Employer Agreement

This Employer Agreement applies to all users who register on WakaHelper as an Employer — that is, any family, household, or individual seeking to engage a domestic Worker through the Platform. It supplements our general Terms of Service, which you must also read and accept.

By posting a job listing or initiating contact with a Worker, you confirm that you have read and agree to this Agreement.

1. Your Role as an Employer

When you engage a Worker through WakaHelper you become their employer or principal for all purposes under Ugandan law. Waka Care Solutions is a marketplace platform only and is not a party to any employment agreement. All legal obligations that arise from the employment relationship — including wages, working conditions, tax obligations, and safety — rest with you as the Employer.

2. Compliance with Uganda’s Employment Act 2006

As an Employer, you are required to comply with Uganda’s Employment Act 2006 and related regulations. Key obligations include:

• Minimum wage: You must pay at least the nationally prescribed minimum wage. For domestic Workers, ensure you are aware of applicable sector-specific minimums.
• Written contract: You must provide the Worker with a written employment contract within the first month of employment specifying duties, pay, working hours, and notice period.
• Working hours: Standard working hours must not exceed 48 hours per week without overtime compensation.
• Leave entitlements: Workers are entitled to annual leave (not less than 21 working days per year after 12 months), sick leave, and maternity/paternity leave as provided by the Act.
• Notice period: You must provide adequate notice of termination as required by the Act (typically 1 month for monthly-paid workers).
• NSSF contributions: Workers employed for more than 22 hours per week are entitled to National Social Security Fund contributions.

3. Prohibited Conduct — Upfront Payment Demand

You must never request, demand, or accept any payment from a Worker as a condition of considering them for employment, granting them an interview, or securing them a placement. This practice is fraudulent, violates our Terms of Service and Ugandan law, and will result in permanent account suspension and referral to law enforcement.

4. Document Withholding Prohibition

You must never confiscate, withhold, or retain a Worker’s national identity card, passport, or any other personal document as a means of control or security. This constitutes a serious abuse of the employment relationship and may constitute a criminal offence under Ugandan law.

5. Accommodation for Live-In Workers

If you are engaging a live-in Worker, you must provide:

• A private, lockable sleeping space — shared sleeping arrangements with adult male household members are strictly prohibited;
• Access to clean water and sanitation facilities;
• Adequate meals or a meal allowance; and
• A reasonable degree of privacy and personal time.

6. Safety and Respectful Treatment

You are responsible for providing a safe working environment free from physical, verbal, sexual, or psychological abuse. Any allegation of Worker abuse reported to Waka Care Solutions will result in immediate account suspension pending investigation. Substantiated abuse will result in permanent account ban and referral to Uganda Police.

7. WakaVerified Status — Understanding the Limitation

A Worker holding WakaVerified status has had their identity confirmed against submitted documents. This does not mean:

• A criminal background check has been performed;
• References have been checked;
• Waka Care Solutions vouches for the Worker’s character, reliability, or skills.

We strongly encourage Employers to conduct their own reference checks before engagement, particularly for childcare and elderly care roles. See our WakaVerified Disclaimer.

8. Trial Period

You may agree a trial period with a Worker before entering a formal employment contract. During any trial period, the Worker must be compensated for all hours worked at the agreed rate. A trial period does not reduce your obligations under the Employment Act 2006.

9. Job Listings

Job listings posted on WakaHelper must:

• Accurately describe the duties, location, schedule, accommodation arrangements (if live-in), and offered salary range;
• Not contain discriminatory requirements (see our Anti-Discrimination Policy);
• Not be used as a vehicle to collect personal data for purposes unrelated to employment; and
• Be removed promptly once the position is filled.

10. Salary Payment Through the Platform

WakaHelper provides an optional facility to make salary payments. Use of this facility is voluntary; you may pay Workers by any lawful means. Using the in-Platform payment facility does not make Waka Care Solutions a party to the wage transaction.

11. Taxes and Social Security

You are solely responsible for complying with your obligations under Ugandan tax law (including PAYE where applicable) and NSSF contributions. Waka Care Solutions does not provide tax advice and does not deduct or remit taxes on your behalf.

12. Termination of This Agreement

This Agreement remains in force for as long as your Employer account is active. If your account is suspended or terminated, this Agreement terminates immediately, but clauses relating to liability and governing law survive termination.

13. Contact

Employer support enquiries:
Email: support@wakahelper.com