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Lesotho decisions
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Pitso v Standard Lesotho Bank and Another (LAC/CIV 9 of 2008) [2009] LSLAC 5 (14 July 2009)
The dismissal was procedurally unfair due to the respondent's failure to follow the Recognition Agreement, and compensation equivalent to nine months' salary is just and equitable under section 73(2) of the Labour Code Order 1992.
Source excerpt
Pitso v Standard Lesotho Bank and Another (LAC/CIV 9 of 2008) [2009] LSLAC 6 (14 July 2009)
The dismissal of the appellant was procedurally unfair due to the respondent's failure to follow the Recognition Agreement, and compensation equivalent to nine months' salary is just and equitable in the circumstances.
Source excerpt
Standard Lesotho Bank v 'Nena and Another (LAC/CIV/A 6 of 8) [2009] LSLAC 3 (26 January 2009)
The dismissal was procedurally unfair due to failure to follow the Recognition Agreement. The respondent's severance package was short-calculated by M81,534.00. Compensation for unfair dismissal is mandatory under section 73(2) of the Labour Code Order 1992, and the appropriate quantum, considering the respondent's age, prospects, and mitigation, is nine months' salary.
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Pitso v Standard Bank Lesotho Ltd (LC 35 of 2007) [2008] LSLC 27 (2 October 2008)
The Labour Court dismissed a retrenchment challenge, finding the employee had been consulted, offered redeployment, and chose retrenchment instead.
National Union of Retail and Allied Workers v Telecom Lesotho (LC 16 of 2004) [2008] LSLC 19 (13 August 2008)
The Labour Court of Lesotho dismissed a union challenge to Telecom Lesotho’s restructuring, finding substantial consultation and no proof of the alleged irregularities.
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