Uganda Case Law

Kavuma v National Social Security Fund (LABOUR DISPUTE CLAIM NO 171 of 2021)

Kavuma v National Social Security Fund (LABOUR DISPUTE CLAIM NO 171 of 2021) [2025] UGIC 31 (1 April 2025)

Court

Industrial Court of Uganda

Case number

LABOUR DISPUTE CLAIM NO 171 of 2021

Judges

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

The Industrial Court found that the Claimant's dismissal was both procedurally and substantively fair. Procedurally, the Claimant was given written notice, sufficient time to prepare, a detailed charge sheet, and the opportunity to attend the disciplinary hearing with a representative. The disciplinary process met the legal standards for fairness. Substantively, the evidence showed that the Claimant, as Customer Service Officer, failed to follow established procedures for verifying a benefit claim, did not send the claim to forensics as required, and signed off on documents without proper ver…

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• Summary Dismissal
• Procedural Fairness
• Substantive Fairness
• Negligence In Workplace
• Disciplinary Process
• Breach Of Employment Contract

Karanzi v Kampala International University (Labour Dispute Claim 5 of 2022)

Karanzi v Kampala International University (Labour Dispute Claim 5 of 2022) [2025] UGIC 6 (30 January 2025)

Court

Industrial Court of Uganda

Case number

Labour Dispute Claim 5 of 2022

Judges

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

The court found that the respondent failed to accord the claimant procedural fairness, as the invitation to the disciplinary hearing was not properly served, did not provide sufficient time to prepare a defence, lacked adequate particulars of the allegations, and did not explain the claimant's rights at the hearing. The respondent also failed to follow its own internal disciplinary procedures. Substantively, the court held that the allegations of professional misconduct and academic dishonesty were not proven to a reasonable standard, as the disciplinary hearing minutes did not provide suffic…

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• Unfair Dismissal
• Procedural Fairness
• Substantive Fairness
• Severance Pay
• Damages For Wrongful Termination

Kasasira v Yalelo Uganda Limited (Labour Dispute Reference 296 of 2022)

Kasasira v Yalelo Uganda Limited (Labour Dispute Reference 296 of 2022) [2024] UGIC 75 (13 December 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 296 of 2022

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Lapenga

The court found that the Claimant was dismissed for alleged poor performance and misconduct, but the Respondent failed to provide a fair and proper disciplinary hearing as required by Section 65 of the Employment Act and established case law. The purported hearing by email correspondence did not meet the legal standard for a fair hearing, especially given the gravity of the allegations. The Respondent also breached its own internal procedures. The absence of an oral or physical hearing, failure to notify the Claimant of the specific allegations, and denial of an opportunity to defend himself…

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• Unlawful Dismissal
• Procedural Fairness
• Substantive Fairness
• Disciplinary Hearing
• Severance Pay
• General Damages

Musimenta v United Bank for africa (Labour Dispute 210 of 2020)

Musimenta v United Bank for africa (Labour Dispute 210 of 2020) [2024] UGIC 53 (11 October 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute 210 of 2020

Judges

Wabwire Musana, J, Musimbi, Panel Member, Bigirimana penal member, Matovu

The court found that the Claimant's dismissal was both procedurally and substantively unfair. The disciplinary hearing notification listed only two infractions, but the termination letter cited additional grounds that were never communicated or heard, violating the right to a fair hearing. The Respondent failed to provide an investigation report as required by its own internal disciplinary policy, further undermining procedural fairness. The reasons for dismissal were not adequately proven, and the disciplinary committee's recommendations were not implemented. The court held that the dismissa…

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• Unfair Dismissal
• Procedural Fairness
• Substantive Fairness
• Remedies For Unlawful Dismissal
• Disciplinary Hearing
• Severance Pay

Musmenta v United Bank of Africa (Labour Dispute Reference 210 of 2020)

Musmenta v United Bank of Africa (Labour Dispute Reference 210 of 2020) [2024] UGIC 41 (11 October 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 210 of 2020

Judges

Wabwire Musana, J

The court found that the Claimant's dismissal was both procedurally and substantively unfair. The disciplinary hearing notification listed only two infractions, but the termination letter cited additional grounds that were never communicated or heard, violating the right to a fair hearing. The Respondent failed to provide an investigation report as required by its own disciplinary policy, further breaching procedural fairness. The reasons for dismissal were not proven to the required standard, and the process did not meet statutory or contractual requirements. The dismissal was therefore unla…

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• Unfair Dismissal
• Procedural Fairness
• Substantive Fairness
• Remedies For Unlawful Dismissal
• Disciplinary Hearing
• Severance Pay

Rwambale v Garfield Institute of Technology (Labour Dispute Reference 8 of 2022)

Rwambale v Garfield Institute of Technology (Labour Dispute Reference 8 of 2022) [2024] UGIC 24 (26 June 2024)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 8 of 2022

Judges

Wabwire Musana, J, Bigirimana penal member, Matovu, Panel Member

The court found that the Respondent failed to comply with both procedural and substantive fairness requirements under the Employment Act, 2006. There was no evidence of notification or a disciplinary hearing prior to dismissal, and the reasons for termination were not proven through a fair process. The termination letter contained allegations but did not reference any hearing or opportunity for the Claimant to respond. The Respondent's absence and failure to challenge the Claimant's evidence further supported the finding of unlawful dismissal. The court held that the Claimant was entitled to…

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• Unlawful Dismissal
• Procedural Fairness
• Substantive Fairness
• Aggravated Damages
• General Damages
• Interest On Award

Wabwire v Experta General Supplies Limited (Labour Dispute Reference 89 of 2022)

Wabwire v Experta General Supplies Limited (Labour Dispute Reference 89 of 2022) [2023] UGIC 75 (23 October 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 89 of 2022

Judges

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

The Industrial Court held that Wabwire Yusuf was unlawfully dismissed by Experta General Supplies Ltd for alleged misconduct without a fair hearing or proven reason.

• Unlawful Termination
• Procedural Fairness
• Substantive Fairness
• Summary Dismissal
• Compensation For Dismissal
• Unfair-dismissal

Kamegero v Marie Stopes Uganda Limited (Labour Dispute Reference 36 of 2018)

Kamegero v Marie Stopes Uganda Limited (Labour Dispute Reference 36 of 2018) [2023] UGIC 52 (13 October 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 36 of 2018

Judges

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

The court found that the claimant's summary dismissal was both procedurally and substantively unfair. The respondent failed to provide the claimant with the investigation report prior to the disciplinary hearing, depriving him of a fair opportunity to respond to the allegations. The disciplinary process did not allow for cross-examination of witnesses or the presentation of the claimant's own witnesses. The outcome of the claimant's appeal was not communicated, contrary to the requirements of the Employment Act and the respondent's own Human Resource Manual. These procedural defects invalidat…

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• Unfair Dismissal
• Summary Dismissal
• Procedural Fairness
• Substantive Fairness
• Disciplinary Hearing
• Severance Pay

Kabagambe v Post Bank Uganda Limited (Labour Dispute Reference 107 of 2020)

Kabagambe v Post Bank Uganda Limited (Labour Dispute Reference 107 of 2020) [2023] UGIC 50 (16 August 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 107 of 2020

Judge

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

The court found that while the Respondent had substantive grounds for dismissal, the disciplinary process was procedurally deficient. The notice to the Claimant failed to explicitly state his rights at the hearing, such as the right to be accompanied or to cross-examine witnesses, and did not provide the investigation report prior to the hearing. These omissions breached the principles of natural justice and procedural fairness as required by Section 66 of the Employment Act and established case law. The court held that procedural and substantive fairness are twin tenets, and the absence of p…

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• Unfair Dismissal
• Procedural Fairness
• Substantive Fairness
• Severance Pay
• Repatriation Allowance

Mandela v Royal Mabaati Uganda Limited (Labour Dispute Reference 161 of 2021)

Mandela v Royal Mabaati Uganda Limited (Labour Dispute Reference 161 of 2021) [2023] UGIC 11 (3 May 2023)

Court

Industrial Court of Uganda

Case number

Labour Dispute Reference 161 of 2021

Judges

Wabwire Musana, J, Musimbi, Panel Member, Nabirye, Lapenga

The Industrial Court found Mandela Sulaiman’s termination by Royal Mabati Uganda Ltd unlawful for lack of procedural and substantive fairness.

• Unlawful Termination
• Procedural Fairness
• Substantive Fairness
• Severance Allowance
• General Damages
• Disciplinary Hearing