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Uganda decisions
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Nsiimire v Umeme Limited (LABOUR DISPUTE REFERENCE No. 184 OF 2022) [2025] UGIC 35 (28 March 2025)
The Industrial Court held that Umeme’s restructuring made the telecom engineer role redundant, rejected constructive dismissal, and awarded limited compensation.
Amolo and 20 Others v Makerere University Business School (Labour Dispute Reference 134 of 2017) [2024] UGIC 74 (28 November 2024)
The Industrial Court held that the Claimants’ collective redundancy by Makerere University Business School was unlawful for failure to notify the Labour Commissioner.
Kafumbe & 2 Others v Uganda Breweries Limited (Civil Appeal 115 of 2018) [2022] UGCA 312 (15 July 2022)
The Court of Appeal found that the appellants' termination was not justified as redundancy under the respondent's human resource manual, which required abolition of office or responsibility. The evidence showed that the roles were merely enhanced, not abolished, and the respondent failed to prove lawful grounds for dismissal as required by Section 68(1) of the Employment Act. The termination agreement, signed under circumstances not meeting procedural requirements, could not legalize an unlawful dismissal. The lower court erred by relying on the agreement without examining its validity or the…
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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.
Sempebwa & 20 Ors v Attorney General (Labour Dispute Claim 225 of 2014) [2020] UGIC 50 (29 April 2020)
The Industrial Court found the claimants’ jobs were abolished after privatization, entitled them to pension, and awarded damages, interest, and costs against the Attorney General.
Kizito & Another v Shumuk Properties Limited & 2 Others (CIVIL SUIT NO. 304 OF 2013) [2019] UGHCCD 249 (17 May 2019)
The High Court held DFCU Bank liable for former employees’ salary arrears from Dairibord’s asset-sale proceeds, awarding arrears, damages, interest, and costs.
David Kalyango v Rakai Health Sciences Programme (Labour Dispute Claim 38 of 2016) [2016] UGIC 28 (13 September 2016)
The Industrial Court of Uganda held that David Kalyango’s termination was lawful because it resulted from a genuine restructuring and redundancy process.
Amandua & Ors v Bank of Uganda & Anor (CIVIL SUIT NO. 395 OF 2006) [2016] UGHCCD 80 (31 August 2016)
The High Court held that dismissed bank employees were entitled to severance pay after redundancy, but their claim against Bank of Uganda failed under statutory immunity.
Bwambale & 1016 ors v Attorney General (Civil Suit No. 660 of 2002) [2012] UGHC 89 (9 May 2012)
The court found that the internal memo (Exhibit P.26) from the Attorney General's office constituted an unequivocal admission of liability under Order 15 Rule 6 of the Civil Procedure Rules. The memo clearly acknowledged the plaintiffs' entitlement to terminal benefits under the terms and conditions of service applicable to Uganda Rayon Textiles Mills Ltd and Mukisa Foods Ltd, and specified the responsible paying authority. The court rejected the defendant's arguments regarding privilege and inadmissibility, holding that neither the Official Secrets Act nor the Evidence Act precluded reliance…
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Muwanga v Lint Marketing Board (In Liquidation) (Civil Appeal 15 of 1998) [1999] UGCA 35 (11 January 1999)
The Court of Appeal allowed an employment appeal, holding the appellant remained the respondent’s employee and was entitled to terminal benefits and redundancy indemnity.
