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Uganda decisions
Decisions matching the current search
Namwanje v Juliet Bavuga & Anor (Labour Dispute Claim 54 of 2015) [2022] UGIC 73 (8 April 2022)
The court found a valid employment contract, held the claimant was unfairly terminated without a hearing, and ordered payment of UGX 10,000,000 in unpaid salary.
Birungi v The Management Committee of Kamapla Quality Primary School (Labour Dispute Reference No. 15 of 2019) [2021] UGIC 17 (3 March 2021)
The Industrial Court held that the teacher’s dismissal for alleged exam malpractice was lawful, finding the disciplinary process fair enough and the claim dismissed.
Babu v Barclays Bank (U) Ltd (Labour Dispute Claim 134 of 2014) [2019] UGIC 46 (28 June 2019)
The Industrial Court held that Babu Mariam’s dismissal was lawful because she refused a reassigned role and declined to attend the disciplinary hearing.
Babu v Barclays Bank Uganda Limited (Labour Dispute Claim No. 134 of 2014) [2019] UGIC 216 (28 June 2019)
The Industrial Court of Uganda held that the claimant’s dismissal was lawful, finding her refusal to take up an assigned role amounted to insubordination.
Ayebazibwe v Good Will College Ltd & Anor (Labour Dispute Reference No. 183 of 2015) [2018] UGIC 26 (27 July 2018)
The Industrial Court held that the claimant failed to prove unfair termination or constructive dismissal, finding instead that he absconded from duty.
Malinzi v Uganda Printing & Publishing Corporation (Labour Dispute 50 of 2015) [2017] UGIC 13 (22 September 2017)
The Industrial Court held that Levi Malinzi’s dismissal was unfair and unlawful because he was not shown to have received proper notice of the disciplinary hearing.
Namatome v M/S Great Seas & ( U) Ltd (Civil Suit No. 103 of 2009) [2011] UGHC 166 (29 November 2011)
The court found that the plaintiff was unlawfully dismissed from employment by the defendant. The purported suspension did not comply with statutory requirements under the Employment Act, as it was not pending an inquiry, was without pay, and was indefinite. The absence of a signed contract for 2009 did not negate the existence of an employment relationship, as the plaintiff continued to work for remuneration. The defendant's actions amounted to termination, entitling the plaintiff to compensation in lieu of notice, general damages, and punitive damages. The counterclaim for recovery of lost…
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Musoke v Uganda Revenue Authority (HCT-00-CV-CS-0118 OF'2008) [2011] UGHC 197 (10 June 2011)
The court found that the plaintiff's termination was wrongful because he was not afforded a fair hearing as required by both the Constitution and the Human Resource Manual. The disciplinary procedures, including the right to respond to allegations and appear before a disciplinary committee, were not followed. The defendant's reliance on Clause 13.2 after initially citing Clause 14.2 was an attempt to retroactively justify the termination without due process. The plaintiff was entitled to a fair and just treatment, which was denied. Regarding terminal benefits, the court held that payment to S…
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Gidudu v Terra Firma Construction Uganda Ltd & Anor (Cv. Cs.No. 04 of 2002) [2009] UGHC 161 (28 August 2009)
The High Court found the plaintiff was an employee, not an independent contractor, and awarded salary arrears, general damages, interest, and costs.
Julius Emomeri v Shell (u) (Civil Appeal No. 47 of 1997) [1999] UGCA 1 (21 October 1999)
The Court of Appeal of Uganda upheld dismissal of an employee for gross misconduct and confirmed that deductions from terminal benefits were lawful.
