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Kenya decisions
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Mbugua v Geothermal Development Corporation [GDC] (Cause E005 of 2024) [2026] KEELRC 1171 (KLR) (30 April 2026) (Judgment)
The court found the claimant’s summary dismissal unfair for lack of valid reason, and awarded one month’s notice pay plus 12 months’ compensation.
Opiyo v Cobra Security Co. Ltd (Cause E006 of 2025) [2026] KEELRC 1191 (KLR) (30 April 2026) (Judgment)
The court found the dismissal substantively justified for gross misconduct, but unfair for lack of procedural fairness. The claimant received partial monetary relief.
Yellowline Logistics Ltd v Mwangi (Appeal E239 of 2024) [2026] KEELRC 1186 (KLR) (30 April 2026) (Judgment)
The Employment and Labour Relations Court allowed the appeal and set aside a KShs. 4,823,015 overtime award, finding the employee had not proved the claim.
Juma v Al Gadhir Centre Limited (Cause 158 of 2018) [2026] KEELRC 1176 (KLR) (30 April 2026) (Judgment)
The Employment and Labour Relations Court found the claimant’s dismissal unfair for lack of a hearing and a valid reason, and awarded two months’ salary.
Ngiri v Steel Markers Limited (Cause E036 of 2025) [2026] KEELRC 1076 (KLR) (24 April 2026) (Judgment)
The court found the employee’s termination unfair and unlawful, awarded salary arrears, notice pay, leave, SACCO deductions, and constitutional damages.
Kinngo’ri v Kenya Civil Aviation Authority (Cause E660 of 2020) [2026] KEELRC 1187 (KLR) (23 April 2026) (Judgment)
The claim was time-barred as to all causes of action arising under the initial contract and the suspension. The fixed-term contract lapsed by effluxion of time, not by unfair termination. There was no evidence of coercion or threats in entering the fixed-term contract. The reliefs sought were not available as the claim lacked merit.
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Nyangoje v Imani Collective Limited (Cause E107 of 2025) [2026] KEELRC 1071 (KLR) (23 April 2026) (Judgment)
The court upheld summary dismissal after the claimant admitted using personal email to share employer data, and dismissed claims for compensation and allowances.
Nafula v Everflora Limited (Appeal E148 of 2024) [2026] KEELRC 1150 (KLR) (17 April 2026) (Judgment)
The trial court erred in law and fact by failing to consider the Appellant's evidence and dismissing her claim for overtime compensation. The Appellant demonstrated she worked four extra hours daily, two of which were uncompensated, entitling her to overtime payment under statutory regulations.
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Magma Holdings Limited v Musembi (Employment and Labour Relations Appeal E024 of 2025) [2026] KEELRC 967 (KLR) (17 April 2026) (Judgment)
The trial court was correct in awarding compensation for unfair termination under Section 49(1)(c) of the Employment Act, but failed to consider the Respondent’s duty to mitigate loss by declining reinstatement. Therefore, the compensation was excessive and revised to five months’ salary.
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Owiti v Endeavours Construction Company Limited (Employment and Labour Relations Appeal E098 of 2023) [2026] KEELRC 1180 (KLR) (17 April 2026) (Judgment)
The Employment and Labour Relations Court dismissed an appeal challenging a finding that the appellant was a casual employee and failed to prove unfair termination.
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