Uganda Case Law

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

CITI Bank Uganda Limited v Ayebare (Labour Dispute Appeal 18 of 2021)

CITI Bank Uganda Limited v Ayebare (Labour Dispute Appeal 18 of 2021) [2023] UGIC 107 (9 May 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Appeal 18 of 2021

Judge

Tumusiime-Mugisha, J, Bwire, Panel Member, Katende, Panel Member, Nyachwo panel member

The court held the dismissal was substantively justified on a balance of probabilities, but procedurally unfair because the disciplinary minutes were unsigned.

• Summary Dismissal
• Disciplinary Procedure
• Standard Of Proof
• Employee Misconduct
• Fair Hearing
• Employment Contract Terms

Okwir Sam v Civil Aviation Authority (Labour Dispute Claim 262 of 2018)

Okwir Sam v Civil Aviation Authority (Labour Dispute Claim 262 of 2018) [2022] UGIC 66 (11 March 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 262 of 2018

Judge

Ruhinda-Ntengye, J

The Industrial Court upheld the dismissal of a driver accused of siphoning fuel from an employer bus, finding the employer had reasonable grounds and followed due process.

• Unlawful Termination
• Employee Misconduct
• Disciplinary Procedure
• Burden Of Proof
• Unlawful-termination
• Employee-misconduct

Wubo v Century Bottling Company Limited (Labour Dispute Reference 50 of 2020)

Wubo v Century Bottling Company Limited (Labour Dispute Reference 50 of 2020) [2021] UGIC 108 (9 February 2021)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 50 of 2020

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J, Nyachwo panel member, Mavunwa, Panel Member, Bwire, Panel Member

The Industrial Court held that Wubo Gerald was lawfully dismissed after refusing to attend a notified disciplinary hearing and admitting misuse of night allowances.

• Unlawful Dismissal
• Disciplinary Procedure
• Employee Misconduct
• Suspension Without Pay
• Unfair-dismissal
• Disciplinary-hearing

Ndyahebwa v Hima Cement (Labour Dispute Claim 128 of 2014)

Ndyahebwa v Hima Cement (Labour Dispute Claim 128 of 2014) [2020] UGIC 53 (12 September 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 128 of 2014

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The Industrial Court of Uganda upheld Hima Cement’s summary dismissal of a laboratory analyst for alleged falsification of inspection tickets linked to truck deliveries.

• Summary Dismissal
• Fair Hearing
• Employee Misconduct
• Disciplinary Procedure
• Burden Of Proof
• Remedies For Unfair Dismissal

Mbabazi Madina v UMEME Limited (Labour Dispute Claim 304 of 2014)

Mbabazi Madina v UMEME Limited (Labour Dispute Claim 304 of 2014) [2020] UGIC 52 (28 April 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 304 of 2014

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The court found that the claimant, as a customer care executive, was contractually obligated to serve customers and receive payments, which was a core function of her employment. Her refusal to serve a customer, even after a third party attempted to facilitate payment, constituted a fundamental breach of her contract. The court determined that the disciplinary process was fair, as the claimant was notified of the hearing, the allegations were clearly stated, and she was given an opportunity to respond. The absence of the complainant and other witnesses at the hearing did not render the proces…

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• Unlawful Termination
• Summary Dismissal
• Disciplinary Procedure
• Employee Misconduct

Tabu v Nile Breweries (Labour Dispute Reference No. 96 of 2016)

Tabu v Nile Breweries (Labour Dispute Reference No. 96 of 2016) [2020] UGIC 6 (28 February 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 96 of 2016

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The Industrial Court held that a sales representative’s diversion of promotional beer and admission of misconduct justified summary dismissal under section 69 of the Employment Act.

• Unlawful Termination
• Summary Dismissal
• Employee Misconduct
• Disciplinary Procedure
• Employment-law
• Summary-dismissal

Wesonga v Centenary Rural Development Bank Ltd (Labour Dispute Claim 136 of 2014)

Wesonga v Centenary Rural Development Bank Ltd (Labour Dispute Claim 136 of 2014) [2019] UGIC 33 (14 June 2019)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 136 of 2014

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The court found that the claimant was properly subjected to a disciplinary process that was neither biased nor partisan. The evidence, including the complainant's consistent testimony and the mobile money transaction, established on a balance of probabilities that the claimant solicited and received a bribe in contravention of the respondent's anti-corruption policy. The committee's conduct, including translation of messages and refunding transport, did not amount to bias. The dismissal was for the same misconduct for which the claimant was called to answer, and the process met the requiremen…

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• Unlawful Termination
• Disciplinary Procedure
• Employee Misconduct
• Bribery And Corruption

Uganda v Kigoye (HCT-00-AC-SC 5 of 2015)

Uganda v Kigoye (HCT-00-AC-SC 5 of 2015) [2016] UGHCACD 5 (13 October 2016)

Court

HC: Anti corruption Division (Uganda)

Case number

HCT-00-AC-SC 5 of 2015

The court found that the accused, Kigoye Francis, was an employee of New Vision and had access to company funds by virtue of his position. Through manipulation of carbon copy receipts, he created false credits to newspaper distributors' accounts, then collected equivalent cash from those distributors. The evidence included internal audit findings, testimony from a distributor who acted as a conduit, and handwriting expert analysis confirming the accused's authorship of the falsified receipts. The accused's sudden resignation and departure from the country further supported the inference of gu…

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• Embezzlement
• Fraudulent False Accounting
• Internal Controls
• Corporate Fraud
• Forensic Evidence
• Employee Misconduct

Kabojja International School v Oyesigye (Labour Dispute Appeal No. 3 of 2015)

Kabojja International School v Oyesigye (Labour Dispute Appeal No. 3 of 2015) [2016] UGIC 10 (22 June 2016)

Court

Industrial Court of Uganda

Case number

Labour Dispute Appeal No. 3 of 2015

The Industrial Court of Uganda allowed an employer’s appeal, holding that the employee’s admissions of misconduct justified summary dismissal under the Employment Act.

• Unfair Termination
• Summary Dismissal
• Right To Fair Hearing
• Employee Misconduct
• Employment-law
• Summary-dismissal