While Rwanda certainly has a complicated past, this country is now doing tremendously well and has a bright future ahead. Since 2005, Rwanda’s GDP has increased more than fivefold to $14.77 billion at the end of 2025. An impressive 7.5% increase in the country’s economy is also expected for 2026. While coffee, tea, and bananas have long been crucial staples of the country’s export economy, Rwanda’s wealth of tin and rare-earth minerals has become increasingly important in the last decade. While its population of 14.471 million people makes Rwanda very densely populated, it has a relatively small labor force of 5.672 million workers, many of whom are quite young. While 37% of workers are employed in the agricultural sector, employment in both industry (18%) and services like transport, trade, ICT, banking, and finance (45%) has been increasing steadily.

Both local and international employers look to Rwandan workers for their energy, growing skills, and relative affordability. However, choosing the right workers to employ is always a challenge. Employers rarely have any assurances that the people they choose will truly have the skills and experience that their positions require. At the same time, workers need to choose their employers carefully to ensure that they’re treated well and employed happily and productively. Probation periods can help both employees and employers review their choices to ensure the best fit. We’re going to explain what a probation period in Rwanda is, how one is used, and the benefits that it can confer on both parties in an employment relationship.

Definition of a Probation Period in Rwanda

In Rwanda, a probation period is also commonly referred to as a trial period. This period starts on the employee’s first day of work and continues until its pre-arranged ending, at which time, the employee may be terminated or may resign if desired.

For employees, the probation period provides the opportunity to test out a new job. They can decide if they have the skills necessary to perform their required tasks well and on schedule. They get to try working under a new management structure and with new colleagues, and can decide if these working relationships will be positive and productive. Employees also take the opportunity to assess the benefits and working conditions they receive. If they live up to what the employer promised, they’ll normally be satisfied, but if the employer doesn’t fulfill their promises, the employee may choose to look for a job elsewhere.

Probation periods provide employers with similar opportunities. Their main importance lies in helping employers observe new employees’ on-the-job performance and compare this with their expectations based on the claims the employees made when applying and interviewing. They also look at how well their new employees fit into the company’s overall working culture and into their new teams. Finally, many employers focus extra attention on probationary employees, providing them with formal assessments and recommendations to help them improve their skills and increase their productivity levels.

During probation, or at the end of this period, either party can choose to terminate their employment agreement. If they’re both satisfied, however, the probation will be considered successful, and the worker will receive an automatic change in status to that of a full employee.

Lengths of Probationary Periods in Rwanda

While some countries don’t allow probationary periods and others don’t limit them in any way, Rwanda’s laws provide a relatively strict framework for them. According to the country’s Labor Code, initial probation periods in Rwanda cannot exceed three months in duration. These periods must end with a formal, written assessment of the employee’s performance. If found satisfactory, the worker will become fully employed.

If the worker’s performance is found unsatisfactory, the employer, with the consent of the worker, may renew the probationary period for another three months to allow them the opportunity to improve. Most employees consent, rather than facing immediate termination. This means that Rwandan employees can be placed on probation for a total of six months.

Legal Considerations for Probation Periods in Rwanda

Due to its colonial past, Rwanda’s legal system combines influences from German civil law and British common law, in addition to local traditional law. Probation periods are largely regulated under the Labor Law of 2018, and the following are the most important points of law to be aware of:

Pay and Working Conditions

Rwandan employees typically work a 45-hour workweek, normally spread over six days each week. Employees can work overtime if they agree, but can also be compelled in urgent or emergencies. When employees work overtime, they must be compensated with time off within thirty days of performing overtime work. If they are not, they must receive additional pay at a previously negotiated premium rate for overtime hours.

Rwanda hasn’t officially updated its minimum wage since 1974, so the national minimum wage of just 100 RWF (Rwandan francs) per day (roughly 0.07 USD) is far out of sync with average wages in the country. This wage applies, however, to all workers, whether they’re probationary or full employees. There is no allowance in the law for employers to pay workers less when they’re on probation than when fully employed.

Termination and Notice

If Rwandan employees are found to have committed gross misconduct, they can be summarily dismissed within 48 hours of the misconduct, without advance notice or severance pay. In other instances, employers must provide justifications for their terminations. Notice is generally required in writing, with employees being entitled to 15 days’ notice if they’ve worked for less than one year, and 30 days’ notice if they’ve worked longer. Employees who’ve worked for over a year for the same employer are also entitled to severance pay. This pay can range from two to seven months’ salary for workers with less than five years’ service to over 25 years’ service.

Probationary employees will have worked for less than one year by definition, and are therefore not entitled to severance pay. They can also be terminated at any time during their probation periods without receiving advance notice. Likewise, employees may resign without giving notice during or at the end of their probation periods.

Vacation / Holidays

Rwanda normally celebrates 13 public holidays each year. These are normally paid days off work for all employees. However, if an employee is required to work on a holiday, they must be provided with a compensatory day off on another date within 30 days. Holiday premium pay is not mandatory in Rwanda.

Rwandan workers are entitled to at least 18 working days of paid annual leave, but only after working for at least one full year. This means that probationary workers are not entitled to annual leave, though their working days count towards their accumulation (one-and-a-half days for each month worked). Employees also gain one extra day of annual leave for every three years of service to their employers, to a maximum of 21 working days.

Benefits of Probation Periods in Rwanda

While not required by law, most employers choose to use probation periods because of the wide range of benefits they provide, both to themselves and their employees. These benefits include:
  • For Employees
The chance to prove their skills and value to their employers.
An opportunity to try out a new job to see if it will be enjoyable.
Time to assess how well the realities of the job match with how it was presented.
The ability to resign quickly without needing to give notice if they choose to return to the job market.
  • For Employers

An extendable period of time to assess a new employee and help them improve their skills and productivity.

A chance to observe how a new employee works with their team and supervisors.

The opportunity to terminate employees without notice, reason, or severance if they underperform.

Conclusion​

Unlike several other countries, Rwanda has clear and comprehensive rules in place to regulate probation periods. These periods are widely used by employers across all industries to allow them and their new employees to try out their employment arrangements for real before making full, long-term commitments to one another.

Frequently Asked Questions

A single probation period cannot last longer than three months, regardless of the type of job or employee. However, employers can renew this period once if they want to give employees the chance to improve, making the total time an employee can be on probation six months.

No. In Rwanda, both the employer and the employee have the right to terminate their employment agreement without notice during a probation period.

The regular workweek of 45 hours applies to all workers. However, overtime can be organized with the consent of the employee, so while probationary employees may be asked to work more overtime, they still have the right to refuse.