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.
4 judgments
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4 judgments
Citation
Judgment date
December 2024
Whether the Industrial Court may hear a dispute between the applicant and the respondent union over dismissal and union funds.
Labour law — Jurisdiction of Industrial Court; Labour Unions Act — disputes concerning officers, registration, interdiction and investigation of accounts; Registrar referrals; accrued/consequential jurisdiction in labour matters.
20 December 2024
Termination after an abandoned disciplinary process amounted to a disguised dismissal; employee awarded damages, severance, certificate and costs.
Employment law – disciplinary procedure – reasonable notice to prepare a defence; right to be informed of the disciplinary outcome and to receive hearing minutes. Employment law – termination v dismissal – termination with payment in lieu following an abandoned disciplinary process may amount to a 'disguised dismissal'. Remedies – general damages for emotional and reputational harm, punitive damages for employer misconduct, statutory severance, certificate of service, interest and costs. Relevant law – Employment Act provisions on disciplinary procedure, Section 61(5) and Section 65(3); application of international labour standards on termination procedures.
20 December 2024
An employer’s email did not satisfy Section 65 EA hearing requirements; dismissal was unlawful and remedies awarded.
Employment law – dismissal v termination; Section 65 EA (notification and hearing) – requirement of an oral/interactive hearing for fault-based dismissal; adequacy of PIP and procedural fairness; remedies for unlawful/unfair dismissal (severance, compensatory pay, general damages, interest, certificate of service).
13 December 2024
Employment Law—proof of employment relationship—unlawful termination—non-payment of wages—payment of wages in kind—burden of proof—statutory limitation—no evidence of employment after 2006—claim dismissed—no costs awarded
13 December 2024