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Sexual harassment is conduct of a sexual nature that is unwanted, unwelcome or offensive and that interferes with a person’s dignity, security or access to services, work or education. In Entebbe, as in the rest of Uganda, responses to sexual harassment can involve criminal law, workplace and administrative remedies, civil claims for damages, and support services for survivors. Legal processes aim to stop the conduct, to hold perpetrators accountable and to provide remedies and protection for victims. Because Entebbe is under Ugandan national law and local enforcement structures, the practical steps available include reporting to police, using employer grievance procedures, and seeking assistance from social service and civil society organisations.
Not everyone who experiences sexual harassment will need a lawyer, but legal help is important in many situations. A lawyer can:
- Explain whether the incident amounts to a criminal offence, civil wrong or a workplace violation under Ugandan law.
- Help collect and preserve evidence - for example, advising on medical records, witness statements and electronic records.
- Draft and file formal complaints with an employer, regulatory body or court, and represent you at hearings or criminal trials.
- Apply for protective measures - for example, securing police monitoring or court orders for protection where available.
- Negotiate settlements, compensation or disciplinary outcomes with an employer or institution.
- Advise on interaction with police, the Directorate of Public Prosecutions and other authorities to avoid common pitfalls that may compromise a case.
You may especially want a lawyer if the harassment involves physical assault, threats, repeated conduct, a power imbalance at work or school, or if the alleged harasser is a public official or influential person.
The legal framework relevant to sexual harassment in Entebbe combines several bodies of law and institutional roles:
- Criminal law - Uganda’s criminal law addresses sexual offences such as rape, indecent assault, defilement of minors and other sexually violent acts. Where conduct amounts to these offences, the matter can be reported to police for investigation and possible prosecution.
- Employment and administrative law - Employers and institutions are expected to have workplace policies and grievance procedures that address sexual harassment. Labour inspectors, employer disciplinary processes and civil claims for breach of contract or constructive dismissal can arise where harassment occurs at work.
- Civil remedies - Victims may pursue civil claims for damages for intentional infliction of emotional harm, assault, battery or for violation of rights such as dignity and privacy. Civil proceedings can seek compensation and injunctions.
- Child protection - Where victims are minors, child protection laws and procedures apply, including specialised medical and investigative responses and the involvement of social welfare authorities.
- Rights-based protections - The Constitution and human rights institutions provide protections against discrimination, and bodies such as the Uganda Human Rights Commission and Equal Opportunities Commission may handle complaints that touch on systemic discrimination or the denial of rights.
- Institutions and enforcement - Police are the primary investigators of sexual offences, and prosecutions are handled by the Directorate of Public Prosecutions. Government ministries responsible for gender, labour and social development coordinate policy and support services. Civil society organisations and specialised hospital units provide medical and psychosocial support.
Because statutes, regulations and institutional practices change, it is important to consult a lawyer or an authorised agency for the current legal standards that apply to a given case.
Sexual harassment includes unwanted verbal comments, sexual advances, requests for sexual favours, and physical conduct of a sexual nature that creates a hostile, intimidating or offensive environment. It can be a single serious incident or repeated behaviour. Context matters - whether the conduct was unwelcome, whether it was sexual in nature and whether it interfered with the victim’s work, education or sense of safety.
Some forms of sexual harassment are criminal - for example, sexual assault, rape or indecent assault. Other forms, such as sexualised comments or non-physical harassment at work, may be addressed through workplace disciplinary processes or civil claims rather than criminal prosecution. A lawyer or police officer can advise whether the conduct amounts to a criminal offence.
Prioritise safety - remove yourself from danger and seek medical attention if needed. Preserve evidence - keep clothing, messages, call logs, emails, photos and any physical evidence. Write down a detailed account of what happened as soon as possible, including dates, times, locations and witnesses. Consider reporting the incident to your employer, school administration or the police and seek psychosocial support from a counselling service.
You can report to your employer or the institution where the harassment occurred, use internal grievance procedures, or file a complaint with the Uganda Police. For criminal matters, report to the police so that an investigation can commence and, if warranted, the Directorate of Public Prosecutions can consider charges. Some hospitals and clinics have units that assist with documentation and referrals for survivors.
Retaliation is a serious concern. Employers are expected to prevent and not tolerate retaliation against complainants. If you face adverse treatment after reporting - such as demotion, dismissal or ostracism - you may have legal remedies through labour law, civil claims or regulatory complaints. A lawyer can help you document and respond to retaliation and can pursue remedies like compensation or reinstatement where appropriate.
No. You can consult a lawyer at any stage - before, during or after a police report. A lawyer can advise you on whether to report, how to preserve evidence, and how to interact with authorities. They can also accompany you to the police station and to health facilities when necessary.
Useful evidence includes medical reports, photographs of injuries, screenshots of messages or emails, call logs, CCTV footage, witness statements, employment records, performance reviews, and contemporaneous notes or diaries. Prompt collection and preservation of evidence improves the strength of both criminal and civil cases.
Timelines vary widely. Police investigations and criminal prosecutions can take months or longer depending on complexity, caseloads and whether witnesses are available. Civil and administrative processes also vary. Early legal advice helps set realistic expectations and identify options for interim protection or urgent remedies.
Yes. Sexual harassment can affect people of any gender or sexual orientation. The law and support services recognise that anyone can be a victim and should have access to protection, investigation and remedies.
Cases involving senior officials can be more complex but are still prosecutable and complainants still have rights. A lawyer can help manage the risks of power imbalance, advise on privacy protections, and assist in ensuring that the complaint is taken seriously by police, prosecutors and institutions.
If you need help or further information, consider contacting the following types of organisations and agencies in Entebbe and Uganda:
- Local police station and the Criminal Investigations Department for reporting criminal offences and starting an investigation.
- The Directorate of Public Prosecutions for matters relating to charging and prosecution.
- Ministry of Gender, Labour and Social Development - for policy guidance and coordination of support services.
- Uganda Human Rights Commission and Equal Opportunities Commission - for rights-based complaints and systemic issues.
- Legal aid offices and legal networks that provide free or subsidised legal assistance, including community legal clinics.
- Women and human rights legal organisations and shelters that provide counselling, advocacy and case support.
- Health facilities with specialised units for survivors of sexual violence that provide medical care, forensic documentation and referrals.
- Workplace labour inspectors or labour offices for employment-related complaints.
Seek organisations that provide trauma-informed and confidential services. If you are unsure where to begin, a community legal aid office or a recognised non-governmental organisation can often help with initial steps and referrals.
If you need legal assistance for sexual harassment in Entebbe, consider the following practical steps:
- Ensure immediate safety - move to a safe location and contact someone you trust or an emergency service if you are in danger.
- Get medical care if needed - a health facility can treat injuries and document evidence for legal use.
- Preserve evidence - keep messages, photos, clothing and any records related to the incident.
- Write a clear account - as soon as possible, record dates, times, locations, what was said and done, and any witnesses.
- Seek psychosocial support - counselling can help you cope and strengthen your ability to participate in legal processes.
- Decide how you want to proceed - report to your employer, file a police complaint, or consult a lawyer to explore civil options.
- Contact a lawyer or legal aid provider - ask about experience with sexual harassment cases, confidentiality, likely costs and the options available.
- If you report to an employer or school, request written confirmation and follow the institution’s grievance steps. If that route is inadequate, escalate to regulatory bodies or seek judicial remedies.
- Keep a clear file of all documents, correspondence and receipts related to the incident and any steps you take.
Remember that you are not alone - support services and legal avenues exist to help survivors. A lawyer can guide you on the best path for your situation and help protect your rights at each stage of the process.
