Critical Analysis of the Law Relating to Unfair Termination of Employment Contract in Uganda

ABSTRACT The study was sought to establish the effectiveness on the legal framework of the law relating to unfair termination of employment contracts in Uganda and was driven by three objectives: The first objective examined the efficacy of the legal framework on unfair tennination of employment contracts irr Uganda, the second one assessed the legal framework on unfair termination of employment contracts in Uganda, the third and last objective identified the possible solutions of how to improve the legal framework on unfair termination of employment contracts in Uganda. To achieve these objectives, the researcher employed library research study of various secondary data such as books, thesis, dissertations, Government policies, journals, commission reports, Acts of parliament, International treaties and articles consulted in vaiious libraries. The study utilized quantitative research method. The collected data was presented and analyzed to decipher findings. The major finding of the study was that Employers frequently abuse the 1ights of their employees at will. Policies and strategies contained in the law documents require well-coordinated actions and commitment from the government ai1d all agencies in order for these employment policies to be fully adhered to. Thus failure of enforcing the law has resulted into situations where workers are left at the mercy of employers. Workers are not aware of their rights and continue to suffer at hands of their employers. In this research however, the researcher recon1mended that during tennination of employment contract the employer should seek to give as much warnings and as early possible for impending redundancy or termination, as to enable employees who may be affected by the tennination to take early steps and to consider possible alternatives and if necessary find alternative employment elsewhere. In the study the researcher recommended that the employer should consult the labour officer as to the best means by which the desired management results can be fairly and with little hardship to the employee as possible. Also recommended that the employer should also ensure that the selection is made fairly in accordance with the criteria and that they should consider any representation or recommendation made by employee labour officer. Therefore, as seen from the content of this document it is evident that this abstract rhymes with the objectives.