Implementation of the right to work for persons with disabilities in Uganda: a case study Kyengera Town Council in Wakiso District

Abstract

This study examined the factors limiting the implementation of legal frameworks guaranteeing the right to work for persons with physical disabilities (PWDs) in Kyengera Town Council, Wakiso District, Uganda. Although Uganda has ratified international instruments such as the Convention on the Rights of Persons with Disabilities (CRPD) and enacted national legislation such as the Persons with Disabilities Act (2006 and 2020), many PWDs continue to face systemic barriers in accessing employment. These include discrimination, stigma, inaccessible workplaces, and inadequate accommodation. Despite the establishment of institutions like the Equal Opportunities Commission (EOC) and the National Council for Disability (NCD), enforcement of inclusive employment policies remains weak. The study therefore sought to examine the effectiveness of these legal frameworks, identify barriers faced by skilled PWDs, and analyze the challenges limiting employers in implementing disability-inclusive employment practices. The research adopted a qualitative approach in case study design, which enabled an in-depth exploration of PWDs’ employment rights within their local context. Data were collected from 30 participants through Key Informant Interviews (KIIs), In-depth Interviews, and Focus Group Discussions (FGDs). The sample comprised 6 key informants from institutions such as EOC, NUDIPU, MGLSD, CDO, CBO and local leadership, 10 participants drawn from employers and PWDs for In-depth interviews and 2 FGDs of seven participants from PWDs each. Data saturation guided sample adequacy, ensuring rich insights into institutional, attitudinal, and structural barriers affecting the right to work for PWDs. The study found that while Uganda’s legal frameworks such as Articles 32, 35, and 40 of the 1995 Constitution, affirm the right to work for PWDs, their implementation remains weak due to limited awareness among employers and PWDs themselves. Knowledge of these frameworks was mainly confined to institutional actors like EOC and NUDIPU. Persistent cultural beliefs continue to equate disability with inability, reinforcing exclusion in the labor market. Physical inaccessibility, lack of assistive technologies, and inadequate transport services further limit PWDs’ participation. Employers cited high costs of accommodation and the absence of government incentives as barriers to inclusion. Additionally, ambiguities in legal provisions and weak dissemination of policy information hinder compliance. The study revealed that while NGOs and EOC promote inclusivity, there remains a disconnect between legal intent and practical enforcement. Despite progressive legal frameworks, their poor implementation perpetuates employment inequality for PWDs. Structural, institutional, and attitudinal barriers remain entrenched, undermining the transformative potential of Uganda’s disability legislation. Employers’ limited awareness, weak government enforcement, and inadequate provision of assistive technologies continue to exclude PWDs from the workforce. The study recommends strengthening the monitoring and evaluation of disability-related legal frameworks by the Ministry of Gender, Labour, and Social Development, and intensifying public awareness campaigns through the EOC and UHRC. It further suggests introducing tax exemptions or subsidies for assistive devices, promoting inclusive recruitment practices through the Public Service Commission, and integrating disability-inclusive budgeting within the Ministry of Finance to ensure sustainable and equitable employment opportunities for persons with disabilities.