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Employment law [2026] KEELRC 2388 (KLR)

Proteq-X Security Systems Ltd v Obure (Appeal E056 of 2022)

Proteq-X Security Systems Ltd v Obure (Appeal E056 of 2022) [2026] KEELRC 2388 (KLR) (14 August 2026) (Judgment)

Court
Employment and Labour Relations Court
Case number
Appeal E056 of 2022
Judge
["M Mbarũ"]

The appeal succeeded because the respondent’s refusal to accept lawful redeployment and his subsequent absence from duty amounted to gross misconduct, defeating the unfair termination claim. The court further held that claims for underpayment, overtime, house allowance and rest days were continuing injuries filed outside the statutory limitation period and were therefore not maintainable. However, pay for days worked in August 2019 remained due because the employer produced no proof of payment and the respondent was entitled to wages for work already done.

Source excerpt

  • Unfair termination
  • Summary dismissal
  • Absconding duty
  • Underpayment
  • Overtime
  • Rest days
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Employment and labour law [2026] KEELRC 1289 (KLR)

Matseshe v Fast Security Services Limited

Matseshe v Fast Security Services Limited (Employment and Labour Relations Appeal E216 of 2024) [2026] KEELRC 1289 (KLR) (14 May 2026) (Judgment)

Court
Employment and Labour Relations Court
Case number
Employment and Labour Relations Appeal E216 of 2024
Judge
["DKN Marete"]

The court held that the appellant proved underpayment, house allowance, overtime, and service pay because the respondent admitted paying below the statutory minimum, the appellant had no written contract, and the respondent produced no payroll or time records to rebut the statutory claims. However, the appellant failed to prove public holiday work, rest-day violations, and annual leave denial with sufficient specificity, and the trial court’s acceptance of leave forms was not plainly wrong. The appeal succeeded only in part, with quantified statutory awards substituted for the dismissed heads…

Source excerpt

  • Underpayment
  • House allowance
  • Overtime pay
  • Public holiday pay
  • Rest days
  • Annual leave
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Employment and labour law [2026] KEELRC 1227 (KLR)

Ikura v Masai Rolling Mills Limited

Ikura v Masai Rolling Mills Limited (Cause E022 of 2025) [2026] KEELRC 1227 (KLR) (7 May 2026) (Judgment)

Court
Employment and Labour Relations Court
Case number
Cause E022 of 2025
Judge
["DN Nderitu"]

The claimant proved that he was employed by the respondent and that the dismissal letter existed, but the respondent failed to show any notice to show cause, disciplinary hearing, or other lawful process before dismissal. The court therefore held the dismissal wrongful, unfair and unlawful. Because the claimant did not prove the full duration of employment, the court declined maximum compensation and instead awarded six months' gross salary, one month notice pay, and unpaid January salary, while rejecting rest day, public holiday, leave and general damages claims for lack of specific proof.

Source excerpt

  • Unfair termination
  • Procedural fairness in disciplinary process
  • Certificate of service
  • Notice pay
  • Compensation for unfair dismissal
  • Proof of employment and earnings
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Employment law [2026] KEELRC 1174 (KLR)

Kenya Plantation and Workers Union v Delmonte Kenya Limited

Kenya Plantation and Workers Union v Delmonte Kenya Limited (Cause 1428 of 2018) [2026] KEELRC 1174 (KLR) (30 April 2026) (Judgment)

Court
Employment and Labour Relations Court
Case number
Cause 1428 of 2018

The CBA did not provide for rest day payment for seasonal employees. The consolidated hourly rate is all-inclusive. There is no discrimination, and the issue should be negotiated in future CBAs, not imposed by the Court.

Source excerpt

  • Collective bargaining agreement
  • Rest days
  • Seasonal employees
  • Consolidated hourly rate
  • Discrimination
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Employment law [2026] KEELRC 996 (KLR)

JRS Group Ltd v Mohammed (Appeal E021 of 2025)

JRS Group Ltd v Mohammed (Appeal E021 of 2025) [2026] KEELRC 996 (KLR) (21 April 2026) (Judgment)

Court
Employment and Labour Relations Court
Case number
Appeal E021 of 2025

The appellant failed to discharge the statutory burden of proof to justify the termination of the respondent's employment. There was no evidence of proper procedure or documentation supporting the alleged desertion. The trial court correctly found the termination unfair and awarded remedies within its discretion. The appeal was dismissed as the trial court's findings and awards were justified.

Source excerpt

  • Unlawful termination
  • Burden of proof
  • Compensation for wrongful dismissal
  • House allowance
  • Underpayment
  • Overtime
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About this LexChat collection

Kenya decisions are organised by court, judge, legal area and indexed issue so a practitioner can move from a proposition to a citable authority with the surrounding context intact.

Source links and collection timestamps are retained alongside the indexed records.