Industrial Court of Uganda

The Industrial Court was established under the Labour Disputes (Arbitration and Settlement) Act, 2006 Cap 224, Laws of Uganda, and section 7.  2006.

The Act was assentenced to on 24th May 2006; and commenced on the 07th August 2006 via a Ministerial statutory instrument.

The Court's jurisdiction ambit are labour disputes referred to it by a party to a dispute where a labour officer has failed to dispose of the dispute within 08 weeks under the court's regulations as requested under the act, disputes referred by the Labour officer at the request of the party or on the officer's own volition when is unable to resolve the dispute; or by responsible Minister on notice of an intended withdrawal of labour within 05 days. Appeals can also be filed against labour officers' decision under the Employment Act. The Court has no original jurisdiction over Labour disputes.

 

Physical address
Plot 25-27, off Martyr's way Ntinda. P.O.Box, 21456 Kampala.
3 judgments
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3 judgments
Citation
Judgment date
December 2015
Summary dismissal for financial embarrassment was substantively lawful, but procedural hearing defects warranted four weeks' pay under s.66(4).
Employment law – summary dismissal for financial embarrassment under employer policy (clause 1.15) – justification under s.69(1) & (3) Employment Act; procedural fairness – employer’s duty to allow representation and adequate notice under s.66; remedy – statutory payment of four weeks' net pay with interest under s.66(4).
22 December 2015
Claimant’s summary dismissal was unlawful: employer failed procedural fairness and did not prove alleged financial loss.
Employment law – unfair and unlawful dismissal – procedural fairness – obligation to explain reasons and to hear representations (Employment Act s.66). Employer’s burden to prove misconduct or financial loss; Board satisfaction required under contract. Application of Employment Act 2006 despite earlier termination; Interpretation Act saving subject to contrary intention. Remedies – notice pay, compensatory and exemplary damages, costs.
17 December 2015
Dismissal for poor performance was unlawful where appraisal/PIP procedures denied the employee a fair hearing.
Employment law – unfair dismissal for poor performance; appraisal and moderation committee procedures; Performance Improvement Plan (P.I.P.) – need for documented assessment; section 66 Employment Act – right to explanation and to be heard; remedies – general and aggravated damages, severance, salary arrears, relief from salary‑secured loan, provident fund recovery; failure to prove special damages, overtime, repatriation.
15 December 2015