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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.
Visit website
https://judiciary.go.ug/data/smenu/105//The%20Industrial%20Court.html
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May 2022
Ssekaddu v Exim Bank Uganda Limited (Labour Dispute Miscellaneous Application 37 of 2022) [2022] UGIC 62 (25 May 2022)
A pending unfair dismissal claim does not automatically bar a bank’s enforcement of a mortgage; injunction refused.
Labour law — temporary injunction — interplay between pending unfair dismissal claim and enforcement of mortgage security; mortgage enforcement as commercial transaction separable from employment dispute; irreparable harm and balance of convenience; jurisdictional limit regarding Regulation 13(1) Mortgage Regulations 2012 (30% deposit).
 25 May 2022
Kanyesigye Kakuba and 4 Others v Unlever Uganda Limited (consolidated Labor Dispute Reference 18 of 2017; consolidated Labor Dispute Reference 19 of 2017; consolidated Labor Dispute Reference 21 of 2017; consolidated Labor Dispute Reference 24 of 2017; consolidated Labor Dispute Reference 25 of 2017) [2022] UGIC 94 (20 May 2022)
Senior employees lawfully dismissed for breaching company invoicing/DBR procedures; nominal damages for unauthorized signatories.
Employment law – disciplinary procedure – Code of Business Principles and Demand Based Replenishment (DBR) – forward invoicing, failure to reverse rejected invoices – procedural fairness of disciplinary hearings – composition of committee and absence of HR representative – unauthorized signatories to termination letters – nominal damages.
 20 May 2022
Emin Pasha Limited v Barigye (Labour Dispute Appeal No. 10 of 2019) [2022] UGIC 44 (10 May 2022)
A management consultant performing interim duties remained an independent contractor; employee remedies and the Labour Officer’s award were set aside.
* Employment law – contract of service v. contract for services – distinguishing employees from independent contractors based on control, integration, terms and traditional employment protections. * Evidence – absence of written employment contract and traditional indicia (hours, leave, NSSF, supervision) supports consultancy status. * Remedies – employment remedies (notice, leave pay, severance, NSSF) not available to consultants; awards based on employee status set aside. * Procedural – appellate court re-evaluates record and may set aside labour officer’s findings when misapplication of legal tests occurs.
 10 May 2022
Mukisa v The Board Of Governors - Uganda Martyrs High School (Labour Dispute Miscellaneous Application 126 of 2021) [2022] UGIC 58 (7 May 2022)
Applicant’s dismissal for want of prosecution set aside due to registry misdirection amid panel reorganisation; matter reinstated with costs.
Administrative law – court procedure – setting aside dismissal for want of prosecution – registry misinformation and mistaken attendance due to panel reorganisation; service of process; right to fair hearing (Article 28) – sufficient cause for reinstatement; costs awarded for respondent’s conduct.
 7 May 2022
James Tweheyo v Uganda Nataional Teachers Union (Labour Dispute Claim 337 of 2017) [2022] UGIC 69 (6 May 2022)
NEC validly renewed the claimant's contract; subsequent removal was unlawful and award made for damages and notice pay.
Labour law – fixed-term contract – renewal and termination; internal constitutional powers of union organs – NEC supremacy and delegation; validity of meetings convened by Vice Chairperson; statutory termination procedures – Sections 66 and 68 Employment Act; remedies for unlawful termination – general damages and pay in lieu of notice.
 6 May 2022