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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
7 judgments
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7 judgments
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September 2025
Cpt Charles Karabarinde and 5 Others v Meridiana Africa Airlines Uganda Limited (Labour Dispute Reference No. 92 of 2017) [2025] UGIC 69 (18 September 2025)
Withdrawal of AOC justified economic retrenchment but failure to give statutory notice rendered terminations unlawful; severance and damages awarded.
Labour law – collective termination – Section 80EA notice requirements; substantive vs procedural fairness; AOC withdrawal as regulatory/licensing failure (not force majeure); reliefs – severance for unlawful termination; pension/provident fund claims require scheme deed and evidence; repatriation requires statutory eligibility; interest and costs awards.
 18 September 2025
Betsy Mugamba v Sanyu FM (2000) Limited (Labour Dispute Reference No. 157 of 2021) [2025] UGIC 70 (9 September 2025)
A managerial employee's endorsement of an unnotified strike in an essential service justified lawful summary dismissal.
Labour law — dismissal for participation in industrial action — procedural fairness in disciplinary hearings (notice, particulars, right to be heard, suspension) — lawful vs unlawful strike under LADASA — enhanced procedural requirements for essential services — managerial duty of trust and confidence — employer's genuine belief and managerial prerogative in dismissal.
 9 September 2025
Miriam Kasujja v Makerere University and Another (Labour Dispute Claim No. 119 of 2014) [2025] UGIC 81 (8 September 2025)
Employee constructively dismissed after unlawful suspension and flawed disciplinary process; collaboration held liable and substantial remedies awarded.
Employment law – constructive renewal of fixed-term contract where employer retains employee and continues payment; unincorporated collaboration as employer – managerial prerogative test; unlawful indefinite suspension and lack of due process; constructive dismissal where employer’s conduct repudiates contract; remedies – severance, general and aggravated damages, NSSF remittance, interest.
 8 September 2025
Kiconco and 9 Others v National Identification Registration Authority (Labour Dispute Reference No. 35 of 2023) [2025] UGIC 65 (5 September 2025)
Court declares claimants unlawfully terminated and awards compensation following precedent set in a materially identical prior case.
Employment law – Unlawful termination – Stare decisis – Consequential orders – Application of precedent in labour disputes – Award of damages and costs.
 5 September 2025
Josephine Namusisi v Democratic Governance Facility (DGF) (Labour Dispute Claim No. 202 of 2022) [2025] UGIC 82 (2 September 2025)
A freely signed mutual separation agreement, acted upon by the employee, precludes later claims of unlawful termination.
Employment law – mutual separation agreement – validity of MSA – consent, coercion/duress, Contracts Act principles – approbation and reprobation – entitlement to termination benefits.
 2 September 2025
Dr. Onio Alfred v Uganda Heart Institute (Labour Dispute No. 006 of 2019) [2025] UGIC 80 (1 September 2025)
Claimant’s unauthorised acceptance of another public appointment terminated his substantive employment; subsequent part‑time termination was lawful.
* Employment law – termination – public officer taking another public appointment without authorisation – automatic deletion from payroll severing substantive employment. * Public Service Standing Orders (F‑a(14)) – prohibition on holding two appointments or drawing two public salaries. * Part‑time/ad hoc engagement – task‑by‑task termination lawful where no further tasks offered. * Remedies – notice, severance, NSSF, accrued leave, damages and interest denied where employment was voluntarily terminated and claims unproven.
 1 September 2025
Katimbo Emmanuel Andrew v Centenary Rural Development Bank Limited and 2 Others (Labour Dispute Miscellaneous Application No. 132 of 2025) [2025] UGIC 61 (1 September 2025)
Contempt of court cannot arise from disobedience of a Labour Officer's cease and desist order, as such orders are not court orders.
Labour law – Contempt of court – Labour Officer's authority – Whether contempt can arise from disobedience of a Labour Officer's order – Definition of court orders for purposes of contempt – Employment Act – Labour Disputes Act – Administrative versus judicial proceedings.
 1 September 2025