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Uganda decisions
Decisions matching the current search
Mutebe v Joint Medical Stores (Labour Dispute Reference 132 of 2020) [2024] UGIC 69 (22 November 2024)
The Industrial Court held that Paul Mutebe’s redesignation was lawful, but Joint Medical Store’s non-renewal of his contract breached its HR policy and was unfair.
The Public Procurement and Disposal of Public Assets Authority v Pamela Sozi (Civil Appeal No. 14 of 2016) [2022] UGCA 191 (18 July 2022)
The Court of Appeal held that the respondent's termination was unlawful because she was not given the contractually and statutorily required notice, nor was she afforded a fair hearing as mandated by the Employment Act and the Constitution. The respondent's employment was continuous from 2001, entitling her to three months' notice, not the two months provided. The appellant was estopped from asserting summary dismissal as the termination letter and pleadings indicated termination with notice. The respondent was entitled to all contractual and statutory benefits, including payment in lieu of n…
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Donald Wangi v People Performance Group Limited (Labour Dispute Claim 5 of 2018) [2022] UGIC 64 (25 February 2022)
The court held that the claimant was on probation, so the dismissal was not unlawful under Section 67 of the Employment Act, but he was awarded two weeks' pay in lieu of notice.
Ochuru v Ace Global (U) Limited (Labour Dispute Reference No. 164 of 2017) [2021] UGIC 73 (12 October 2021)
The Industrial Court held that Ochuru Henry’s fixed-term employment was automatically renewed when he kept working after expiry, but his termination by redundancy was lawful.
Syamutsangiraba and 2 Others v Tibet Hima Mining Company Limited (Labour Dispute Reference No. 58 of 2015) [2021] UGIC 61 (9 July 2021)
The Industrial Court of Uganda found unlawful termination of three probationary employees for failing to give contractual notice and reasons for non-confirmation.
Emau & 5 Ors v Ketron Development Services Ltd (Labour Dispute Reference No. 179 of 2017) [2020] UGIC 3 (21 February 2020)
The court found that the claimants were employed under fixed-term contracts that were renewed periodically. Upon suspicion of misconduct, the claimants were placed on administrative leave and subsequently informed that their contracts, which were due to expire, would not be renewed. Applying Section 65 of the Employment Act and relevant case law, the court held that termination occurred by operation of law upon expiry of the contract term, and the respondent was not required to provide notice or conduct a disciplinary hearing. The claimants' contracts were lawfully terminated, and no remedies…
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Sembera v UMEME Limited (Labour Dispute Reference No. 159 of 2015) [2019] UGIC 212 (30 August 2019)
The Industrial Court found Umeme unlawfully dismissed Sembera Norman because it failed to properly prove a bribe solicitation allegation and awarded compensation.
Lydia Ndagire v WBS Limited (Labour Dispute Claim 213 of 2014) [2019] UGIC 25 (12 July 2019)
The Industrial Court of Uganda found Lydia Ndagire’s termination unlawful for lack of evidence and a fair hearing, awarding unpaid salary and notice pay.
Nambatya v S.O.S Childrens village (U) Ltd (High Court Civil Suit No. 175 of 2013) [2015] UGHCCD 17 (29 January 2015)
The court found that the plaintiff’s employment was unlawfully terminated by the defendant, as conceded by the defence and evidenced by the lack of a hearing and substantiation for the grounds of termination. However, the court held that all payments due to the plaintiff under the employment contract and the law, including severance pay, payment in lieu of notice, annual leave, and bonuses, were paid and received by the plaintiff as evidenced by Exh D.1. The court rejected the plaintiff’s claim for additional severance pay and general damages beyond what was contractually and statutorily due,…
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Akello.Beatrice v World vision Uganda (Civil Suit No.72 Of 2007) (Civil Suit No.72 of 2007) [2008] UGHC 118 (27 November 2008)
The High Court held that the plaintiff’s dismissal was unlawful because she was not given two months’ notice or pay in lieu after probation was not extended.
