Uganda Case Law

Ashaba v Mutoni Construction Uganda Limited (Labour Dispute Reference 116 of 2020)

Ashaba v Mutoni Construction Uganda Limited (Labour Dispute Reference 116 of 2020) [2025] UGIC 1 (16 January 2025)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 116 of 2020

Judges

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

The Industrial Court of Uganda held that the claimant did not prove he was terminated, finding instead that he absconded from duty. The claim was dismissed with no order as to costs.

• Unfair Termination
• Burden Of Proof
• Employment Contracts
• Procedural Fairness
• Remedies For Termination
• Unfair-termination

Namudope v Tasco Industry Limited

Namudope v Tasco Industry Limited (Miscellaneous Application 164 of 2022) [2023] UGIC 121 (29 August 2023)

Court

Industrial Court of Uganda

Case number

Miscellaneous Application 164 of 2022

Judges

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

The court found that the applicant's grounds for appeal were based on questions of fact and mixed law and fact, specifically regarding the evaluation of evidence by the Labour Officer and the omission to address certain remedies. The respondent's objections were not supported by affidavit and constituted new evidence, which is inadmissible at this stage. The statutory framework requires leave to appeal on questions of fact, and the applicant satisfied the threshold by identifying specific factual issues arising from the Labour Officer's decision. The application was unopposed, and the court g…

Source excerpt

• Leave To Appeal
• Questions Of Fact
• Labour Officer Award
• Evaluation Of Evidence
• Unfair Termination
• Remedies For Termination

Ochuru v Ace Global (U) Limited (Labour Dispute Reference No. 164 of 2017)

Ochuru v Ace Global (U) Limited (Labour Dispute Reference No. 164 of 2017) [2021] UGIC 73 (12 October 2021)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 164 of 2017

Judge

Gidongo, Panel Member, Achiro, Panel Member, Rwomushana, Panel Member, Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

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.

• Implied Contracts
• Redundancy
• Termination Of Employment
• Notice Periods
• Remedies For Termination
• Employment-law

Kabanza v Great Lakes Regional University (Labour Dispute Reference No. 31 of 2019)

Kabanza v Great Lakes Regional University (Labour Dispute Reference No. 31 of 2019) [2021] UGIC 20 (17 May 2021)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 31 of 2019

Judge

Namara, Panel Member, Nabirye, Panel Member, Matovu, Panel Member, Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The Industrial Court held that Kabanza David’s termination for financial reasons was unlawful for lack of evidence and statutory compliance, awarding general damages and interest.

• Unlawful Termination
• Remedies For Termination
• Employment Contracts
• General Damages
• Employment-law
• Unlawful-termination

Kitaka v Kampala City Council Authority (Labour Dispute Appeal No. 3 of 2020)

Kitaka v Kampala City Council Authority (Labour Dispute Appeal No. 3 of 2020) [2021] UGIC 19 (19 February 2021)

Court

Industrial Court of Uganda

Case number

Labour Dispute Appeal No. 3 of 2020

Judge

Namara, Panel Member, Nabirye, Panel Member, Matovu, Panel Member, Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The court upheld a labour officer’s decision that a series of fixed-term contracts ended lawfully on expiry, dismissing most claims but allowing 20 days’ leave pay.

• Unlawful Termination
• Fixed Term Contracts
• Payment In Lieu Of Leave
• Severance Allowance
• Fair Hearing
• Remedies For Termination

Okello v Entebbe Handling Services Limited (Labour Dispute Claim 200 of 2014)

Okello v Entebbe Handling Services Limited (Labour Dispute Claim 200 of 2014) [2020] UGIC 19 (14 August 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 200 of 2014

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The Industrial Court found that Okello Jane was wrongfully terminated without a fair disciplinary hearing and awarded salary, notice pay, leave, damages, and costs.

• Wrongful Termination
• Unlawful Dismissal
• Procedural Fairness
• Employment Contracts
• Remedies For Termination
• Employee Entitlements

Ajambo Sylvia v Calvary Chapel Outreach Ministries (Labour Dispute Claim 52 of 2018)

Ajambo Sylvia v Calvary Chapel Outreach Ministries (Labour Dispute Claim 52 of 2018) [2020] UGIC 48 (17 July 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 52 of 2018

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The court found that despite the contracts being titled 'volunteer contract agreement', the substance of the agreements, the use of terms 'employee' and 'employer', the provision for salary, tax remittance, and a staff identity card all indicated an intention to create a contract of service under the Employment Act. The court rejected the respondent's claim that the claimant was merely a volunteer. Regarding suspension, the court held that the indefinite, unpaid suspension was in fact a termination, not a lawful suspension pending investigation as required by Section 63 of the Employment Act.…

Source excerpt

• Employment Status
• Unlawful Termination
• Employee Rights
• Remedies For Termination