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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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8 judgments
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November 2025
Kansiime Selgio Muhangi v Uganda Revenue Authority (Labour Dispute Claim No.284 of 2014) [2025] UGIC 93 (28 November 2025)
Dismissal was substantively justified but procedurally unfair; claimant awarded statutory four weeks' pay and a certificate of service.
Employment law – unfair dismissal – procedural fairness (notice and right to be heard) – substantive fairness (genuine belief based on verifiable misconduct) – effect of ambiguous admissions – remedies limited to statutory compensation.
 28 November 2025
Nganda Joweria v Allen V.R. Stanley Secondary School (Labour Dispute Reference No.92 of 2020) [2025] UGIC 92 (28 November 2025)
Whether claimant was an employee and unfairly terminated; court found employment, unfair dismissal, and awarded damages and costs.
Employment law – employee status – tests of control, integration and mutuality; documentary evidence of salary; unfair termination for withdrawal of housing benefits and failure to pay wages; remedies – general, aggravated and punitive damages; interest and costs.
 28 November 2025
Wilson Turinawe Twebaze v Petroleum Authority of Uganda (Labour Dispute Reference No. 011 of 2021) [2025] UGIC 94 (25 November 2025)
An employer may not extend probation or use a flawed, undisclosed PIP to dismiss the claimant without consent and fair hearing.
Employment law — probationary limits — employer cannot extend probation beyond six months without employee's consent; estoppel where employee continues working. Performance management — PIP must be objective, participatory, documented with measurable targets; retrospective/unilateral PIP unlawful. Procedural fairness — employer must disclose material reports, afford opportunity to respond and allow representation (s.65, s.67 Employment Act). Burden — employer must prove reason for dismissal; failure renders dismissal unfair.
 25 November 2025
Paul Opalok v Stanbic Bank Uganda Limited (Labour Dispute Claim No. 303 of 2014) [2025] UGIC 91 (21 November 2025)
Dismissal procedurally unfair despite substantive grounds; claimant awarded declaration, severance, reduced general damages, costs and interest.
Employment law – disciplinary procedure – requirement for written notice and access to investigation report – procedural fairness; substantive fairness – employer’s genuine belief in misconduct; falsification of minutes – higher evidentiary standard; remedies – declaration, general damages, statutory severance, costs, interest.
 21 November 2025
Yusuf Baliruno v Central Broadcasting Services (Labour Dispute Reference No. 92 of 2020) [2025] UGIC 84 (7 November 2025)
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.
 7 November 2025
Gerald Muhumuza v Board of Governors, Bishop Cipriano Kihangire S.S.S (Labour Dispute Reference No.324 of 2019) [2025] UGIC 89 (6 November 2025)
The claimant was unlawfully dismissed for procedural defects; awarded 13 months' severance and repatriation with interest.
Employment law – unfair dismissal – procedural and substantive fairness under Employment Act (sections 61(5), 65, 67) – stale charges and waiver – severance pay computation (1 month per year) – repatriation allowance – interest on awards.
 6 November 2025
Miriam Kasujja v Makerere University and Another (Labour Dispute Claim No. 119 of 2014) [2025] UGIC 87 (6 November 2025)
Whether an indefinite suspension and a flawed disciplinary process rendered the claimant’s resignation a constructive dismissal.
* Employment law – fixed-term contract continued by employer’s conduct – constructive renewal of contract. * Labour law – employer status of unincorporated association – exercises of managerial prerogative determines employer. * Suspension and disciplinary process – indefinite suspension, delayed reasons and defective hearing may amount to unlawful conduct. * Constructive dismissal – employer conduct that repudiates contract and renders continued employment intolerable. * Remedies – severance (one month per year), general and aggravated damages, order to remit NSSF contributions, interest.
 6 November 2025
David Kalemera v Uganda Revenue Authority (Labour Dispute Reference No.158 of 2019) [2025] UGIC 83 (4 November 2025)
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.
 4 November 2025