Uganda Case Law

Muhumuza and Another v Buhweju District Local Government and Another (Labour Dispute Claim 5 of 2023)

Muhumuza and Another v Buhweju District Local Government and Another (Labour Dispute Claim 5 of 2023) [2025] UGIC 5 (21 January 2025)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 5 of 2023

Judges

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

The court found that the Claimants were appointed as machine operators under salary scale U8, not U7, in accordance with the Approved and Costed Staff Establishment and Ministry of Public Service guidelines. Any reference to U7 in their appointment letters was an administrative error, which the appointing authority was entitled to correct. The Claimants never received salary under U7, and no unilateral variation in pay occurred. As such, they were not entitled to salary arrears, allowances, or damages. The claim for constructive dismissal was not substantiated, as the Claimants were not termi…

Source excerpt

• Public Service Appointments
• Salary Scale Disputes
• Constructive Dismissal
• Remedies For Wrongful Dismissal

Kimbugwe v Kiboko Enterprises Limited (Labour Dispute Appeal 13 of 2021)

Kimbugwe v Kiboko Enterprises Limited (Labour Dispute Appeal 13 of 2021) [2022] UGIC 45 (22 December 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Appeal 13 of 2021

Judge

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

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.

• Unlawful Dismissal
• Burden Of Proof
• Disciplinary Procedure
• Probationary Contracts
• Remedies For Wrongful Dismissal
• Wrongful-dismissal

Kimbugwe v Kiboko Enterprises Limited (Labour Dispute Appeal No. 13 of 2021)

Kimbugwe v Kiboko Enterprises Limited (Labour Dispute Appeal No. 13 of 2021) [2022] UGIC 5 (22 December 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Appeal No. 13 of 2021

Judge

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

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.

• Unlawful Dismissal
• Burden Of Proof
• Probationary Contracts
• Disciplinary Procedure
• Remedies For Wrongful Dismissal
• Employment-law

Thuambe v Uganda Posta Uganda (Labour Dispute Claim 216 of 2014)

Thuambe v Uganda Posta Uganda (Labour Dispute Claim 216 of 2014) [2022] UGIC 33 (22 April 2022)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 216 of 2014

Judge

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

The court found that the claimant was not accorded a fair hearing as required by law and precedent. The disciplinary committee failed to consider the claimant's written defence, did not produce key evidence such as the CCTV footage or URA statements, and the infractions cited for dismissal did not clearly correspond to the gross misconduct provisions under Section 9.3.3 of the Operations Manual. The allegations put to the claimant were not the same as those proved, and the process lacked transparency and adherence to principles of natural justice. Consequently, the termination was unlawful. T…

Source excerpt

• Unlawful Termination
• Fair Hearing
• Gross Misconduct
• Remedies For Wrongful Dismissal

Mbonyi Julius v Appliance World Limited (Labour Dispute Reference No. 103 of 2016)

Mbonyi Julius v Appliance World Limited (Labour Dispute Reference No. 103 of 2016) [2021] UGIC 10 (16 April 2021)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 103 of 2016

Judge

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

The court found that the claimant was employed on a two-year contract with a three-month probationary period, which was not expressly extended. By operation of law and precedent, the claimant was presumed confirmed after the probation period lapsed. The respondent failed to follow the mandatory procedures for termination under Sections 66 and 68 of the Employment Act, including providing justification and following due process. The court held that the termination was both unlawful and unfair. The claimant was not entitled to severance allowance or notice pay, as he had not completed six month…

Source excerpt

• Unlawful Termination
• Probationary Periods
• Remedies For Wrongful Dismissal
• General Damages
• Severance Allowance

Sserwanga v Uganda Breweries Limited (Labour Dispute Reference No. 253 of 2015)

Sserwanga v Uganda Breweries Limited (Labour Dispute Reference No. 253 of 2015) [2021] UGIC 23 (5 March 2021)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 253 of 2015

Judge

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

The court found that while the employer has the authority to transfer employees, such transfers must comply with company policy, including written notice and not being used as a disciplinary measure. However, the claimant failed to prove that the new position was non-existent or fundamentally different from his original contract, so the transfer itself was not illegal. The court held that the termination was unlawful because it was effected without a fair hearing or valid reason, contrary to the Employment Act and constitutional guarantees of due process. The employer’s reliance on the contra…

Source excerpt

• Unfair Termination
• Procedural Fairness
• Employment Contracts
• Remedies For Wrongful Dismissal

Odikiria v Securex Agencies(U) Limited (Labour Dispute Reference No. 139 of 2017)

Odikiria v Securex Agencies(U) Limited (Labour Dispute Reference No. 139 of 2017) [2021] UGIC 22 (26 February 2021)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 139 of 2017

Judge

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

The Industrial Court of Uganda found the claimant was unfairly dismissed without adequate notice or a fair disciplinary hearing, and awarded notice pay, severance, and general damages.

• Unfair Termination
• Disciplinary Hearing Procedure
• Remedies For Wrongful Dismissal
• Severance Allowance
• Payment In Lieu Of Notice
• Unfair-dismissal

Kwagala v Soliton Telmec Uganda (Labour Dispute Claim No. 13 of 2017)

Kwagala v Soliton Telmec Uganda (Labour Dispute Claim No. 13 of 2017) [2020] UGIC 42 (30 October 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim No. 13 of 2017

Judge

Mavunwa, Panel Member, Ruhinda-Ntengye, J, Tumusiime-Mugisha, J, Bwire, Panel Member, Nyacho, Panel Member

The Industrial Court held that the employee’s summary dismissal for alleged abusive social media comments was unlawful because the employer failed to prove the allegations or follow disciplinary procedure.

• Summary Dismissal
• Unlawful Termination
• Disciplinary Procedure
• Right To Fair Hearing
• Remedies For Wrongful Dismissal
• Summary-dismissal

Tibihikirra Makooko v Standard Chartered Bank (Labour Dispute Reference No. 315 of 2015)

Tibihikirra Makooko v Standard Chartered Bank (Labour Dispute Reference No. 315 of 2015) [2020] UGIC 37 (24 July 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference No. 315 of 2015

The Industrial Court found that Standard Chartered Bank unlawfully dismissed Grace Tibihikirra Makoko without a fair hearing and awarded damages and unvested shares.

• Unlawful Dismissal
• Fair Hearing
• Performance Management
• Contract Termination
• Remedies For Wrongful Dismissal
• Share Option Entitlements

Kagoro v Bankom (U) Limited (Labour Dispute Claim 106 of 2014)

Kagoro v Bankom (U) Limited (Labour Dispute Claim 106 of 2014) [2020] UGIC 51 (17 July 2020)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 106 of 2014

Judge

Ruhinda-Ntengye, J, Tumusiime-Mugisha, J

The court held that Bankom unlawfully terminated Stephen Kagoro without giving reasons or a hearing, and awarded notice pay, general damages, and a certificate of service.

• Unlawful Termination
• Summary Dismissal
• Notice And Hearing
• Remedies For Wrongful Dismissal
• Statutory Deductions
• General Damages