Uganda Case Law

Lekya James Napokoli v Mount Meru Millers Uganda Limited (Labour Dispute Reference No. 07 of 2022)

Lekya James Napokoli v Mount Meru Millers Uganda Limited (Labour Dispute Reference No. 07 of 2022) [2025] UGIC 45 (16 June 2025)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 07 of 2022

Judges

Wabwire Musana, J, Namara, Panel Member, Bigirimana penal member, Lapenga

The Industrial Court held that Napokoli’s termination was unfair and unlawful because the employer gave a reason without proving it or hearing him, and awarded general damages.

• Unlawful Termination
• Summary Dismissal
• Payment In Lieu Of Notice
• General Damages
• Severance Pay
• Overtime Claims

Munduga v Boardof Governors of St. Daniel Comboni Collage Kasaala and Others (Labour Dispute Reference 251 of 2019)

Munduga v Boardof Governors of St. Daniel Comboni Collage Kasaala and Others (Labour Dispute Reference 251 of 2019) [2024] UGIC 68 (25 October 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 251 of 2019

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Lapenga

The court found that the claimant was constructively dismissed because the respondents appointed a new headteacher during the subsistence of the claimant's employment, instructed him to hand over office, and failed to provide a hearing or notice. The respondents' conduct amounted to a fundamental breach of the employment contract, demonstrating they no longer wished to be bound by its terms. The court rejected the respondents' argument of abscondment, noting the lack of evidence, absence of disciplinary proceedings, and the claimant's known whereabouts. The court held that all elements of dis…

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• Constructive Dismissal
• Unfair Termination
• Severance Pay
• Payment In Lieu Of Notice
• Repatriation Entitlement
• Procedural Fairness

Nsubuga v China International Water and Electric Corporation (Labour Dispute Reference 127 of 2020)

Nsubuga v China International Water and Electric Corporation (Labour Dispute Reference 127 of 2020) [2024] UGIC 51 (11 October 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 127 of 2020

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Lapenga

The court found that the claimant was unlawfully terminated because the respondent failed to provide notice, a reason, or a hearing as required by the Employment Act and the employment contract. The purported summary dismissal was unsupported by evidence, as the respondent's witnesses did not appear to testify and their statements were expunged. The court held that the respondent's actions violated statutory requirements for termination and dismissal, rendering the termination unlawful. Consequently, the claimant was entitled to payment in lieu of notice, general damages, severance pay, and c…

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• Unlawful Termination
• Summary Dismissal
• Severance Pay
• Payment In Lieu Of Notice
• General Damages

Dr. Nsubuga v China International Water and Electric Corporation (Labour Dispute Reference 127 of 2020)

Dr. Nsubuga v China International Water and Electric Corporation (Labour Dispute Reference 127 of 2020) [2024] UGIC 62 (11 October 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 127 of 2020

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Lapenga

The court found that the claimant was unlawfully terminated because the respondent failed to provide notice, payment in lieu of notice, or a valid reason for termination, and did not afford the claimant a hearing as required by law. The respondent's attempt to recharacterize the termination as a summary dismissal was unsupported by evidence, as their witnesses did not appear in court and their statements were expunged. The court applied the Employment Act and relevant case law, holding that the claimant was entitled to payment in lieu of notice, general damages, and severance pay. The court d…

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• Unlawful Termination
• Summary Dismissal
• Severance Pay
• Payment In Lieu Of Notice
• General Damages
• Employment Contracts

Akewa v Loving one by one Ministries (Labour Dispute Reference 212 of 2017)

Akewa v Loving one by one Ministries (Labour Dispute Reference 212 of 2017) [2024] UGIC 54 (4 October 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 212 of 2017

Judges

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

The court found that the respondent failed to provide the claimant with a fair hearing or sufficient evidence to justify termination for misconduct. No written notice or opportunity to defend herself was given, violating procedural requirements under the Employment Act. The respondent's absence at trial and failure to substantiate allegations further undermined its case. The claim for refund of NSSF contributions was dismissed due to lack of documentary proof. The court awarded general damages for mental anguish and loss of reputation, severance pay based on length of service and salary, and…

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• Unlawful Termination
• Procedural Fairness
• Severance Pay
• Payment In Lieu Of Notice
• Social Security Contributions
• General Damages

Egimu v Henly Distributors Uganda Limited (Labour Dispute Reference 178 of 2020)

Egimu v Henly Distributors Uganda Limited (Labour Dispute Reference 178 of 2020) [2024] UGIC 52 (30 September 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 178 of 2020

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Lapenga

The court found that the claimant was terminated with immediate effect for alleged negligence, which constitutes misconduct. The termination letter explicitly cited negligence and financial loss as reasons, but the claimant was not given a hearing to defend himself. Under Ugandan law and binding precedent, where termination is based on misconduct or poor performance, the employee is entitled to a fair hearing. The respondent failed to provide notice or payment in lieu of notice at the time of termination and did not afford the claimant a hearing, rendering the termination unlawful. The court…

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• Unlawful Termination
• Summary Dismissal
• Procedural Fairness
• Severance Pay
• General Damages
• Payment In Lieu Of Notice

Lubega v Tropical Bank Limited (Labour Dispute Reference 354 of 2019)

Lubega v Tropical Bank Limited (Labour Dispute Reference 354 of 2019) [2024] UGIC 39 (6 September 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 354 of 2019

Judges

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

The respondent unilaterally abolished the claimant's position, compelled him to reapply for a new role, and subsequently demoted him with a drastic salary reduction. These actions constituted a fundamental and repudiatory breach of the employment contract, removing the element of choice and consent from the employment relationship. The respondent failed to act fairly, transparently, or in accordance with fair labour practices, and did not provide adequate notice or justification for the restructuring. The intolerable working conditions created by the respondent's conduct, including the inabil…

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• Constructive Dismissal
• Unilateral Contract Variation
• Severance Pay
• Payment In Lieu Of Notice
• Unpaid Leave
• Certificate Of Service

Sserunjogi v Safeboda (Labour Dispute Reference 47 of 2022)

Sserunjogi v Safeboda (Labour Dispute Reference 47 of 2022) [2024] UGIC 36 (16 August 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 47 of 2022

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Matovu

The court held that, following the Supreme Court's decision in Uganda Post Limited v Mukadisi, general damages are awardable in addition to payment in lieu of notice for unlawful termination. The Respondent's failure to provide adequate notice, share the investigative report, and allow the Claimant to defend himself constituted procedural unfairness and a breach of natural justice. The court found that the Claimant suffered inconvenience and distress due to the manner of his termination, justifying an award of general damages. However, the evidence did not support aggravated damages, as there…

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• Constructive Dismissal
• Unlawful Termination
• General Damages
• Procedural Fairness
• Payment In Lieu Of Notice

Akol v Mark Impex Uganda Limited (Labour Dispute Reference 48 of 2019)

Akol v Mark Impex Uganda Limited (Labour Dispute Reference 48 of 2019) [2024] UGIC 60 (16 August 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 48 of 2019

Judge

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

The Industrial Court held that Akol George was unlawfully summarily dismissed without a fair hearing and awarded notice pay, severance, repatriation, and damages.

• Unlawful Termination
• Summary Dismissal
• Right To Fair Hearing
• Severance Pay
• Payment In Lieu Of Notice
• General Damages

Makumbi v Essuubiryo -Zambogo Co-operative Savings and Credit Society Limited (Labour Dispute Reference 74 of 2022)

Makumbi v Essuubiryo -Zambogo Co-operative Savings and Credit Society Limited (Labour Dispute Reference 74 of 2022) [2024] UGIC 13 (17 May 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 74 of 2022

Judges

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

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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• Unlawful Termination
• Fixed Term Contracts
• Payment In Lieu Of Notice
• Salary Arrears
• Leave Entitlement
• Salary Loan Offset