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Uganda decisions
Decisions matching the current search
Nambuya v Bajabar Millers Limited (Labour Dispute Reference 172 of 2020) [2024] UGIC 38 (6 September 2024)
The Industrial Court held that Nambuya Sarah was unlawfully terminated for low business because the employer failed to follow required procedure.
Muhindo v ESCO Uganda Limited (Labour Dispute Reference 22 of 2020) [2024] UGIC 27 (25 June 2024)
The court found that the Claimant resigned from employment and, under the employment contract and staff manual, was entitled only to salary earned up to the end of the period and a cash payment for accrued leave, plus leave allowance. The claim for full terminal benefits failed because the resignation was not medically recommended as required by the staff manual. However, the Claimant was entitled to unpaid salary, payment in lieu of unused leave, statutory severance pay due to physical incapacity, a certificate of service, general damages for the Respondent's failure to pay benefits, and cos…
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Makumbi v Essuubiryo -Zambogo Co-operative Savings and Credit Society Limited (Labour Dispute Reference 74 of 2022) [2024] UGIC 13 (17 May 2024)
The court found that the operative employment contract commenced on 1st February 2019 and was set to expire on 1st February 2022. The Respondent's issuance of a notice of non-renewal and requirement for the Claimant to hand over office on 31st December 2021 constituted premature termination, as the contract had not yet expired. Clause 6 of the contract required three months' notice or payment in lieu thereof for termination during the contract period. The Respondent failed to comply with this requirement, rendering the termination procedurally unfair and unlawful. The Claimant was entitled to…
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Nafuna v Dott Services Limited (Labour Dispute Claim 14 of 2014) [2019] UGIC 29 (30 April 2019)
The Industrial Court held that the claimant was an employee, not a subcontractor, and that her dismissal was substantively justified but procedurally unfair.
Mugerere & 3 Ors v Kampala City Council Authority (Labour Dispute 63 of 2014) [2016] UGIC 20 (14 October 2016)
The court held that the claimants were lawfully terminated under their temporary contracts and received payment in lieu of notice, but were still entitled to 14 days’ leave pay.
Edace v Watoto Child Care Ministries (Labour Dispute Appeal No. 16 of 2015) [2016] UGIC 23 (23 June 2016)
The Industrial Court partly allowed an employment appeal, increasing compensation, ordering full provident fund payment, and rejecting the leave claim.
