Work and Wages

This page was last updated on: 2021-01-12

Minimum Wage

Ministry of Public Service and Labour (MIFOTRA) sets industry-specific minimum wages in the small formal sector. The minimum guaranteed wage (MGW) for different categories of work is determined by an Order of Minster for Labour. However, consultations with relevant social actors (employers and employees) are necessary before issuance of an order. There is no national minimum wage; daily minimum wage is Rwf100 as stipulated in a 1973 law. In practice, workers get much higher wage.  The salary applicable to each professional category is determined under a collective labour convention.

Monthly salary is determined by taking into account commissions, allowances or various benefits or representative allowances of these benefits. Payment for annual leave, notice period and damages is calculated on the basis of this salary by making the average of the last twelve months the worker worked for.

If a worker has to travel professionally, outside his/her workplace, he/she is entitled to the transport, per diem and accommodation fees prior to travelling.

Compliance with the provisions of Labour Code including minimum wages is ensured by the Labour Inspectorate. There are labour inspectors in every district. An employee can consult labour inspector in case he/she is paid less than the required minimum wage, and if not satisfied, he or she can be referred to MIFOTRA.

Source: Articles 76-78 of the Law regulating Labour in Rwanda, 2009 (aka Labour Code)

Current minimum wage rates can be found in the Minimum Wage section.

Regular Pay

In accordance with the Labour Code, the salary is the price for the work done. Salary is not paid in the event of absence from work, unless agreed upon between the concerned parties or for cases provided under the law.

Wages must be paid regularly and in legal tender (Rwandan franc). Wage interval must not exceed:

  • one day for a worker hired on hourly or daily basis;
  • a week or fortnight for a worker hired on weekly or fortnightly basis; and
  • a month for a worker hired on monthly basis.

It also requires that wages must be paid within 7 days of the end of wage period, except daily worker who must be paid every day. Employer deposits the salary in a bank or financial institution in account given in writing by the worker. On termination, employers pay the salary and other indemnities soon after the expiry of notice period.



An employer should provide pay slips on worker's request, showing the calculation of wages along with items including basic salary, other various allowances and bonuses, withholding taxes and the net salary. 


An employer is not allowed to deduct or seize the worker's salary or fine a worker except in case of suspension as a disciplinary measure. The worker receives the salary for the number of days he/she has worked. Salary can be deducted according to the provisions of collective agreement or work contract between employer and the worker. Salary may also be deducted by attachment or voluntary transfer but the deduction may not exceed one-third (33%) of the worker's salary. In case of illegal deduction, worker is entitled to the interest for his/her benefit at the average rate as determined by the Central Bank of Rwanda. Interest is computed from the date the worker should have been paid the illegally deducted salary.

Source: Articles 75 & 79-89 of the Law regulating Labour in Rwanda, 2009 (aka Labour Code)

Regulations on Work and Wages

  • Law regulating Labour in Rwanda, 2009 (Labour Code) / Itegeko rigenga umurimo mu Rwanda, 2009
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