Meaning of Trade Unions

A trade union is an association or organization formed by the workers with a primary objective
of demanding/advocating for increased wages and improved conditions of work for its members.
According to Bonner and Spooner (2012), Trade union is an association of workers formed to
achieve common objectives like fighting for higher wages for the workers, improved working
conditions and improved welfare. Therefore, a trade union is formed by employees/workers to
ensure collective action against employers. Examples of trade unions in Uganda include Uganda
National Teachers' Union (UNATU), Uganda Law Society (ULS), Uganda Medical Workers
Union, Makerere University Academic Staff Association (MUASA), and National Organization
of Trade unions (NOTU).

Trade unions can be categorized into several distinct types based on their structure and the nature
of their membership. The first category, professional or craft trade unions, are formed by
individuals who share a specific skill set or area of expertise, regardless of the industry or
organization they work for (Nuwagaba, 2012; Amalgamated Transport and General Workers'
Union (ATGWU) Report, 2015). These unions serve to represent the interests of workers with
similar qualifications and competencies, allowing them to advocate for better working
conditions, wages, and professional development. Examples of such unions include the National
Teachers Union (UNATU) in Uganda, the Uganda Law Society, and various unions for
engineers and accountants, all of which focus on the unique needs of their respective professions.

Another category is industrial trade unions, which unite workers from a specific industry,
regardless of their individual skills or roles within that sector. This type of union aims to address
the collective interests of all employees within the industry, promoting solidarity and collective
bargaining power (The International Labour Organization (ILO), 2015). In contrast, company
trade unions are more localized, representing the workforce of a particular organization, factory,
or firm. These unions focus on the specific needs and concerns of their members within that
company, such as the Makerere University Academic Staff Association (MUASA), which
advocates for the academic staff at Makerere University.

General trade unions encompass a broader spectrum, bringing together workers from various
sectors, occupations, and skill levels. This diversity allows for a more comprehensive approach
to labor issues, as members can share experiences and strategies across different fields
(The International Transport Workers' Federation (ITF) Report, 2010). Additionally, there are
open-shop trade unions, which permit workers to seek employment without the requirement of
union membership, promoting inclusivity. Conversely, closed-shop trade unions impose
restrictions on membership, often requiring specific skills or qualifications to join. This
exclusivity is intended to maintain high labor standards and ensure competitive wages, as seen in
organizations like the Uganda Law Society, which seeks to uphold the quality of legal practice
within the country.

Objectives of trade unions

Trade unions play a crucial role in advocating for improved working conditions for their
members, striving to ensure that they have access to a clean and safe work environment. This
objective is pursued through active representation of their members during negotiations aimed at
enhancing service conditions. By engaging in discussions with employers, unions work
diligently to secure better terms that contribute to the overall well-being of the workforce
(International Union of Food (IUF) Report, s2008).

One of the primary goals of trade unions is to negotiate higher wages for their members,
particularly in response to rising living costs or when current wages fail to meet acceptable living
standards. Through collective bargaining and various negotiation strategies, unions aim to secure
fair compensation that reflects the economic realities faced by workers (Kibikyo, 2008). This
process not only addresses immediate financial concerns but also seeks to establish a sustainable
wage structure that supports the long-term financial health of their members.

In addition to advocating for better wages and working conditions, trade unions are committed to
enhancing the skills of their members to ensure their employability and productivity. This is
achieved through the organization of workshops, seminars, and short courses designed to
develop relevant skills. Furthermore, unions provide advisory services to the government on
manpower planning, helping to forecast and train the workforce needed for the future (Fischer,
2013). They also champion the human rights of workers, often acting as a voice for the
marginalized and forming alliances with political entities to promote labor rights and unity
among workers, thereby fostering a collective strength against exploitation.
History of trade unions
Early beginnings (1930s–1962): The Colonial period
The roots of trade unions in Uganda can be traced back to the 1930s, with a notable early effort
being the formation of the Uganda African Motor Drivers’ Association in 1939. According to
Spooner and Mwanika (2017), this organization marked a pivotal moment in the collective action
of workers seeking improved working conditions and rights. The landscape of labor
organizations in Uganda began to take shape during the colonial era as workers increasingly
banded together to advocate for fair wages and better treatment. The establishment of the first
formal trade union in 1945 laid the foundation for future labor movements, which would
continue to evolve in response to the socio-economic challenges faced by the workforce.

A significant development in the history of Ugandan trade unions occurred in 1955 with the
creation of the Uganda Trade Union Congress (UTUC), which became the first national center
for trade unions in the country (Bonner and Spooner, 2012). This milestone was particularly
important during a time when colonial rule imposed restrictions on worker organization, often
attempting to stifle collective bargaining efforts. The influence of British colonial policies during
this period shaped the trajectory of trade union activities as workers navigated the complexities
of advocating for their rights within a restrictive political environment. Over the years, trade
unions in Uganda have adapted and transformed, continuing to play a crucial role in the fight for
workers' rights and social justice.

Post-Independence Challenges (1962–1971)

After Uganda gained independence in 1962, trade unions encountered a series of significant
challenges as the new government implemented stricter regulations governing union activities.
The arrival of Kenyan workers during this period, who were viewed as militant due to their
active participation in labor movements in Kenya, raised concerns among Ugandan authorities
(Baligasima, 2001; Kibikyo, 2012). This perception led to a series of legislative measures aimed
at curtailing the influence of non-Ugandans within the labor sector, marking a notable shift
towards a more authoritarian approach to labor rights and union governance.
The post-independence era saw a notable expansion of trade unions in Uganda, yet this growth
was marred by political instability and apprehensions from the newly established government
regarding the presence of non-Ugandan workers. Particularly, Kenyan laborers, who had fled
their homeland due to the oppressive measures during the Mau Mau Uprising, were viewed with
suspicion (ATGWU, 2015). The Ugandan government, fearing the potential for unrest and
militant activities, enacted laws that explicitly barred non-Ugandans from holding leadership
roles within trade unions, reflecting a broader trend of tightening control over labor
organizations.

As trade unions flourished in the late 1950s and early 1960s, the involvement of foreign workers,
especially those from Kenya, became increasingly pronounced. The Ugandan government’s
anxiety over the perceived militancy of these Kenyan workers led to the introduction of more
severe regulations than those experienced during the Colonial era. This included outright bans on
non-Ugandans occupying any positions within trade unions, which not only stifled the growth of
a diverse labor movement but also underscored the government's intent to consolidate power and
limit external influences in the post-colonial labor landscape.

The Idi Amin Era (1971–1979)

The period of Idi Amin's rule from 1971 to 1979 represented a significant setback for trade
unions in Uganda. In 1973, the establishment of the National Organization of Trade Unions
(NOTU) through Decree No. 29 aimed to unify various unions under a single entity (Ninsiima,
2022). However, this move severely restricted the autonomy of individual unions, compelling
them to conform to government directives and curtailing any form of dissent. Under Amin's
dictatorship, organized labor faced intense repression, leading to the dismantling of numerous
unions and a significant erosion of workers' rights. This oppressive environment persisted until
Amin was overthrown in 1979, leaving a lasting impact on the labor movement in Uganda.

Contemporary Developments (1980-Present)

Following the overthrow of Idi Amin in 1979, trade unions in Uganda began to regain their
independence and functionality, marking a significant shift in the labor landscape. The National
Organization of Trade Unions (NOTU) underwent a series of transformations influenced by
changes in leadership and internal disputes throughout the 1980s and beyond. By the early 21 st
century, NOTU had solidified its position as the largest national trade union confederation in
Uganda, representing over 90% of organized workers (Rizzo, 2011; Spooner and Mwanika,
2017). This growth was largely driven by efforts to organize informal workers, which
significantly expanded its membership base. Under President Yoweri Museveni's administration,
trade union activities saw a revival, culminating in the establishment of NOTU in 1987 as a
compulsory umbrella organization for all private-sector unions.

The evolution of NOTU from a struggling entity to a dominant force in the Ugandan labor
movement is particularly notable between 2000 and 2018. Initially facing challenges related to
internal divisions and relevance, NOTU managed to absorb several rival unions, particularly
those that had split from the Central Organization for Free Trade Unions (COFTU). This
strategic consolidation, coupled with a robust organizing campaign targeting informal workers,
resulted in a remarkable increase in membership, tripling between 2010 and 2018. By the end of
this period, NOTU had not only established itself as the largest trade union confederation in
Uganda but also played a crucial role in representing the interests of a vast majority of organized
workers, thereby reinforcing its significance in the national labor landscape.

In recent years, approximately 855,000 out of two million formal sector workers belong to
unions. The Labor Unions Act of 2006 recognized another national group known as the Central
Organization of Free Trade Unions (COFTU), creating a competitive environment for labor
representation (Whelligan, 2015; Ninsiima, 2022). Despite legal recognition and rights to
association, challenges remain; compliance with labor laws is low among companies, and public-
sector workers face restrictions on collective bargaining. Examples illustrating these
developments include high-profile cases where companies have retaliated against striking
workers such as Southern Range Nyanza threatening to fire over a thousand employees for strike
action in 2007 and ongoing issues like child labor affecting around 2.7 million children in
various sectors (Ninsiima, 2022). Overall, while trade unions have played an essential role
throughout Uganda’s history from colonial times through periods of repression to contemporary
struggles they continue to face significant challenges that affect their effectiveness and reach.

Roles of trade unions:

Bargaining collectively for better wages
The role of trade unions in negotiating wage increases is pivotal, particularly in the context of
evolving economic conditions that directly impact workers' livelihoods. Trade unions are tasked
with the responsibility of engaging in discussions with employers to secure pay raises that align
with factors such as the rising cost of living, enhanced worker productivity, and increased
profitability for employers (Schmalz and Dörre, 2016). In Uganda, these unions serve as vital
advocates for workers' rights, striving to improve not only wages but also overall working
conditions through the process of collective bargaining. This process allows unions to represent
their members effectively, ensuring that their voices are heard in negotiations that can
significantly affect their financial well-being.

Collective bargaining is fundamentally a dialogue between trade union representatives and

employers aimed at reaching a consensus on various employment terms, including wages and
benefits. In Uganda, this practice is particularly important given the volatile economic landscape
that can influence the financial stability of workers. The negotiations often revolve around
several key economic indicators that unions use to justify their demands for wage increases
(Spooner and Hopley, 2011). For instance, as inflation rates rise, the cost of essential goods and
services escalates; prompting unions to advocate for wage adjustments that help workers
maintain their purchasing power and standard of living.

Trade unions also consider productivity and profitability when negotiating wages. When workers
demonstrate increased productivity, often due to advancements in technology or improved
operational processes, unions may argue for higher wages to reflect this enhanced output
((Spooner and Mwanika, 2016). For example, if a factory adopts new machinery that
significantly boosts production, unions can assert that workers deserve a portion of the resulting
profits. If a company’s annual report shows a profit increase from UGX 1 billion to UGX 1.5
billion, unions may advocate for wage increases as a fair distribution of these profits.

Examples of trade union actions in Uganda: the Uganda National Teachers’ Union (UNATU)
has historically engaged in negotiations with the government regarding teachers’ salaries and
benefits. In recent years, they have campaigned for salary increments that reflect both inflation
and increased responsibilities placed on teachers. The National Organization of Trade Unions
(NOTU) has been active in negotiating minimum wage laws and ensuring compliance among
employers across various sectors. They have organized strikes and protests when negotiations
fail to yield satisfactory results. Additionally, when companies report substantial profit increases,
unions leverage this information to advocate for fair wage distributions (Spooner, 2013). Such
negotiations are crucial in ensuring that workers benefit from the economic successes of their
employers, thereby fostering a more equitable workplace environment.

Negotiating for better conditions of work

Trade unions serve as vital advocates for the enhancement of working conditions and the
provision of fringe benefits, which include improved housing, extended vacation time, and
reduced working hours, as well as ensuring a clean and safe work environment (Whelligan,
2015). In Uganda, these unions play an essential role in championing the rights and welfare of
workers across diverse industries. Their core mission revolves around negotiating for better
working conditions, which cover a broad spectrum of concerns such as fair wages, reasonable
working hours, safety protocols, and additional benefits that contribute to the overall well-being
of employees. Trade unions negotiate for improved working conditions and fringe benefits such
as better housing conditions, longer holidays or shorter working hours, and a cleaner and safer
working environment.

One of the primary focuses of trade unions is the improvement of working conditions, where
they actively seek to create a safer and more conducive environment for employees. This
involves advocating for stringent safety regulations that eliminate workplace hazards, such as
ensuring that construction sites are equipped with appropriate safety gear and that factories
maintain adequate ventilation systems (Spooner, 2014). Furthermore, unions often press for
compliance with health standards that protect workers from occupational illnesses, which may
include demands for regular health screenings and access to necessary medical services, thereby
fostering a healthier workforce.

In addition to advocating for better working conditions, trade unions also prioritize securing
fringe benefits that significantly enhance the quality of life for their members. This includes
negotiating for improved housing options or allowances that enable workers to access better
living conditions, such as affordable housing initiatives or financial support for housing.
Moreover, unions frequently campaign for a better work-life balance by pushing for longer paid
leave and shorter working hours, as evidenced by successful efforts in sectors like education,
where teachers' unions have effectively lobbied for increased vacation days. Additionally, trade
unions emphasize the necessity of maintaining cleanliness and hygiene in workplaces,
advocating for adequate sanitation facilities to ensure a healthy working environment for all
employees.

Protecting members against unfair treatment

The primary role of trade unions is to advocate for improved working conditions, which cover a
broad spectrum of issues such as salaries, working hours, safety protocols, and additional
benefits. Trade unions actively engage in negotiations to secure enhancements in various critical
areas that directly impact the workforce (Ninsiima, 2017). They protect workers against unfair
treatment by employers through methods such as unjust dismissals, discriminatory payment of
wages, and unfair promotions. Their efforts are aimed at creating a more equitable and
supportive work environment, ensuring that employees are treated fairly and have access to
necessary resources that contribute to their overall well-being.

One of the significant areas of focus for trade unions is the enhancement of working conditions.
They work diligently to ensure that workplaces are safe and conducive to productivity. This
includes advocating for stringent safety regulations that protect employees from potential
hazards, such as ensuring that construction sites are equipped with appropriate safety gear and
that factories maintain adequate ventilation systems. Additionally, Nuwagaba (2012) argue that
unions emphasize the importance of health standards, pushing for compliance with regulations
that safeguard workers from occupational illnesses, which may involve advocating for regular
health screenings and access to medical care.

Trade unions also prioritize securing fringe benefits that significantly enhance the quality of life
for their members. This includes negotiating for improved housing conditions, such as
advocating for affordable housing initiatives or financial assistance that enables workers to find
suitable living arrangements. Furthermore, unions often campaign for better work-life balance by
pushing for extended paid leave and reduced working hours, as seen in the education sector,
where teachers' unions have successfully negotiated for additional vacation days (ATGWU
Report, 2015). Additionally, unions stress the importance of maintaining clean and hygienic
work environments, advocating for adequate sanitation facilities and effective waste
management practices to promote both employee health and community welfare.
Advising government on planning
Trade unions in Uganda serve a vital function in shaping labor policies and providing guidance
to the government on various employment-related issues. Their active participation is
fundamental in safeguarding workers' rights and ensuring that economic strategies align with the
realities faced by the workforce (Baligasima, 2001). This involvement encompasses a range of
critical areas, including the establishment of minimum wage standards, responses to wage
freezes, strategies for wage restraint, and comprehensive manpower planning, all of which are
essential for fostering a fair and equitable labor market.

One of the primary focuses of trade unions is the advocacy for just minimum wage legislation,
which is crucial for guaranteeing that all workers earn a wage sufficient to cover their living
expenses. Historically, trade unions in Uganda have campaigned for adjustments to the minimum
wage to keep pace with inflation and the rising cost of living (Uche, 2017). For instance, in 2018,
the Uganda Trade Union Congress (UTUC) made a significant push to raise the minimum wage
from 6,000 Ugandan Shillings (UGX) per month to a level that would enable workers to meet
their essential needs. This advocacy is grounded in thorough research and data that highlight the
struggles many workers face in affording basic necessities under the prevailing wage conditions.

In addition to advocating for minimum wage increases, trade unions also play a critical role in
addressing wage freezes, which governments may impose during economic downturns to
manage public expenditure. Unions typically advise against such freezes unless they are
absolutely necessary, as they can lead to diminished worker morale and heightened poverty
levels (Dana, 2009). For example, during the economic challenges posed by the COVID-19
pandemic, trade unions in Uganda raised alarms over proposed wage freezes in the public sector,
arguing that such measures could worsen the financial difficulties already experienced by
workers. Furthermore, trade unions engage in negotiations regarding wage restraint, which
involves voluntary agreements to limit wage increases, thereby advising the government on the
broader economic consequences of such arrangements during recovery phases.

Improving members' skills through education

Trade unions in Uganda are pivotal in fostering the development of their members' skills and
knowledge through a variety of educational programs. These programs are crucial for enhancing
the employability and productivity of the workforce, which in turn supports broader economic
advancement. The unions employ several strategies to facilitate skill enhancement, ensuring that
their members are well-equipped to meet the demands of the labor market (Bonner, 2006;
Bonner and Spooner, 2012). For example, the Uganda Teachers’ Union (UTU) has worked with
universities to develop professional development programs for teachers.

One of the primary methods utilized by trade unions is the organization of seminars and
workshops that focus on skill development. These events address a diverse array of topics
pertinent to workers, such as labor rights, workplace safety, financial literacy, and vocational
training. For example, the National Organization of Trade Unions (NOTU) has been active in
conducting training sessions aimed at improving negotiation skills among union leaders, thereby
empowering them to advocate more effectively for their members' rights and interests.

Furthermore, trade unions often provide financial assistance through scholarships and bursaries
to support members seeking further education. This funding allows individuals to pursue higher
education, leading to advanced qualifications and improved job prospects (BWI) Report, 2016).
A notable instance is the Uganda Nurses and Midwives Union (UNMU), which offers
scholarships to nursing professionals aiming for advanced degrees. Additionally, unions
collaborate with educational institutions to develop specialized training programs tailored to the
unique needs of their members, ensuring that the education provided is both relevant and
beneficial for their respective industries.

Providing an effective means of expression for the workers' views in society

Trade unions in Uganda play a vital role in facilitating the expression of workers' perspectives
within the broader societal context. These organizations provide a significant platform for
employees to voice their opinions, champion their rights, and actively participate in shaping
labor policies (Fischer, 2013). By representing a diverse array of sectors, trade unions empower
workers to unite and advocate for improved working conditions, fair wages, and enhanced
benefits, thereby amplifying their collective influence in negotiations with employers and
policymakers.
The organizational framework of trade unions in Uganda is typically organized into three distinct
levels. At the national level, federations such as the National Organization of Trade Unions
(NOTU) encompass various sectoral unions, providing overarching representation. The sectoral
level consists of unions dedicated to specific industries or professions, such as the Uganda
Nurses and Midwives Union, which focus on the unique needs of their members. Finally, local
unions operate at the grassroots level, representing workers within particular companies or
geographic areas. This structured approach fosters effective communication among workers
across all levels, ensuring that their issues and concerns are adequately addressed and
represented in the labor landscape.
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