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Uganda decisions
Decisions matching the current search
Kamuhanda v Rigil Agro Tech (Labour Dispute Reference 255 of 2019) [2023] UGIC 104 (5 April 2023)
The Industrial Court found the claimant proved unpaid wages for March to July 2017, awarded UGX 25 million in wages and UGX 2.5 million in general damages, and denied other claims.
Nabulya v Children at Risk Action Network (CRANE) and Another (Miscellaneous Application 28 of 2022) [2023] UGIC 32 (9 March 2023)
The Industrial Court partly reviewed its award, finding errors in notice pay and severance pay calculations, but refused to reopen leave and savings claims.
Obonyo v Merryland High School (Labour Dispute Reference No. 110 of 2017) [2021] UGIC 72 (25 October 2021)
The Industrial Court held that a teacher absent for over two months due to sickness could be terminated lawfully, but awarded two months’ salary unpaid under section 55.
Ugafode Microfinance Limited (MDI) V Kyoribona (Labour Dispute Appeal No. 34 of 2019) [2021] UGIC 26 (17 September 2021)
The court found that the re-designation of the respondent from Credit Manager to Compliance Manager without his consent constituted a fundamental breach of contract, amounting to constructive dismissal under Section 65(1)(c) of the Employment Act. The change in job title, grade, and responsibilities was injurious and illegal, and the employer's conduct made it impossible for the respondent to continue working. The absence of formal resignation did not preclude a finding of constructive dismissal, as refusal to report to work in response to unreasonable conduct suffices. The respondent was ent…
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Byabagambi v Uganda Transport Cooperative Union Limited (CIVIL SUIT NO. 139 OF 2011) [2020] UGHCCD 200 (18 September 2020)
Former employees sued for unpaid terminal benefits, leave pay, salary increments, working gear, NSSF issues, and workers compensation. The High Court dismissed the suit.
Lubegav Holy Cross Orthodox Hospital (Labour Dispute Reference No. 118 of 2018) [2019] UGIC 211 (19 March 2019)
The court found that the respondent failed to follow the mandatory procedural requirements under Section 81 of the Employment Act, which obliges employers to notify employees and the Labour Commissioner at least one month before termination for economic or structural reasons. The claimant was not informed or given an opportunity to respond to the impending termination, nor was there sufficient evidence of a financial crisis justifying the restructuring. The Board's decision to terminate was based on observations unrelated to financial constraints, and the respondent did not comply with the le…
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Mushabe v Real People Financial Services (Labour Dispute Claim 32 of 2014) [2018] UGIC 39 (24 August 2018)
The Industrial Court of Uganda held that the claimant voluntarily resigned and was not constructively dismissed, but awarded unpaid salary and upheld the respondent’s loan and notice claims.
Thika Sisal Co. Ltd v Njeroge wa Kamau (Revision Case No. 102 of 1927) [1927] EACA 25 (1 January 1927)
The court held that fourteen days' leave under a thirty-day employment contract rescinded the contract, so the conviction and sentence were set aside.
Thika Sisal Co. Ltd v Njoroge (Revision Case 102/1927.) [1927] EACJ 2 (1 January 1927)
The court held that 14 days’ leave under a 30-day employment contract rescinded the contract, so the conviction for leaving service could not stand.
