nondiscrimination, decent contracts, and access to remedy) will receive more systematic attention in business opera­tions. For workers in formal employment or in business op­erations subject to oversight, the NAP BHR may incremen­tally improve their enjoyment of labour rights(through bet­ter inspection, improved employer practices, and greater avenues to redress). Based on in-depth interviews, the Uganda NAP BHR also contributed to the following policy/ legal amendments and discussions: → The occupational health and safety reform was passed. → The employment amendment act was reviewed but not signed by the president because of a minimum wage is­sue. The Office of the President is proposing a sectoral minimum wage than a general minimum wage. → The pension scheme was reformed to include civil serv­ants’ contribution(5% from civil servants and 10% from the government) and therefore contributing to the sus­tainability of the scheme and improved social protec­tion. → A National Social Security Fund was created allowing in­formal workers to contribute$1.2 dollars per year to their security fund. Before the NAP BHR, they used to be locked out of the social security fund. However, for large segments of workers—especially in in­formal, casual, or vulnerable work(agriculture, women’s la­bour, mining, youth labour abroad)—the actual enjoyment of improved labour rights remains contingent on substan­tial implementation progress. Without strong enforcement, resources, awareness, and business uptake, the promises of the NAP BHR may not fully translate into improved condi­tions. In other words, the NAP BHR has positive potential, but the real-world impact on the enjoyment of labour rights will depend heavily on how the measures are opera­tionalised, resourced, and enforced. For the above reasons, the impact of the Ugandan NAP BHR is assessed as medi­um. Ghana Extent and Quality of Labour Stakeholder Consulta­tion and Input During NAP BHR Development The Ghana NAP BHR was developed through a collabora­tive, consultative, and evidence-based process led by the Commission on Human Rights and Administrative Justice (CHRAJ) and the Office of the Attorney General. A multi­stakeholder steering committee comprising government ministries, civil society, business associations, and labour groups oversaw the drafting of the plan. The Trades Union Congress(TUC) was consulted in the validation of the baseline assessment. Furthermore, there was a TUC repre­sentative on the steering committee appointed for the de­velopment of the NAP BHR. The Ministry of Labour and Employment was also represented on the NAP BHR. Additionally, the steering committee received additional written input from some labour groups. 36 Consultations were conducted nationwide across five zones. A special consultation was organised for the labour and employment rights community, and a broad representation of labour groups attended. These included the following: → Public Services Workers’ Union → Trades Union Congress → Timber and Woodworkers Union → Communication Workers Union → General Construction, Manufacturing and Quarries Workers Union → Railway Workers Union → Ministry of Gender, Children and Social Protection → Union of Industry, Commerce and Finance Workers → Public Utility Workers Union → Health Services Workers’ Union → National Association of Registered Midwives → Ghana Federation of the Disabled → National Union of Seamen, Ports and Allied Workers → Teachers’ and Educational Workers Union → Ghana Private Road Transport Union The Ghana Agricultural Workers Union was tasked to rep­resent the TUC and labour in general on the NAP BHR steering committee. In addition, the labour representatives ensured that labour­and employment-related issues were incorporated into all the feedback sessions during the nationwide stakeholder consultations. 37 On the whole, the extent of labour stake­holder consultation in the development of the NAP BHR can be assessed as high . 36 These groups included the Timber and Wood Workers Union of TUC, the Ghana Mine Workers Union of TUC, the Public Utilities Workers Union of TUC, the General Con­struction, Manufacturing and Quarries Workers Union of TUC, and the Health Services Workers Union of TUC. 37 Interview with the co-chairperson of the Ghana NAP BHR steering committee. Labour and Africa’s National Action Plans on Business and Human Rights 21