Uganda Case Law

Namayanja and Others v Cavendish University Uganda (LABOUR DISPUTE REFERENCE No.097 OF 2019)

Namayanja and Others v Cavendish University Uganda (LABOUR DISPUTE REFERENCE No.097 OF 2019) [2025] UGIC 34 (29 April 2025)

Court

Industrial Court of Uganda

Case number

LABOUR DISPUTE REFERENCE No.097 OF 2019

Judge

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

The court found that while the Respondent had a legitimate basis to restructure following the NCHE report, it failed to comply with the mandatory procedural requirements under Section 80 of the Employment Act and Regulation 44 of the Employment Regulations. The Claimants were not given adequate notice or consulted about the restructuring and its direct impact on their employment, as required by law. Their contracts were renewed during the restructuring period, and their terminations occurred five months after the process had concluded, undermining the Respondent's claim that the terminations…

Source excerpt

• Unlawful Termination
• Redundancy Procedure
• Severance Pay
• Consultation Requirements
• General Damages
• Employment Contracts

Ndaula and Another v PostBank Uganda Limited (Labour Dispute Reference 161 of 2022)

Ndaula and Another v PostBank Uganda Limited (Labour Dispute Reference 161 of 2022) [2025] UGIC 2 (16 January 2025)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 161 of 2022

Judges

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

The court found that while the Respondent had the right to restructure and declare redundancies, it failed to comply with the mandatory procedural requirements under Section 80 of the Employment Act. Specifically, there was no admissible evidence that the Labour Commissioner was notified in writing within the statutory period, and the Claimants were not given proper written notice of impending redundancy. The purported redundancy notices were in fact termination letters, and the consultative process was neither transparent nor objective. The Respondent's reliance on virtual 'town hall' meetin…

Source excerpt

• Redundancy Procedure
• Unfair Dismissal
• Severance Pay
• General Damages
• Employment Termination
• Notice Requirements

Uganda Hotels, Food, Tourism and Allied Workers and Another v s Sports View Hotel Kireka Limited (Labour Dispute Reference 271 of 2019)

Uganda Hotels, Food, Tourism and Allied Workers and Another v s Sports View Hotel Kireka Limited (Labour Dispute Reference 271 of 2019) [2023] UGIC 127 (23 August 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 271 of 2019

Judge

Tumusiime-Mugisha, J, Mugambwa, Panel Member, Ebyau, Panel Member, Mubuuke, Panel Member

The Industrial Court held that Sports View Hotel unlawfully terminated a unionised employee during redundancy and ordered notice pay, severance, repatriation, damages, service certificate, and costs.

• Unfair Termination
• Redundancy Procedure
• Collective Bargaining Agreement
• Severance Pay
• Repatriation Allowance
• General Damages

Kakande Charles v Motorcare Uganda Limited (Labour Dispute Claim 247 of 2019)

Kakande Charles v Motorcare Uganda Limited (Labour Dispute Claim 247 of 2019) [2023] UGIC 37 (7 August 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 247 of 2019

Judge

Tumusiime-Mugisha, J

The court found that the Claimant's termination was both procedurally and substantively unlawful. The Respondent failed to provide evidence of a genuine restructuring process at the time of termination, as the merger proposal was dated after the Claimant's dismissal and had not been approved by shareholders. The Claimant was not given prior notice, nor was he informed of the reasons for his termination or given an opportunity to be heard, violating Section 66 of the Employment Act and principles of natural justice. The Respondent also failed to notify the Commissioner Labour or provide eviden…

Source excerpt

• Unlawful Termination
• Terminal Benefits
• Redundancy Procedure
• General Damages
• Severance Pay

Sseyiga and Others v ZTE Uganda Limited (Labour Dispute Miscellaneous Application 21 of 2022)

Sseyiga and Others v ZTE Uganda Limited (Labour Dispute Miscellaneous Application 21 of 2022) [2022] UGIC 50 (29 August 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Miscellaneous Application 21 of 2022

Judge

Tumusiime-Mugisha, J, Mugambwa, Panel Member, Mubuuke, Panel Member, Ebyau, Panel Member

The Industrial Court dismissed an application to extend time and review its award, finding the grounds were really appeal grounds and no error apparent on the record was shown.

• Collective Termination
• Redundancy Procedure
• Review Of Award
• Error Apparent On Record
• Review-of-judgment
• Error-apparent-on-record

Taremwa v New Times Express Ltd (Labour Dispute Reference No. 142 of 2017)

Taremwa v New Times Express Ltd (Labour Dispute Reference No. 142 of 2017) [2020] UGIC 24 (4 December 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 142 of 2017

The Industrial Court found Michael Taremwa was unlawfully terminated without proper notice, reasons, or a hearing, and awarded salary arrears, severance, notice pay, and general damages.

• Unfair Termination
• Redundancy Procedure
• Severance Pay
• Payment In Lieu Of Notice
• Unfair-termination
• Redundancy-procedure

Norah Nabuuma v C.B.S LTD (Labour Dispute Claim 68 of 2014)

Norah Nabuuma v C.B.S LTD (Labour Dispute Claim 68 of 2014) [2019] UGIC 220 (29 May 2019)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 68 of 2014

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The Industrial Court found the restructuring termination lawful but held CBS had failed to notify the claimant, awarding UGX 900,000 in general damages.

• Summary Dismissal
• Redundancy Procedure
• General Damages
• Unlawful Termination
• Notice Period
• Employee Rights