Uganda Case Law

Kavuma v National Social Security Fund (LABOUR DISPUTE CLAIM NO 171 of 2021)

Kavuma v National Social Security Fund (LABOUR DISPUTE CLAIM NO 171 of 2021) [2025] UGIC 31 (1 April 2025)

Court

Industrial Court of Uganda

Case number

LABOUR DISPUTE CLAIM NO 171 of 2021

Judges

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

The Industrial Court found that the Claimant's dismissal was both procedurally and substantively fair. Procedurally, the Claimant was given written notice, sufficient time to prepare, a detailed charge sheet, and the opportunity to attend the disciplinary hearing with a representative. The disciplinary process met the legal standards for fairness. Substantively, the evidence showed that the Claimant, as Customer Service Officer, failed to follow established procedures for verifying a benefit claim, did not send the claim to forensics as required, and signed off on documents without proper ver…

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• Summary Dismissal
• Procedural Fairness
• Substantive Fairness
• Negligence In Workplace
• Disciplinary Process
• Breach Of Employment Contract

Lubega and 5 Others v Roofings Uganda Limited (Labour Dispute Reference 166 of 2020)

Lubega and 5 Others v Roofings Uganda Limited (Labour Dispute Reference 166 of 2020) [2023] UGIC 12 (5 May 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 166 of 2020

Judges

Wabwire Musana, J, Musimbi, Panel Member, Kagoye, Lapenga

The Industrial Court admitted disputed trial-bundle documents, a COVID-19 presidential address, and ordered witness summons in a labour dispute.

• Admissibility Of Evidence
• Labour Dispute Procedure
• Disciplinary Process
• Union Representation
• Admissibility-of-evidence
• Labour-dispute-procedure

Ogwal v Kampala Pharmaceutical Industries Limited (Labour Dispute Reference 35 of 2021)

Ogwal v Kampala Pharmaceutical Industries Limited (Labour Dispute Reference 35 of 2021) [2023] UGIC 68 (11 April 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 35 of 2021

Judges

Wabwire Musana, J, Musimbi, Panel Member, Kagoye, Lapenga

The court found that while the Respondent followed procedural fairness by notifying the Claimant of the allegations and conducting a disciplinary hearing, it failed the substantive fairness test. The Respondent's failure to produce the CCTV footage, which was central to the allegations and the decision to terminate, meant that the reason for dismissal was not adequately proven. The court held that the omission of this critical evidence rendered the termination substantively unfair and unlawful, despite procedural compliance. Consequently, the Claimant was entitled to terminal benefits, severa…

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• Unlawful Termination
• Procedural Fairness
• Substantive Fairness
• Severance Pay
• General Damages
• Disciplinary Process

Byansi v Attorney General of the republic of Uganda (Labour Dispute Claim 304 of 2014)

Byansi v Attorney General of the republic of Uganda (Labour Dispute Claim 304 of 2014) [2020] UGIC 21 (22 October 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 304 of 2014

The Industrial Court held that the claimant’s termination was unlawful because the Board, not the Executive Director, had disciplinary power over her post.

• Unlawful Termination
• Disciplinary Process
• Managerial Position
• Severance Pay
• General Damages
• Unlawful-termination

Kandimaite v Centinary Bank (Labour Dispute Claim 24 of 2014)

Kandimaite v Centinary Bank (Labour Dispute Claim 24 of 2014) [2018] UGIC 5 (17 August 2018)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 24 of 2014

The court found that the claimant's resignation did not amount to constructive dismissal as there was no evidence of illegal, injurious, or repudiatory conduct by the respondent or its officers. The sour relationship between the claimant and his supervisor was attributed to differences in work methods and character, not to conduct meeting the threshold for constructive dismissal under section 65(1)(c) of the Employment Act. The closure of the claimant's cabinet and withdrawal of desk keys were actions taken during investigations and did not render him jobless or constitute a serious breach. T…

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• Constructive Dismissal
• Resignation Procedure
• Annual Leave Entitlement
• Disciplinary Process
• Termination Of Employment

Akello v Attorney General

Akello v Attorney General (Civil Suit No. 19 of 2011) [2016] UGHCCD 27 (31 March 2016)

Court

HC: Civil Division (Uganda)

Case number

Civil Suit No. 19 of 2011

Judge

Musota, J

The High Court held that a nursing officer’s study leave was irregular, her absence amounted to abscondment, and her payroll deletion was lawful.

• Public Service Standing Orders
• Study Leave Procedure
• Abscondment From Duty
• Payroll Deletion
• Disciplinary Process
• Public-service-standing-orders