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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.
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https://judiciary.go.ug/data/smenu/105//The%20Industrial%20Court.html
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9 judgments
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March 2025
Kwikiriza Joseph v Security Group Uganda Limited (Labour Dispute Misc. Appln. No. 133 of 2023) [2025] UGIC 50 (28 March 2025)
Court grants leave to amend pleading to include particulars of fraud, holding amendment closely relates to the original claim.
Labour law – amendment of pleadings – principles for allowing amendments – whether amendment introduces new cause of action – prejudice to opposing party – discretion of court under Order 6 Rule 19 of Civil Procedure Rules.
 28 March 2025
Nsiimire v Umeme Limited (LABOUR DISPUTE REFERENCE No. 184 OF 2022) [2025] UGIC 35 (28 March 2025)
Whether redesignation after operational restructuring amounts to demotion and constructive dismissal.
Employment law — Redundancy and restructuring; alternative employment versus demotion; constructive dismissal requires repudiatory conduct and causal nexus; proof required for discretionary bonuses and inflationary adjustments; remedies — salary arrears, untaken leave, compensatory damages, interest.
 28 March 2025
Tweheyo v Uganda National Teachers Union (UNATU) (Miscellaneous Application 143 of 2024) [2025] UGIC 27 (27 March 2025)
Misaddressing a bank guarantee is a non‑fatal misnomer; court ordered correction and dismissed application to set aside stay.
Labour law/execution — stay of execution by consent — requirement of bank guarantee — misnomer in beneficiary/addressee of guarantee — misdescription not fatal where intention clear — substantive justice over technicality — execution to be handled by issuing court.
 27 March 2025
Kasozi v United Bank of Africa Uganda Limited (Labour Dispute Reference 183 of 2020) [2025] UGIC 28 (21 March 2025)
Dismissal procedurally unfair for inadequate notice and undisclosed investigation report though substantively justified; limited remedies awarded.
Employment law – unfair dismissal – procedural fairness: requirement to provide reasonable notice and to share investigation report before hearing; substantive fairness: employer’s genuine belief of misconduct; salary deductions – unlawful unless permitted by statute; acting appointments pending regulatory approval; remedies: severance, repayment of unlawful deduction, general damages, interest and partial costs.
 21 March 2025
Awor v Tororo District Local Government (MISCELLANEOUS APPLICATION NO.198 of 2023) [2025] UGIC 32 (17 March 2025)
Settlement negotiations and a signed consent deed can constitute sufficient cause to reinstate a dismissed labour dispute.
* Civil procedure – Reinstatement of dismissed suit – Order 9 Rule 23 CPR – sufficient cause includes settlement negotiations, mistakes or reliance on counsel. * Civil procedure – Notice of motion – endorsement and court seal by Registrar satisfies Order 5 Rule 5 CPR. * Settlement/consent deed – timing, stamping or lack of Attorney General approval do not necessarily preclude reinstatement where parties were negotiating.
 17 March 2025
Uganda Communications Employees Union and 2 Others v Uganda Telecom Limited and Another (Labour Claim 26 of 2016) [2025] UGIC 16 (10 March 2025)
Court declared a co-respondent's witness hostile and allowed cross-examination where respondents' interests were adversarial.
* Evidence – hostile witness – declaration where witness departs from earlier statements – discretionary remedy. * Evidence – cross-examination – whether co-respondent may cross-examine another co-respondent's witness where interests conflict. * Procedural powers – Industrial Court exercising High Court powers under section 8(3) LADASA in interests of justice.
 10 March 2025
Wanyoto Cabot Desderious v Uganda Civil Aviation Authority (Labour Dispute Appeal 17 of 2021) [2025] UGIC 17 (7 March 2025)
An organisation-wide restructuring that regrades posts does not unlawfully reduce accrued benefits or constitute discrimination absent protected-attribute bias.
Employment law – restructuring and job grading; managerial prerogative in organisation-wide re-grading; validity of board resolution and job-evaluation exercise; retrospective enhancement of salary versus unlawful retrospective reduction; computation of terminal benefits; discrimination in employment – requirement to prove differential treatment based on protected attributes.
 7 March 2025
Sentongo v Umeme Limited (Labour Dispute Reference 247 of 2018) [2025] UGIC 25 (5 March 2025)
Summary dismissal unlawful where employer failed to prove misconduct and breached fair hearing requirements.
Employment law – unfair dismissal; disciplinary procedure – requirement to give specific charges, provide investigation report, and allow opportunity to call/cross-examine witnesses; standard of proof – higher civil standard for serious/quasi-criminal allegations; remedies – compensatory and punitive damages, severance, payment in lieu, certificate of service; costs in labour disputes.
 5 March 2025
Stanbic Bank Uganda Limited v Kisembo (Labour Dispute Miscellaneous Application 155 of 2023) [2025] UGIC 26 (5 March 2025)
Applicant failed to specify questions of fact for appellate review; mere re-evaluation of evidence did not justify leave to appeal.
* Employment law – Appeals from Labour Officer decisions – Appeals on points of law and, with leave, on questions of fact under the Employment Act. * Appellate procedure – Leave to appeal on fact – requirement to specify distinct questions of fact forming part of the Labour Officer’s decision. * Evidence evaluation – A general request for re-evaluation of evidence does not satisfy the threshold for leave to appeal on factual findings.
 5 March 2025