Uganda Case Law

Kyamukama v Makerere University Business School (Labour Dispute Reference No. 147 of 2019)

Kyamukama v Makerere University Business School (Labour Dispute Reference No. 147 of 2019) [2020] UGIC 36 (24 April 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 147 of 2019

The court found that, despite the contract labeling the Claimant as an independent contractor, the actual terms and working conditions established an employer-employee relationship with the Respondent. The Claimant was subject to the Respondent's control, had no independence in performing his duties, and was entitled to employment benefits. The Respondent failed to comply with statutory requirements for termination, specifically by not providing reasons or an opportunity for the Claimant to respond prior to termination, and by not conducting a disciplinary hearing. The court concluded that th…

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• Unlawful Termination
• Employment Status
• Contract Of Service
• Severance Pay
• Damages For Wrongful Dismissal

Akello.Beatrice v World vision Uganda

Akello.Beatrice v World vision Uganda (Civil Suit No.72 Of 2007) (Civil Suit No.72 of 2007) [2008] UGHC 118 (27 November 2008)

Court

High Court of Uganda

Case number

Civil Suit No.72 of 2007

The High Court held that the plaintiff’s dismissal was unlawful because she was not given two months’ notice or pay in lieu after probation was not extended.

• Unlawful Termination
• Notice Periods
• Probationary Employment
• Damages For Wrongful Dismissal
• Employment-law
• Unlawful-termination

Othieno Andrew v National Water & Sewerage Corporation

Othieno Andrew v National Water & Sewerage Corporation (Civil Appeal No 67 of 2002) [2005] UGCA 92 (1 January 2005)

Court

Court of Appeal of Uganda

Case number

Civil Appeal No 67 of 2002

Judge

Okello, JA, Mpagi-Bahigeine, JA, Engwau, JA

The Court of Appeal held that the period during which the appellant was laid off (June 1994 to June 1999) could not be considered as part of his continuous service for the purposes of salary arrears or computation of retirement benefits. The appellant was not reinstated but re-engaged under a new contract, and thus was not entitled to salary for the period his employment was terminated. The authorities cited by the appellant were found not to be applicable as they were not statutes of general application or principles of common law. The court affirmed that the proper remedy for wrongful termi…

Source excerpt

• Unlawful Termination
• Re Engagement Vs Reinstatement
• Terminal Benefits Computation
• Salary Arrears
• Counter Claims
• Damages For Wrongful Dismissal

International Law Institute v Rugundu

International Law Institute v Rugundu (Civil Appeal 56 of 2002) [2004] UGCA 38 (26 November 2004)

Court

Court of Appeal of Uganda

Case number

Civil Appeal 56 of 2002

Judge

Okello, JA, Kitumba, JA, Byamugisha, JA

Court of Appeal held that the employer gave sufficient notice to terminate a fixed-term employment contract before it commenced, so the breach claim failed.

• Breach Of Employment Contract
• Termination Notice
• Damages For Wrongful Dismissal
• Mitigation Of Damages
• Employment-contract-termination
• Notice-to-terminate