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
September 2017
Unlawful summary dismissal for lack of a fair hearing entitles employee to contractual salary, gratuity, severance, damages and interest.
Labour law – unfair dismissal – right to fair hearing (s.66 Employment Act) – proof of delivery of hearing notices. Employment contracts – fixed-term contract – effect of unlawful termination on salary and terminal benefits. Remedies – gratuity, severance, honoraria, general damages, interest; unpaid leave and aggravated damages disallowed.
22 September 2017
Termination without a statutory hearing was unlawful; claimant awarded notice, gratuity, severance and general damages.
Employment law – unfair dismissal – failure to afford hearing or prove service of show‑cause notice – breach of Employment Act s.66; statutory notice periods prevail over conflicting contractual terms; remedies: payment in lieu, gratuity, severance and general damages; unutilised leave not awarded absent evidence of request/refusal.
15 September 2017
The claimant’s negligent client management and unauthorized alteration of guarantees justified lawful dismissal.
Employment law – unfair dismissal; duty of due diligence by relationship manager; unauthorized alteration of guarantees; burden on employee to prove authorization; procedural fairness under s.68 Employment Act.
8 September 2017