This study examined how Ugandan labour law protected employees against unfair dismissal, using selected employment disputes as a case study. Doctrinal analysis of Articles 28, 40 and 44(c) of the 1995 Constitution, the Employment Act, 2006 and decisions of the Supreme Court, Court of Appeal and Industrial Court was combined with a quantitative review of 300 dismissal disputes. Descriptive statistics, Pearson correlations, multiple linear regression on compensation awards (n = 133 cases held unfair) and binary logistic regression on the finding of unfairness (n = 300) were applied. Failure to give a hearing under section 66 raised the odds that a dismissal was held unfair 5.03 times, whereas proof of a valid reason lowered them by 47 per cent; legal representation raised them 2.80 times. Compensation rose with length of service, managerial rank, denial of a hearing and representation, and fell where notice was given; the model explained 52.3 per cent of the variance. The study concluded that the statutory duties of reason, notice and hearing were the decisive determinants of protection. Recommendations addressed employer compliance, labour administration, legal aid and clarity of remedies.