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.
10 judgments
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10 judgments
Citation
Judgment date
August 2025
Court granted leave for 1236 former employees to file a representative suit challenging alleged unlawful termination after UNRA's repeal.
Labour law – Civil procedure – Representative action – Commonality of interest for former employees challenging termination following dissolution of statutory body – Requirements for instituting suit on behalf of others under Order 1 Rule 8 of CPR – Advertisement of representative orders.
29 August 2025
Termination on reputational grounds without proper hearing or investigation amounted to unlawful and unfair dismissal, entitling remedies.
Employment law – unfair and unlawful termination – fair hearing – disciplinary procedures – procedural fairness – severance pay – damages – disguised dismissal – employer’s right of termination – reputational risk and dismissal.
29 August 2025
Dismissal for submitting forged academic documents was held lawful; university staff member ordered to vacate staff housing and reimbursed for renovations.
Employment law – fair termination – procedural and substantive fairness – forged credentials – disciplinary process – university staff – employment benefits – occupation of staff housing – right to be heard – remedies upon dismissal.
29 August 2025
An application to extend time for filing a labour claim was dismissed for failure to show sufficient cause for the inordinate delay.
Labour law – extension of time – sufficient cause – delay in prosecution – incarceration as justification – unexplained delay – discretionary powers of court – procedural compliance
25 August 2025
A claim against Uganda Railways Corporation for terminal benefits was dismissed as time-barred under the special statutory 12-month limitation period.
Employment law – limitation of actions – interpretation of Section 52(b) Uganda Railways Corporation Act – special limitation statute applicable to employment claims against Uganda Railways Corporation – period of limitation – access to justice and awarding of costs in labour disputes.
22 August 2025
A teaching hospital with no legal personality may still be sued as a putative employer under the Employment Act.
Employment law – Putative employer – Claim against non-incorporated institution – Corporate personality – Expansive statutory definition of 'employer' – Substance over form in labour disputes.
20 August 2025
A public employee's dismissal based on a later-overturned conviction was held unlawful due to lack of a fair hearing and procedural safeguards.
Employment law – unfair and unlawful dismissal – procedural fairness – right to be heard – effect of criminal conviction quashed on appeal – remedies for unlawful termination.
19 August 2025
The court found constructive dismissal where an employee was kept in a prolonged acting role without confirmation, pay, or communication.
Employment law – Constructive dismissal – Unreasonable employer conduct – Collective Bargaining Agreement – Acting appointments – Termination by employee – Remedies for breach of contract – Severance pay – General damages – Failure to pay acting allowance – Abolition of substantive post.
18 August 2025
An employer’s prolonged acting appointment, failure to pay allowances, and abolition of post amounted to constructive dismissal.
Employment law – constructive dismissal – acting appointments beyond stipulated period – employer’s breach of terms of employment and CBA – failure to pay acting allowance – abolition of substantive role – remedies for constructive dismissal – severance pay – general damages – costs.
18 August 2025
A claim of constructive dismissal fails where the employer took reasonable corrective action and the employee affirmed the contract.
Employment Law – Constructive Dismissal – Repudiatory breach – Reasonableness test – Employer’s corrective measures – Failure to properly evaluate evidence – Award of remedies on constructive dismissal set aside.
12 August 2025