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Citation
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Judgment date
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| November 2025 |
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Whether the claimant was an employee or freelancer — court found freelancer and dismissed the employment claim.
Employment relationship – distinction between employee and freelance journalist; multi-factor test (control, integration, economic reality); payments per task and lack of PAYE/NSSF; identity cards and third‑party accreditation do not alone establish employment; proof of wages and salary arrears.
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7 November 2025 |
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Dismissal found procedurally unfair but substantively justified; limited compensation and service award granted.
Employment law – dismissal for misconduct – procedural fairness (particulars in Offence Notification Form; adequate notice; disclosure of investigation report; right to test evidence/cross‑examine) – substantive fairness (genuine belief on balance of probabilities; Burchell/Kigula tests) – concurrent criminal proceedings do not determine employment outcomes.
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4 November 2025 |
| October 2025 |
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Claimant unlawfully suspended and dismissed after an unproven ex parte disciplinary hearing; awarded severance, compensation and costs.
* Employment law – unfair dismissal – procedural fairness – requirement to serve clear notice of oral disciplinary hearing and to afford employee opportunity to be heard. * Employment law – suspension pending investigation – statutory four-week limitation; excessive suspension unlawful. * Employment law – substantive fairness – employer must prove allegations where dismissal follows ex parte disciplinary proceedings. * Remedies – reinstatement discretionary; where impracticable, severance, compensation for failure to afford hearing, general damages, gratuity, certificate of service and costs are available.
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24 October 2025 |
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Forced resignation without investigation or hearing constitutes unlawful dismissal, entitling the employee to damages.
Labour law – dismissal v termination – forced resignation as dismissal; procedural fairness – requirement of investigation, notice and hearing; substantive fairness – genuine belief and proof of misconduct; remedies – speculative future salary claims disallowed, general damages and statutory four weeks’ pay awarded; employer not liable for employee’s bank loan absent clear undertaking; workplace publications false but not defamatory without malice.
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24 October 2025 |
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An omnibus application seeking contempt damages, arrest warrants and garnishee relief was dismissed for lack of evidence and procedural defects.
Industrial Court procedure – omnibus application – procedural multifariousness; contempt – no prior finding and res judicata; pre-judgment attachment/garnishee nisi – high threshold and need for admissible evidence; authority of advocates – notice of change and instruction letter sufficient; advocate as witness – may give affidavit but should not act as counsel on contentious matters.
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17 October 2025 |
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A timely filed notice of appeal (not a later memorandum) commences an appeal to the Industrial Court; strike-out application dismissed.
* Labour law – Appeal from Labour Officer to Industrial Court – Appeal commenced by notice of appeal within 30 days under Regulation 45(1) ER (SI No. 61/2011) and Seventeenth Schedule. * Procedural law – Notice of appeal versus memorandum of appeal – timely notice validly commences appeal. * Civil procedure – Strike-out application – where appeal properly commenced, objections to later-filed memorandum do not justify striking out.
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14 October 2025 |
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Conditional stay of execution granted pending appeal upon deposit of security to balance applicant hardship and respondent protection.
* Stay of execution – Requirements under Order 43 r.4 CPR and relevant statutes: pending appeal, likelihood of success, prompt application, security for due performance.
* Imminent execution – Self-executing decrees and risk of vacancy within 60 days.
* Likelihood of success – Interlocutory assessment: not required to prove on balance but must show appeal is not frivolous; affidavit grounds may suffice.
* Security – Court discretion to order partial deposit to protect respondent while avoiding undue hardship to applicant.
* Labour justice – Equity and hardship balancing in stay applications involving employment-related housing benefits.
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14 October 2025 |
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Dismissal was unlawful for procedural and substantive unfairness; claimant awarded damages, severance, interest and certificate of service.
Employment law – dismissal for misconduct – procedural fairness: right to particulars, access to investigation report and hearing minutes; substantive fairness: employer’s genuine belief and proof on balance of probabilities; concurrent criminal and disciplinary processes permissible; remedies: declaration of unfair dismissal, monetary compensation, severance, interest, certificate of service, limited award of costs.
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10 October 2025 |
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A dismissal effected before seeking interlocutory relief changes the status quo and defeats an injunction application.
Labour law – interlocutory injunctions in employment disputes; preservation of status quo; effect of summary dismissal on injunctive relief; delay and equitable discretion; mootness of applications overtaken by events.
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10 October 2025 |
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Employer failed to follow statutory disciplinary procedure; dismissal found procedurally and substantively unlawful with monetary relief awarded.
* Employment law – unfair and unlawful dismissal – requirement for notice, particulars of allegations and right to a fair hearing (Employment Act ss. 65/67).
* Investigative suspension – employer must produce suspension correspondence and investigation report before disciplinary decision.
* Burden of proof – employer must prove negligence/gross misconduct on balance of probabilities with supporting evidence and records.
* Remedies – payment in lieu of notice, severance (one month per year served), unpaid suspension pay, general and punitive damages, and interest.
* Costs – no order as to costs in labour disputes absent exceptional circumstances.
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10 October 2025 |
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Valid LO referral; claimant awarded general and exemplary damages for constructive dismissal; aggravated damages denied.
Labour law – constructive dismissal; Labour Officer referral to Industrial Court; entitlement to general and exemplary damages; mitigation and employability; costs in employment disputes; effect of consent order on subsequent damages claims.
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3 October 2025 |
| September 2025 |
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Withdrawal of AOC justified economic retrenchment but failure to give statutory notice rendered terminations unlawful; severance and damages awarded.
Labour law – collective termination – Section 80EA notice requirements; substantive vs procedural fairness; AOC withdrawal as regulatory/licensing failure (not force majeure); reliefs – severance for unlawful termination; pension/provident fund claims require scheme deed and evidence; repatriation requires statutory eligibility; interest and costs awards.
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18 September 2025 |
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A managerial employee's endorsement of an unnotified strike in an essential service justified lawful summary dismissal.
Labour law — dismissal for participation in industrial action — procedural fairness in disciplinary hearings (notice, particulars, right to be heard, suspension) — lawful vs unlawful strike under LADASA — enhanced procedural requirements for essential services — managerial duty of trust and confidence — employer's genuine belief and managerial prerogative in dismissal.
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9 September 2025 |
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Employee constructively dismissed after unlawful suspension and flawed disciplinary process; collaboration held liable and substantial remedies awarded.
Employment law – constructive renewal of fixed-term contract where employer retains employee and continues payment; unincorporated collaboration as employer – managerial prerogative test; unlawful indefinite suspension and lack of due process; constructive dismissal where employer’s conduct repudiates contract; remedies – severance, general and aggravated damages, NSSF remittance, interest.
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8 September 2025 |
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Court declares claimants unlawfully terminated and awards compensation following precedent set in a materially identical prior case.
Employment law – Unlawful termination – Stare decisis – Consequential orders – Application of precedent in labour disputes – Award of damages and costs.
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5 September 2025 |
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A freely signed mutual separation agreement, acted upon by the employee, precludes later claims of unlawful termination.
Employment law – mutual separation agreement – validity of MSA – consent, coercion/duress, Contracts Act principles – approbation and reprobation – entitlement to termination benefits.
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2 September 2025 |
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Claimant’s unauthorised acceptance of another public appointment terminated his substantive employment; subsequent part‑time termination was lawful.
* Employment law – termination – public officer taking another public appointment without authorisation – automatic deletion from payroll severing substantive employment. * Public Service Standing Orders (F‑a(14)) – prohibition on holding two appointments or drawing two public salaries. * Part‑time/ad hoc engagement – task‑by‑task termination lawful where no further tasks offered. * Remedies – notice, severance, NSSF, accrued leave, damages and interest denied where employment was voluntarily terminated and claims unproven.
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1 September 2025 |
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Contempt of court cannot arise from disobedience of a Labour Officer's cease and desist order, as such orders are not court orders.
Labour law – Contempt of court – Labour Officer's authority – Whether contempt can arise from disobedience of a Labour Officer's order – Definition of court orders for purposes of contempt – Employment Act – Labour Disputes Act – Administrative versus judicial proceedings.
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1 September 2025 |
| August 2025 |
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Court granted leave for 1236 former employees to file a representative suit challenging alleged unlawful termination after UNRA's repeal.
Labour law – Civil procedure – Representative action – Commonality of interest for former employees challenging termination following dissolution of statutory body – Requirements for instituting suit on behalf of others under Order 1 Rule 8 of CPR – Advertisement of representative orders.
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29 August 2025 |
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Termination on reputational grounds without proper hearing or investigation amounted to unlawful and unfair dismissal, entitling remedies.
Employment law – unfair and unlawful termination – fair hearing – disciplinary procedures – procedural fairness – severance pay – damages – disguised dismissal – employer’s right of termination – reputational risk and dismissal.
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29 August 2025 |
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Dismissal for submitting forged academic documents was held lawful; university staff member ordered to vacate staff housing and reimbursed for renovations.
Employment law – fair termination – procedural and substantive fairness – forged credentials – disciplinary process – university staff – employment benefits – occupation of staff housing – right to be heard – remedies upon dismissal.
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29 August 2025 |
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An application to extend time for filing a labour claim was dismissed for failure to show sufficient cause for the inordinate delay.
Labour law – extension of time – sufficient cause – delay in prosecution – incarceration as justification – unexplained delay – discretionary powers of court – procedural compliance
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25 August 2025 |
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A claim against Uganda Railways Corporation for terminal benefits was dismissed as time-barred under the special statutory 12-month limitation period.
Employment law – limitation of actions – interpretation of Section 52(b) Uganda Railways Corporation Act – special limitation statute applicable to employment claims against Uganda Railways Corporation – period of limitation – access to justice and awarding of costs in labour disputes.
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22 August 2025 |
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A teaching hospital with no legal personality may still be sued as a putative employer under the Employment Act.
Employment law – Putative employer – Claim against non-incorporated institution – Corporate personality – Expansive statutory definition of 'employer' – Substance over form in labour disputes.
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20 August 2025 |
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A public employee's dismissal based on a later-overturned conviction was held unlawful due to lack of a fair hearing and procedural safeguards.
Employment law – unfair and unlawful dismissal – procedural fairness – right to be heard – effect of criminal conviction quashed on appeal – remedies for unlawful termination.
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19 August 2025 |
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The court found constructive dismissal where an employee was kept in a prolonged acting role without confirmation, pay, or communication.
Employment law – Constructive dismissal – Unreasonable employer conduct – Collective Bargaining Agreement – Acting appointments – Termination by employee – Remedies for breach of contract – Severance pay – General damages – Failure to pay acting allowance – Abolition of substantive post.
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18 August 2025 |
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An employer’s prolonged acting appointment, failure to pay allowances, and abolition of post amounted to constructive dismissal.
Employment law – constructive dismissal – acting appointments beyond stipulated period – employer’s breach of terms of employment and CBA – failure to pay acting allowance – abolition of substantive role – remedies for constructive dismissal – severance pay – general damages – costs.
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18 August 2025 |
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A claim of constructive dismissal fails where the employer took reasonable corrective action and the employee affirmed the contract.
Employment Law – Constructive Dismissal – Repudiatory breach – Reasonableness test – Employer’s corrective measures – Failure to properly evaluate evidence – Award of remedies on constructive dismissal set aside.
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12 August 2025 |
| July 2025 |
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The court ruled the claimant's dismissal procedurally and substantively unfair due to breaches in disciplinary process.
Employment law – Unfair dismissal – Procedural and substantive fairness – Remedies for unlawful dismissal.
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11 July 2025 |
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Claimant awarded salary arrears and damages in employment dispute despite respondent's non-existence claim.
Employment Law – Claim for unpaid salary – Validity of employment contract – Corporate personality in employment disputes – General damages.
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7 July 2025 |
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Court grants leave to digitize the Industrial Court's registry and sub-registries for improved access and efficiency in labour justice.
Labour Law – Court administration – Application to commission digital courts and implement electronic case management system – Access to justice – Efficiency and transparency in judicial process
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3 July 2025 |
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3 July 2025 |
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Managers with knowledge relevant to a labour dispute can represent a company in court, even without express board authorisation.
Labour law – Representation of corporate employers – Authority to institute and defend proceedings – Requirement (or not) for board resolution or power of attorney – Effect of lack of express authorisation on pleadings – Labour procedure distinguished from corporate/commercial law – Role of managerial control and substantive justice.
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2 July 2025 |
| June 2025 |
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An applicant was granted leave to amend pleadings to clarify continuous employment claims, with limitation objections deferred to trial.
Civil procedure – amendment of pleadings – labour law – continuous employment – limitation of actions – whether amendment introduces new cause of action – Employment Act – computation of continuous service – prejudice to respondent – abuse of process.
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30 June 2025 |
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An application to set aside an ex parte order was dismissed due to invalid supporting affidavits and lack of proper authority.
Civil procedure – affidavits – competence of deponent – locus standi – employment law – legal capacity of employer – ex parte orders – setting aside orders – right to fair hearing – defective applications – representation by counsel.
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18 June 2025 |
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Unlawful termination was deemed unfair despite payment in lieu of notice; damages awarded for breach of contract.
Employment law – Termination – Unlawful and Unfair Termination – Payment in Lieu of Notice – General Damages
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16 June 2025 |
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Court deemed the Claimant a casual employee, dismissing unpaid wage claims due to lack of formal termination proof.
Employment law – Casual employment vs salaried employment – Proof of termination – Casual employee rights and claims.
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16 June 2025 |
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A Labour Officer’s written statement can substitute missing pay statements to prove and recover employees’ unpaid wages.
Employment law – unpaid wages; proof of salary – role of employment contract and pay statements; Labour Officer powers – Section 49(5) EA (Labour Officer’s written statement substituting employer pay statement); ex parte proceedings – unchallenged evidence deemed credible; remedies – award of salary arrears, general damages and costs.
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16 June 2025 |
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The court found the Respondent liable for breaching the employment contract by not paying owed statutory benefits timely.
Employment law – breach of employment contract – statutory benefits payment delay – calculation of statutory entitlements – retrospective application of amended regulations.
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13 June 2025 |
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Industrial Court dismissed amendment application; new claims not referred by Labour officer cannot be added.
Labour Law – amendments to pleadings – introduction of new cause of action – misdescription of respondent – jurisdiction of Industrial Court.
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13 June 2025 |
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Wrong‑party defence limited in employment disputes; claimant awarded unpaid wages, general damages and costs.
* Employment law – unpaid wages – entitlement to salary arrears – burden and standard of proof (balance of probabilities).
* Employment law – identity of employer – change of name and limited utility of corporate separateness in labour disputes.
* Procedure – ex parte proceedings – unchallenged evidence deemed credible and probative.
* Remedies – award of unpaid wages, general damages for non‑pecuniary loss, and costs.
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12 June 2025 |
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Interdiction under public service orders was misapplied and termination without a disciplinary hearing was unlawful.
Labour law – interdiction vs suspension – applicability of employer HRM vis-à-vis Public Service Standing Orders; disciplinary investigations do not substitute for statutory/contractual disciplinary hearings; procedural and substantive fairness in summary dismissal; remedies for unlawful termination (payment in lieu of notice, severance, general and aggravated damages, interest).
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11 June 2025 |
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A university was held liable as a disguised employer for unpaid part-time lecturers engaged without formal contracts.
Labour law – Employment relationship – Disguised employer-employee relationship – Contract of service – Part-time lecturer – University governance – Memorandum of Understanding – Salary arrears – Determining putative employer through conduct – Remedies for work done without formal contract.
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1 June 2025 |
| May 2025 |
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Applicant granted leave to appeal Labour Officer’s award; court validated appeal notice and clarified Section 93(2) leave threshold.
Industrial Court – leave to appeal from Labour Officer’s award; Section 93(2) Employment Act – discretionary leave on questions of fact; validation of notice/memorandum of appeal filed before leave; distinction between termination and summary dismissal; requirement that the question of fact formed part of the Labour Officer’s decision and prospects of success.
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28 May 2025 |
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Court granted interim relief lifting a garnishee order nisi to protect the applicant's right to a fair hearing pending determination.
* Labour law – Interim relief – Garnishee order nisi – Lifting garnishment pending determination to protect right to fair hearing.
* Jurisdiction – Industrial Court powers under Section 8(3)(d) of the Labour Disputes (Arbitration and Settlement) Act and inherent jurisdiction.
* Civil procedure – Consolidation of related LDMA matters; urgency and interlocutory measures.
* Electronic service – Application of Judicature (Electronic Filing, Service, and Virtual Proceedings) Rules, 2024 for delivery of orders.
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21 May 2025 |
| April 2025 |
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Employment law — unfair termination — redundancy — procedural fairness — consultation requirement — restructuring — estoppel — failure to notify Labour Commissioner — unlawful dismissal — severance and general damages awarded
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29 April 2025 |
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Prolonged acting without employer objection can trigger automatic confirmation and entitlement to substantive pay and terminal benefits under the CBA.
Employment law – Acting appointments under a Collective Bargaining Agreement; automatic confirmation after 12 months; "subject to fulfilment of requirements" and employer’s duty to communicate objections; legitimate expectation and in dubio pro operario in industrial disputes; computation of salary arrears and terminal benefits; appellate powers to confirm and modify labour officer awards.
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29 April 2025 |
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Court relied on electronic case-management records to reject backdating claims and dismissed the strike-out application.
Employment law — procedural compliance — filing timelines for interlocutory affidavits; expunction for late filings without leave — evidential weight of electronic case management records (ICCMIS) in proving filing dates — allegations of backdating and collusion require cogent evidence.
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7 April 2025 |
Employment law—dismissal—retirement benefits—non-contributory pension scheme—accrued entitlements—doctrine of estoppel—approbate and reprobate—trust deed interpretation—equitable relief—social protection—order to compute benefits—general and exemplary damages—costs
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4 April 2025 |
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The applicant is entitled to a declaration of unremitted NSSF contributions, general damages and costs for prolonged non-remittance.
* Labour law – Social security (NSSF) – Employer's duty to remit contributions – Entitlement to declaratory relief for unremitted contributions.
* Jurisdiction – Sections 47–49 and Section 48 NSSF Act – Industrial Court may grant declarations but computation/recovery governed by statutory mechanisms.
* Remedies – Declaration, general damages for deprivation of social security benefits, and costs awarded where employer failed to remit and did not appear.
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4 April 2025 |