to terminate a contract of employment with prior notice, the duration of the notice must be at least equal to: 15 days, if the employee has worked for less than a year 30 days, if the employee has worked for 1 year or more. No notice period will apply to an employee during a probationary period. When an employment contract is terminated due to gross negligence, the party causing the contract to be terminated must notify the other party within 48 hours.
Per Rwanda's Labour Law, the dismissal of an employee who has completed at least 12 consecutive months of work generally entails payment of dismissal benefits by the employer ranging from 2 months' salary for less than 5 years' service to 7 months' salary for over 25 years of service. Benefits are paid to employees who are dismissed for economic, technological or sickness-related reasons. Benefits must be paid within 7 working days of dismissal.
To qualify for a monthly pension, members must meet the following requirements: Be at least 60 years old Contribute to the pension scheme for at least 15 years Cease to perform any remunerated activity. The amount of old-age pension benefits is calculated based on the total average monthly earnings received for the last 5 years preceding the date of entitlement. The monthly old-age pension is equal to 30% of the insured's average monthly earnings. The pension benefits will be increased by 2% for every 12 months of contribution exceeding 180 months. Insured individuals who reach the qualifying age but do not meet other requirements for old-age benefits shall receive a lump-sum allowance equal to the average of their monthly earnings multiplied by the number of years of contribution. Effective January 2025, the minimum monthly pension is RWF 33,710.
The survivors of a deceased insured employee are entitled to receive benefits if the insured person was entitled to receive an old-age or disability pension or had paid at least 180 monthly contributions. Such pension benefits will be distributed as a percentage of the pension that the deceased employee received or was entitled to receive: 50% for the surviving spouse 25% for each child with one surviving parent 50% for each orphan with no surviving parents 25% for each parent or adoptive parent when the deceased leaves no spouse or children. The total amount of benefits for the survivors cannot exceed the deceased's pension. If a member dies before contributing for at least 180 months, the survivors will receive a lump-sum allowance. Effective January 2025, the minimum monthly pension is RWF 33,710. In the event of an insured member's death due to a work accident or occupational disease, employers must pay a monthly pension to survivors.
Insured persons who become disabled before reaching retirement age will have the right to disability benefits if: They have contributed for at least 3 years, of which 6 months have been in the past 12 months. They have ceased to perform any remunerated activity. They have a medical certificate attesting to a disability of more than 50%. The monthly disability pension equals 30% of the insured's average monthly earnings. The pension benefits will be increased by 2% for every 12 months of contribution exceeding 180 months. Members who receive disability pension benefits and require constant assistance to perform everyday tasks are entitled to a 40% increase in disability benefits. Effective January 2025, the minimum monthly pension is RWF 33,710. Employers cover pension benefits for disability due to work accidents or occupational diseases, depending on the type and degree of disability.
An annual personal income tax levied on income received by an individual. The tax year runs from January 1 through December 31. Residents are taxed on their global income, while non-residents are only taxed on their income from sources within Rwanda. The tax rates vary from 0% to 30%.
Visa Categories
The major visa categories in Rwanda include:
To work legally in Rwanda, a foreign national must obtain a work permit issued by the Directorate General of Immigration and Emigration (DGIE). The employment permit category covers various types of foreign employment arrangements and is applied for through the official immigration services platform. Work permits are classified by employment type, and the validity periods vary by category, ranging from 1 to up to 3 years, after which permits may be renewed by submitting updated supporting documentation. Application fees differ depending on the permit class, ranging from RWF 50,000 (Rwandan francs) to RWF 150,000.
