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Kenya decisions
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Mwatsupha v BOM Kaya Twi Secondary School [2025] KEELRC 2124 (KLR)
The court found the claimant’s termination unfair for want of due process and valid reason, and awarded compensation, notice pay, gratuity, costs, and a certificate of service.
Brinks Security Service v Evans [2025] KEELRC 2055 (KLR)
The court found that the appellant did not follow the procedure set out in sections 41 and 43 of the Employment Act, as there was no evidence that the respondent was given an opportunity to be heard or that valid reasons for termination were provided. The court agreed with the trial court that the respondent was unlawfully and unfairly terminated. However, the court also found that some of the monetary claims awarded by the trial court were time-barred, specifically those arising before 3rd September 2017, and adjusted the awards accordingly. The court upheld the finding of unfair termination…
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Alwang’a v Cedar Springs Limited [2025] KEELRC 2073 (KLR)
The court allowed an employment claim for unfair termination, awarding notice pay, compensation, underpayment, and house allowance after the respondent led no evidence.
Kenafric Bakery Limited v Wanyama & 2 others [2025] KEELRC 2030 (KLR)
The court upheld unfair termination findings, rejected abscondment as unproven, but reduced damages by correcting salary computation and leave entitlement.
Kenya Union of Entertainment & Music Industry Employees v Bomas of Kenya Limited [2025] KEELRC 1987 (KLR)
The court found the employee’s termination unfair for lack of procedural fairness and valid proof, and awarded notice pay, compensation, and interdiction arrears.
Kayu Cleaning Services Limited v Ongoche [2025] KEELRC 2040 (KLR)
The court upheld a finding of unfair termination, but reduced compensation from 12 months to 3 months’ salary and retained notice pay and underpayment awards.
G4S Kenya Ltd v Mutinda & another [2025] KEELRC 2047 (KLR)
The appellate court found that the appellant failed to prove valid and fair reasons for the respondents' summary dismissal as required by the Employment Act. The evidence relied upon by the employer was largely circumstantial and based on suspicion, with critical gaps such as the absence of CCTV footage, lack of testimony from key witnesses (including police escorts and cashiers), and no direct evidence linking the respondents to the loss of funds. The court accepted that the respondents were not adequately trained on the deposita system and were not provided with the operational manual, as c…
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Limo v Nakuru Specialist Hospital [2025] KEMC 151 (KLR)
The court found the claimant’s termination unfair, awarded compensation and other employment dues, and ordered issuance of a certificate of service.
John v African Gas and Oil Limited [2025] KEELRC 2023 (KLR)
The court held that the claimant’s summary dismissal was procedurally and substantively unfair, awarding three months’ salary, notice pay, interest, and costs.
Njue v KCB Bank Kenya Limited [2025] KEELRC 2018 (KLR)
The court found the dismissal unfair because the employer failed to call witnesses at the disciplinary hearing and did not follow its appeal procedure.
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