The study investigated the moderating influence of organizational justice on the relationship between labour turnover and service delivery at Ntungamo District Local Government in Uganda. A quantitative research design was employed, with a sample of 125 employees selected through stratified random sampling to ensure proportional representation across departments. Data were collected using structured questionnaires and analyzed using descriptive and inferential statistics, including multiple regression and moderation analysis. The results revealed that labour turnover had a significant positive effect on service delivery (B = 0.820, t = 3.565, p = 0.0005), while organizational justice also had a significant positive influence (B = 1.340, t = 4.467, p = 0.0000). Importantly, organizational justice moderated the relationship between labour turnover and service delivery, as indicated by the significant negative interaction term (B = -0.052, t = -3.059, p = 0.0028), demonstrating that higher perceptions of fairness reduced the impact of labour turnover on service delivery. Descriptive results indicated generally positive perceptions of organizational justice, with high levels of agreement that policies were applied consistently, contributions were valued, and fair management practices reduced turnover intentions. It was concluded that organizational justice played a critical role in sustaining service delivery by mitigating the negative effects of labour turnover. The absence of fairness in promotions, task allocation, and policy enforcement intensified turnover, leading to reduced motivation, disengagement, and lower service quality. Based on these findings, it was recommended that Ntungamo District Local Government strengthen systems that ensure transparency, equity, and accountability in decision-making, resource allocation, and managerial practices. Such measures would enhance employee commitment, reduce turnover, and maintain consistent, high-quality service delivery.