Uganda Case Law

Sentongo v Umeme Limited (Labour Dispute Reference 247 of 2018)

Sentongo v Umeme Limited (Labour Dispute Reference 247 of 2018) [2025] UGIC 25 (5 March 2025)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 247 of 2018

Judge

Tumusiime-Mugisha, J, Wacha, Panel Member, Aciro Panel Member, Gidongo, Panel Member

The court found that the Respondent failed to prove, to the required standard, that the Claimant committed the alleged offences of obtaining money by false pretences and constructing or aiding the construction of an illegal power line. The evidence relied upon by the Respondent was unsubstantiated, with key witnesses not called and documentary evidence lacking authentication. The disciplinary process was procedurally unfair: the Claimant was summoned while on sick leave, denied the opportunity to call or cross-examine witnesses, and the charges were altered at the hearing stage, violating pri…

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• Unfair Dismissal
• Summary Dismissal
• Disciplinary Procedure
• Severance Pay
• Employment Contracts
• Natural Justice

Godber Wilson Tumushabe v Makerere University

Godber Wilson Tumushabe v Makerere University (Miscellaneous Application 121 of 2023) [2025] UGHCCD 19 (14 February 2025)

Court

HC: Civil Division (Uganda)

Case number

Miscellaneous Application 121 of 2023

Judge

Musa Ssekaana, J

The court found that the respondent, after the expiry of the applicant's study leave, took reasonable steps to engage the applicant, including inviting him to appear before relevant committees and charging him with abscondment only after he failed to report or provide progress updates. The applicant was accorded a fair hearing before the Appointment Board, was notified of the charges, allowed to file a defense, and the matter was referred to mediation. The subsequent decision to caution the applicant and return him to duty was communicated to him, and he exercised his right of appeal to the S…

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• Judicial Review
• University Employment
• Procedural Fairness
• Natural Justice
• Disciplinary Procedure

Okello v Alanyo & 2 Others

Okello v Alanyo & 2 Others (Miscellaneous Cause 6 of 2024) [2024] UGHC 1115 (27 December 2024)

Court

High Court of Uganda

Case number

Miscellaneous Cause 6 of 2024

Judge

Philip W Mwaka

The High Court dismissed a judicial review challenge by a headteacher who alleged unlawful dismissal and improper police reporting, finding he had instead been transferred and remained employed.

• Judicial Review
• Public Service Employment
• Disciplinary Procedure
• Termination And Transfer
• Natural Justice
• Judicial-review

Nakanwagi v Opportunity Bank Uganda Limited (Labour Dispute Reference 152 of 2021)

Nakanwagi v Opportunity Bank Uganda Limited (Labour Dispute Reference 152 of 2021) [2024] UGIC 77 (20 December 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 152 of 2021

Judges

Wabwire Musana, J, Namara, Panel Member, Nabirye, Matovu

The Industrial Court held that the bank’s termination was a disguised dismissal, finding the disciplinary process unfair and awarding damages, severance pay, service certificate, interest, and costs.

• Unlawful Termination
• Disciplinary Procedure
• Severance Pay
• Punitive Damages
• Certificate Of Service
• Unlawful-termination

Ahimbisibwe v Holy Family Virika Hospital Limited (Labour Dispute Reference 10 of 2021)

Ahimbisibwe v Holy Family Virika Hospital Limited (Labour Dispute Reference 10 of 2021) [2024] UGIC 34 (26 June 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 10 of 2021

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Matovu

The Industrial Court of Uganda held that the claimant’s dismissal for abscondment was fair, but ordered the employer to remit UGX 2,515,464 in NSSF contributions.

• Unlawful Termination
• Disciplinary Procedure
• Constructive Dismissal
• Nssf Contributions
• Employment-law
• Unfair-dismissal

Ridar Hotel Limited v Bitira Khalid Beat (Labour Dispute Appeal 11 of 2022)

Ridar Hotel Limited v Bitira Khalid Beat (Labour Dispute Appeal 11 of 2022) [2024] UGIC 15 (24 May 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Appeal 11 of 2022

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Matovu

The court found that the appeal was filed out of time. Regulation 45(1) of the Employment Regulations, 2011, requires that a notice of appeal be filed within thirty days of the Labour Officer's decision. The appellant's argument that Sundays and public holidays should be excluded from the computation of time was rejected, as such exclusions only apply to periods of less than six days. The court applied Section 34(1) of the Interpretation Act and relevant case law, holding that the thirty-day period began the day after the Labour Officer's decision and included all days except the trigger day.…

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• Unlawful Termination
• Computation Of Time
• Disciplinary Procedure
• Appeal Timelines

Zirungura v Namirembe Guest House (Labour Dispute Claim 56 of 2014)

Zirungura v Namirembe Guest House (Labour Dispute Claim 56 of 2014) [2024] UGIC 31 (17 May 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 56 of 2014

Judge

Tumusiime-Mugisha, J, Wacha, Panel Member, Aciro Panel Member, Gidongo, Panel Member

The court found that the claimant was lawfully summarily dismissed for taking leave without authorization, which constituted a fundamental breach of his employment contract. The evidence showed a pattern of absenteeism and misconduct, with the claimant admitting to several infractions and receiving multiple warnings and a suspension as disciplinary penalties. The suspension without half pay was lawful as it was a disciplinary, not investigative, suspension. The claimant's assertion of verbal permission for leave was not credible, and he failed to prove entitlement to increased remuneration, g…

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• Summary Dismissal
• Disciplinary Procedure
• Employee Misconduct
• Remedies For Unlawful Termination
• Service Fee Entitlement

Kyeyune and 10 Others v National Medical Stores

Kyeyune and 10 Others v National Medical Stores (Civil Suit 99 of 2008) [2024] UGHCCD 1 (5 January 2024)

Court

HC: Civil Division (Uganda)

Case number

Civil Suit 99 of 2008

Judge

Nambayo, J

The High Court held that National Medical Stores unlawfully terminated the plaintiffs’ employment and awarded special and general damages, plus costs and interest.

• Wrongful Termination
• Breach Of Employment Contract
• Disciplinary Procedure
• Remedies For Unlawful Termination
• Employment Benefits
• Summary Dismissal

Muyomba v Southern Range Nyanza Limited and Another (Labour Dispute Reference 52 of 2020)

Muyomba v Southern Range Nyanza Limited and Another (Labour Dispute Reference 52 of 2020) [2023] UGIC 109 (11 December 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 52 of 2020

Judge

Tumusiime-Mugisha, J, Wacha, Panel Member, Aciro Panel Member, Gidongo, Panel Member

The Industrial Court held that Muyomba George was unlawfully terminated after enforcing a COVID-19 mask directive, and awarded notice, wages, damages, and severance.

• Unlawful Termination
• Disciplinary Procedure
• Severance Pay
• Notice Pay
• Covid 19 Workplace Sops
• Unlawful-termination

Agusi v International Institute of Tropical Agriculture (Labour Dispute Reference 277 of 2021)

Agusi v International Institute of Tropical Agriculture (Labour Dispute Reference 277 of 2021) [2023] UGIC 25 (10 October 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 277 of 2021

Judge

Tumusiime-Mugisha, J, Nyacho, Panel Member, Bwire, Panel Member, Katende, Panel Member

The court found that the Claimant, as an Administrative Assistant and supervisor, admitted to assaulting a subordinate staff member, Madina Nalugya. Although the misconduct occurred outside working hours and off the Respondent's work premises, the court held that the relevant connection to employment was established because the Claimant had a duty to protect subordinate staff from harassment. His willful misconduct breached an express and fundamental term of his contract and violated the trust and confidence placed in him by the Respondent. The court further held that, upon admission of the m…

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• Unlawful Termination
• Fair Hearing
• Sexual Harassment
• Disciplinary Procedure