Uganda Case Law

Muhumuza and Another v Atuharire and 3 Others (Labour Dispute Miscellaneous Application 4 of 2024)

Muhumuza and Another v Atuharire and 3 Others (Labour Dispute Miscellaneous Application 4 of 2024) [2024] UGIC 45 (30 September 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Miscellaneous Application 4 of 2024

Judges

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

The court found that the Respondents had complied with the consent order of 19th December 2023 by facilitating the Applicants' return to work, paying their salaries, deploying them, and sending them for training. The Applicants' main complaint was the lack of actual work, but the court accepted the Respondents' explanation that this was due to budgetary constraints and the nature of the Applicants' roles as machine operators, which depend on the availability of road maintenance projects. The evidence showed that after training, the Applicants were deployed and worked half-days, which satisfie…

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• Contempt Of Court
• Reinstatement
• Employer Obligations
• Employee Rights

Katusiime v Kampala International University (Labour Dispute Reference 108 of 2016)

Katusiime v Kampala International University (Labour Dispute Reference 108 of 2016) [2024] UGIC 80 (17 May 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 108 of 2016

Judge

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

The court found that although the Claimant's fixed-term contract expired in 2014, she continued working for the Respondent and was paid monthly, which constituted constructive renewal of her contract on the same terms as the expired contract. There was no evidence of a mutual agreement to vary the contract to a monthly or casual basis, and the Respondent's acceptance of her services and payment for work done amounted to renewal by default. However, the Claimant failed to prove her claim for unpaid salary arrears, as she did not provide evidence of when she was last paid or that the alleged ar…

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• Fixed Term Contracts
• Constructive Renewal
• Salary Arrears
• Termination Of Employment
• Employee Rights

Aturo and Another (on behalf of 44 Others ) v Solar Now Uganda Limited (Labour Dispute Miscellaneous Application 16 of 2022)

Aturo and Another (on behalf of 44 Others ) v Solar Now Uganda Limited (Labour Dispute Miscellaneous Application 16 of 2022) [2022] UGIC 49 (26 September 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Miscellaneous Application 16 of 2022

Judge

Tumusiime-Mugisha, J, Gidongo, Panel Member, Achiro, Panel Member, Rwomushana, Panel Member

The Industrial Court considered whether former employees could sue representatively. It required notice and written authorization for all intended claimants before the suit could proceed.

• Representative Suits
• Unlawful Termination
• Severance Pay
• Employee Rights
• Representative-suits
• Employment-law

Mulema v Stanbic Bank Kampala (Labour Dispute Reference No. 224 of 2018)

Mulema v Stanbic Bank Kampala (Labour Dispute Reference No. 224 of 2018) [2022] UGIC 34 (19 August 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 224 of 2018

Judge

Gidongo, Panel Member, Rwomushana, Panel Member, Tumusiime-Mugisha, J, Mugambwa, Panel Member

The court found that the Claimant was not constructively dismissed nor unlawfully terminated. The evidence showed that the Claimant initiated discussions for mutual separation, seeking compensation to settle her indebtedness, and failed to return to work after the Respondent withdrew the mutual separation agreement and reinstated her. The Respondent's conduct did not amount to unreasonable behavior under Section 65(1)(c) of the Employment Act. The temporary assignment did not alter the fundamental terms of her contract, and the Claimant's decision to leave was voluntary and motivated by perso…

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• Constructive Dismissal
• Termination Of Employment
• Fixed Term Contracts
• Mutual Separation
• Employee Rights

Mudusi v Robuda Luuka Sacco (Labour Dispute Reference No. 2 of 2021)

Mudusi v Robuda Luuka Sacco (Labour Dispute Reference No. 2 of 2021) [2022] UGIC 41 (18 March 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 2 of 2021

Judge

Gidongo, Panel Member, Achiro, Panel Member, Rwomushana, Panel Member, Tumusiime-Mugisha, J

The court held that prolonged suspension without a hearing was procedurally unfair, but found the claimant had materially breached his contract, limiting his remedies.

• Unfair Termination
• Procedural Fairness
• Summary Dismissal
• Employee Rights
• Unfair-termination
• Procedural-fairness

Nalule Gloria v Centenary Rural Development Bank Limited (Labour Dispute Claim 54 of 2017)

Nalule Gloria v Centenary Rural Development Bank Limited (Labour Dispute Claim 54 of 2017) [2022] UGIC 81 (21 January 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 54 of 2017

Judge

Ruhinda-Ntengye, J

The Industrial Court found Nalule Gloria’s dismissal by Centenary Rural Development Bank unlawful for lack of proof and unfair disciplinary procedure.

• Unlawful Dismissal
• Fair Hearing
• Disciplinary Procedure
• Employee Rights
• Unlawful-dismissal
• Fair-hearing

Ajambo Sylvia v Calvary Chapel Outreach Ministries (Labour Dispute Claim 52 of 2018)

Ajambo Sylvia v Calvary Chapel Outreach Ministries (Labour Dispute Claim 52 of 2018) [2020] UGIC 48 (17 July 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 52 of 2018

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The court found that despite the contracts being titled 'volunteer contract agreement', the substance of the agreements, the use of terms 'employee' and 'employer', the provision for salary, tax remittance, and a staff identity card all indicated an intention to create a contract of service under the Employment Act. The court rejected the respondent's claim that the claimant was merely a volunteer. Regarding suspension, the court held that the indefinite, unpaid suspension was in fact a termination, not a lawful suspension pending investigation as required by Section 63 of the Employment Act.…

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• Employment Status
• Unlawful Termination
• Employee Rights
• Remedies For Termination

Norah Nabuuma v C.B.S LTD (Labour Dispute Claim 68 of 2014)

Norah Nabuuma v C.B.S LTD (Labour Dispute Claim 68 of 2014) [2019] UGIC 220 (29 May 2019)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 68 of 2014

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The Industrial Court found the restructuring termination lawful but held CBS had failed to notify the claimant, awarding UGX 900,000 in general damages.

• Summary Dismissal
• Redundancy Procedure
• General Damages
• Unlawful Termination
• Notice Period
• Employee Rights

Kizito & Another v Shumuk Properties Limited & 2 Others

Kizito & Another v Shumuk Properties Limited & 2 Others (CIVIL SUIT NO. 304 OF 2013) [2019] UGHCCD 249 (17 May 2019)

Court

HC: Civil Division (Uganda)

Case number

CIVIL SUIT NO. 304 OF 2013

Judge

Mugambe, J

The High Court held DFCU Bank liable for former employees’ salary arrears from Dairibord’s asset-sale proceeds, awarding arrears, damages, interest, and costs.

• Salary Arrears
• Redundancy
• Insolvency Priorities
• Employee Rights
• Salary-arrears
• Employment-law

David Kalyango v Rakai Health Sciences Programme (Labour Dispute Claim 38 of 2016)

David Kalyango v Rakai Health Sciences Programme (Labour Dispute Claim 38 of 2016) [2016] UGIC 28 (13 September 2016)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 38 of 2016

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The Industrial Court of Uganda held that David Kalyango’s termination was lawful because it resulted from a genuine restructuring and redundancy process.

• Unlawful Termination
• Redundancy
• Restructuring
• Employee Rights
• Employment-law
• Unfair-termination