Kenya Case Law

Njuguna v Technical University of Kenya

Njuguna v Technical University of Kenya (Cause E328 of 2024) [2026] KEELRC 1142 (KLR) (24 April 2026) (Judgment)

Court

Employment and Labour Relations Court

Case number

Cause E328 of 2024

The Respondent failed to prove, on a balance of probabilities, that the Claimant absented himself from duty without permission or failed to obey lawful instructions. Invigilation of examinations was not part of the Claimant’s duties as a Senior Technician, and instructions to invigilate were not lawfully communicated. The termination was both substantively and procedurally unfair.

Source excerpt

• Unfair termination
• Procedural fairness
• Substantive justification
• Employment remedies

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Vipingo Ridge Limited v Muriithi (Appeal E160 of 2025)

Vipingo Ridge Limited v Muriithi (Appeal E160 of 2025) [2025] KEELRC 3678 (KLR) (18 December 2025) (Judgment)

Court

Employment and Labour Relations Court

Case number

Appeal E160 of 2025

The appellate court upheld summary dismissal for gross misconduct, finding the respondent admitted unauthorized possession of company goods, but awarded pay for 17 days worked in February 2020.

• Unfair termination
• Summary dismissal
• Procedural fairness
• Substantive fairness
• Employment remedies
• Unfair-termination

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Livoi v Biodeal Laboratories Ltd

Livoi v Biodeal Laboratories Ltd (Cause E848 of 2024) [2025] KEELRC 3680 (KLR) (18 December 2025) (Judgment)

Court

Employment and Labour Relations Court

Case number

Cause E848 of 2024

The Claimant’s admission of voluntary resignation negates any claim of unfair termination; the employment relationship ended by resignation, not termination, and no remedies for unfair termination are available.

Source excerpt

• Unfair termination
• Resignation
• Redundancy
• Constructive dismissal
• Employment remedies

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