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Uganda decisions
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Kyamugisha v Mutungo Executive Hotel Ltd and Uganda Revenue Authority (CIVIL SUIT NO. 285 OF 2019) [2025] UGHC 181 (14 April 2025)
The High Court held that a probationary URA employee was lawfully dismissed after background checks, and dismissed claims against both defendants.
Daniel Kyamugisha v Mutungo Executive Hotel Ltd and Uganda Revenue Authority (Civil Suit No. 285 of 2019) [2025] UGHC 293 (14 April 2025)
The plaintiff was employed by the 2nd defendant on a probationary contract that expressly allowed for termination without notice or hearing upon unfavorable background checks. The 2nd defendant conducted background checks, including soliciting information from the 1st defendant, which led to the plaintiff's dismissal. The court found that the contract was a probationary one as defined by the Employment Act, and the dismissal was lawful under both the contract and the statute. The plaintiff was given an opportunity to respond to the allegations, satisfying the requirements of natural justice u…
Source excerpt
Kimbugwe v Kiboko Enterprises Limited (Labour Dispute Appeal 13 of 2021) [2022] UGIC 45 (22 December 2022)
The Industrial Court allowed an employment appeal, set aside a labour officer’s ruling, and held that the dismissal was wrongful for lack of fair hearing and insufficient proof.
Kimbugwe v Kiboko Enterprises Limited (Labour Dispute Appeal No. 13 of 2021) [2022] UGIC 5 (22 December 2022)
The Industrial Court held that Abdallah Kimbugwe was wrongfully dismissed, finding no valid probationary contract, inadequate proof of stock loss, and an unfair disciplinary process.
Food for the Hungry v Ongaya (Labour Dispute Appeal No. 18 of 2020) [2022] UGIC 6 (4 November 2022)
The Industrial Court partly allowed an appeal over probationary termination, upholding terminal benefits but setting aside damages and contract-balance compensation.
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.
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.
Akonye v Libya Oils (Labour Dispute Claim 82 of 2014) [2019] UGIC 44 (19 July 2019)
The Industrial Court of Uganda held that the claimant was not on probation and was unlawfully terminated without a hearing. It awarded damages and notice pay.
