Uganda Case Law

Uganda Communications Employees Union and Others v Uganda Telecom Limited and Another

Uganda Communications Employees Union and Others v Uganda Telecom Limited and Another (Miscellaneous Application 189 of 2023) [2024] UGIC 21 (28 March 2024)

Court

Industrial Court of Uganda

Case number

Miscellaneous Application 189 of 2023

Judges

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

The court held that the Applicants failed to establish any of the recognized legal grounds for vacating a consent order, such as fraud, mistake, misapprehension, or illegality. The Applicants' reliance on the lack of objection from the 2nd Respondent and alleged admissions by the 1st Respondent did not meet the threshold for setting aside the consent temporary injunction. The court found that the press release by the 1st Respondent's Administrator constituted an admission only as to the existence of unremitted contributions, but did not resolve the underlying issues of eligibility and entitle…

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• Social Security Contributions
• Temporary Injunctions
• Consent Orders
• Employee Entitlements
• Costs Awards
• Employment Eligibility

The Public Procurement and Disposal of Public Assets Authority v Pamela Sozi

The Public Procurement and Disposal of Public Assets Authority v Pamela Sozi (Civil Appeal No. 14 of 2016) [2022] UGCA 191 (18 July 2022)

Court

Court of Appeal of Uganda

Case number

Civil Appeal No. 14 of 2016

Judge

Monica K. Mugenyi, JA, Madrama, JA, Mulyagonja, JA

The Court of Appeal held that the respondent's termination was unlawful because she was not given the contractually and statutorily required notice, nor was she afforded a fair hearing as mandated by the Employment Act and the Constitution. The respondent's employment was continuous from 2001, entitling her to three months' notice, not the two months provided. The appellant was estopped from asserting summary dismissal as the termination letter and pleadings indicated termination with notice. The respondent was entitled to all contractual and statutory benefits, including payment in lieu of n…

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• Unfair Dismissal
• Employment Contracts
• Remedies For Wrongful Termination
• Interest Awards
• Notice Periods
• Employee Entitlements

Emin Pasha Limited v Barigye (Labour Dispute Appeal No. 10 of 2019)

Emin Pasha Limited v Barigye (Labour Dispute Appeal No. 10 of 2019) [2022] UGIC 44 (10 May 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Appeal No. 10 of 2019

Judge

Tumusiime-Mugisha, J, Ebyau, Panel Member, Mubuuke, Panel Member, Mugambwa, Panel Member

The court found that the Respondent was engaged as a management consultant to streamline and make the hotel efficient, and his role involved interim management but did not amount to an employment relationship. There was no evidence of a contract of employment, nor were traditional employment benefits such as annual leave, sick leave, or NSSF provided. The Respondent maintained independence in his work, used his own business headed paper, and was not subject to the control and integration typical of an employee. The Labour Officer's reliance on reporting hours and integration into hotel operat…

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• Employment Status
• Consultancy Vs Employment
• Termination Of Contract
• Employee Entitlements

Nabatanzi Lugudda v Attorney General

Nabatanzi Lugudda v Attorney General (Civil Appeal No. 53 of 2013) [2021] UGCA 57 (19 July 2021)

Court

Court of Appeal of Uganda

Case number

Civil Appeal No. 53 of 2013

Judge

Monica K. Mugenyi, JA, Kasule, Ag JA, Kiryabwire, JA

The Court of Appeal upheld dismissal of an employment claim, holding that the appellant’s fixed-term contract expired on 19 January 2008 and was not revived by later salary payments.

• Employment Contract Expiry
• Unlawful Termination
• Employee Entitlements
• Pleadings And Particulars
• Employment-contract-expiry
• Unlawful-termination

Okello v Entebbe Handling Services Limited (Labour Dispute Claim 200 of 2014)

Okello v Entebbe Handling Services Limited (Labour Dispute Claim 200 of 2014) [2020] UGIC 19 (14 August 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 200 of 2014

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The Industrial Court found that Okello Jane was wrongfully terminated without a fair disciplinary hearing and awarded salary, notice pay, leave, damages, and costs.

• Wrongful Termination
• Unlawful Dismissal
• Procedural Fairness
• Employment Contracts
• Remedies For Termination
• Employee Entitlements

Wakibi v Bank of Uganda (Labour Dispute Claim 41 of 2014)

Wakibi v Bank of Uganda (Labour Dispute Claim 41 of 2014) [2015] UGIC 5 (22 December 2015)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 41 of 2014

The Industrial Court upheld Wakibi Fred’s summary dismissal for financial embarrassment, but found the employer breached fair hearing requirements and awarded four weeks’ net pay.

• Summary Dismissal
• Fair Hearing
• Disciplinary Procedure
• Employee Entitlements
• Summary-dismissal
• Fair-hearing

Barclays Bank Of (u) Ltd v N.v.c.c.p Tech Employees (Misc.cause no.314 of 1997) (Misc.Cause No. 314 of 1997)

Barclays Bank Of (u) Ltd v N.v.c.c.p Tech Employees (Misc.cause no.314 of 1997) (Misc.Cause No. 314 of 1997) [1998] UGHC 14 (10 July 1998)

Court

High Court of Uganda

Case number

Misc.Cause No. 314 of 1997

The High Court quashed an Industrial Court interpretation for lack of gazette publication and held the award could not be made retrospective before the dispute arose.

• Industrial Court Awards
• Collective Bargaining Agreements
• Judicial Review Certiorari
• Award Publication Requirements
• Retrospective Awards
• Employee Entitlements