The Industrial Court of Uganda has dismissed a case filed by long-serving Sanyu FM executive Betsy Mugamba, ruling that her dismissal was lawful and justified after she took part in an unlawful staff strike during the COVID-19 pandemic.
In a judgment delivered on September 9, 2025, Hon. Justice Anthony Wabwire Musana, sitting with panelists Hon. Can Amos Lapenga, Hon. Susan Nabirye and Hon. Oling Dawn Kerjew, found that Mugamba’s dismissal was both procedurally and substantively fair, bringing to an end a five-year legal battle between the former Chief Operations Officer and the city radio station.
Mugamba, who had worked with the station for 27 years, was dismissed in September 2020 after management accused her of inciting and participating in an illegal strike that followed a 25 percent salary cut introduced during the pandemic lockdown. The strike disrupted programming at the Ruparelia-owned broadcaster, which had been classified as an essential service and allowed to operate through the lockdown.
Through her lawyers, M/S Byenkya, Kihika & Co. Advocates, Mugamba challenged the decision, claiming she was unfairly targeted, humiliated, and subjected to psychological torture. She demanded compensation of more than Shs 792 million in damages, severance pay, and unpaid salary.
Sanyu FM, represented by M/S Mugisa, Namutale & Advocates, argued that the dismissal was lawful because the claimant, as a senior manager, had endorsed and supported an unlawful strike, contrary to her contractual duty to protect the company’s operations and brand reputation.
The Court agreed, holding that Mugamba’s decision to sign a staff letter rejecting the pay cut and announcing an immediate withdrawal of labour constituted gross misconduct.
Justice Wabwire noted that Sanyu FM, as an essential service provider, required its staff to follow procedures under Section 35 of the Labour Disputes (Arbitration and Settlement) Act, which mandates written notice and referral of disputes to a Labour Officer before any industrial action.
“The strike, which the claimant joined by appending her hand to the joint letter, was unlawful,” the judge ruled. “For this reason, the respondent was justified in commencing disciplinary proceedings against her.”
The Court further found that Sanyu FM had observed procedural fairness by notifying Mugamba of the allegations, giving her seven days’ notice to prepare, allowing her legal representation, and permitting cross-examination of witnesses. It also ruled that there was no legal requirement for an internal appeal mechanism under the Employment Act.
In his judgment, Justice Wabwire emphasized that managers are held to a higher standard of loyalty and trust, observing that Mugamba’s conduct “constituted a fundamental breach of the duty of trust and confidence owed to her employer.”
Consequently, the Industrial Court dismissed the case in its entirety, declaring that Mugamba’s dismissal was lawful, fair, and justified. However, in line with the court’s practice to promote access to justice, it declined to award costs against her.
The ruling underscores the growing judicial insistence on discipline and procedural compliance in workplace disputes, particularly for managerial employees in essential service sectors.