The employment contract is regulated by Law No. 1/037 1993 of 07/07/1993 establishing the Labour Code. This legislation addresses several key aspects of the labor market include:

• The work contract,
• Salary,
• General conditions of work,
• Safety and industrial hygiene
• Professional training
• Labour Administration and Employment,
• Professional Relations
• The resolution of labor disputes

Rwandan law generally provides for two main types of contract according to their duration, ie the determined term contract and permanent contracts.

But aside from that, it also provides contract testing which aims to allow both sides employers and workers to ensure mutually by doing that they will engage with the lasting bonds. (Article 15, d)

In addition to the items Indicated by the law (Article 18) to be included in an employment contract, it is Concluded Generally freely, without prior authorization Formalities gold except in regard to foreign labor. (Article 16)

However, although this contractual freedom is guaranteed and that the employment contract may sometimes mention provisions more favorable to workers than those of laws and regulations, the employment contract can not derogate from the provisions of public order (Article 19 )

The employment contract is established by the employer in hiring and in writing that is signed by both parties except for day laborers. However, the law also provides that in the absence of a written document, the contents of the contract may be established by other means. (Article 20)

As for the duration of the employment contract, it should be explicitly specified and the contract period without the express clause is presumed permanent.

Note that the Act also provides continued service beyond the agreed date is an automatic implementation of a permanent contract. But that fixed-term employment contract can not be renewed more than twice except as regards temporary workers. Art 26

Once the employment contract, the parties may have to modify the agreement.

Regarding the termination of the employment contract, except in cases of force majeure, the fixed-term contract may cease prematurely by the will of one party only in cases expressly provided in the contract or in case of gross negligence (Article 46) if the breach of contract entitles to damages to the other party.

As the employment contract of indefinite duration, it can always be terminated by the will of either party with notice to be calculated based on the worker's service seniority.

However, the employment contract can be terminated without notice or prior notice or severance pay in cases of gross negligence as defined by Article 58 of the Labour Code.

The law defines the termination of the employment contract due to the termination of employer.

It specifies that the dismissal must always be notified to the employee by registered letter or personal delivery letter stating the reason for the dismissal. (Article 57)

To this end, the law distinguishes dismissal for a real reason and unfair dismissal. It also states the facts that may constitute valid reasons for termination are:

the act of dishonesty, the inability of the verified employment worker, a serious offense against discipline, professional incompetence duly established, repeated and unjustified absenteeism, economic necessity making inevitable downsizing. (Art 61)

Note also that the law requires the employer at the end of the contract, to grant the worker a certificate of service on which it can not be included unfavorable references to the worker. Art 64

Note also that the employment contract may be terminated outside the dismissal especially when the worker reaches the mandatory age of separation which the law in 60 years.