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Lesotho decisions
Decisions matching the current search
Sents'o Ramochela V Vodacom Lesotho & One (C of A (CIV) 72/2022) [2025] LSCA 30 (2 May 2025)
Leave to appeal was refused because the Labour Appeal Court had already granted the relief sought and no reasonable prospects of success were shown.
Koloi v Compol (CIV/APN/0049/2022) [2023] LSHC 154 (2 March 2023)
The High Court held that approved early retirement ended the employment relationship and could not be withdrawn without consent, so no unfair dismissal arose.
Mothala v Director General of the National Security Services (CIV/APN/66/2018) [2022] LSHC 57 (12 August 2022)
The High Court held it lacked jurisdiction over former NSS members’ unfair dismissal challenge, finding the Labour Court had exclusive jurisdiction under the Labour Code.
Nkofo v Lesotho National Development Corporation (CIV/T 273 of 2017) [2021] LSHC 48 (10 August 2021)
The High Court lacks jurisdiction to determine the dispute, as it arises from an employer-employee relationship and concerns unfair dismissal and reinstatement, matters reserved for the Labour Court under the Labour Code Order 1992.
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Home Affairs Ex Workers v The P.S. Ministry of Home Affairs (C of A (CIV) 8 of 2021) [2021] LSCA 7 (14 May 2021)
The dispute was properly characterized as a labour matter concerning renewal or non-renewal of employment contracts, and thus fell within the exclusive jurisdiction of the Labour Court. The High Court was correct in declining jurisdiction, and the appeal must fail on this basis.
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Home Affairs Ex Workers v Principal Secretary Ministry of Home Affairs (CONSTITUTIONAL CASE 19 of 2020) [2021] LSHC 9 (11 February 2021)
The High Court of Lesotho dismissed an urgent constitutional motion by former Home Affairs workers over expired fixed-term contracts, finding no constitutional basis or legitimate expectation.
Sello v The Principal Secretary Foreign Affairs (CIV/APN 302 of 19) [2020] LSHC 43 (26 May 2020)
The Minister lacked authority to dismiss the applicant and failed to follow the prescribed disciplinary procedures under the Public Service Regulations and Codes of Good Practice. The applicant was not afforded a fair hearing. The dismissal was irregular and unfair, warranting review and setting aside. Damages are to be assessed as if the contract had run its full course, including gratuity and terminal benefits, but not cash in lieu of leave.
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Nedbank Lesotho Limited v Mareletse (LC/REV 78 of 15) [2020] LSLC 1 (16 March 2020)
The arbitrator misconstrued the nature of the enquiry by focusing on the identity of the person responsible for the missing cash and other irrelevant factors, instead of determining whether the 1st respondent’s conduct amounted to gross negligence and negligence. This led to an unreasonable decision. The failure to observe dual custodianship and to perform daily balancing duties constituted negligence, justifying the review and setting aside of the arbitral award.
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Ellerines Furnitures Lesotho (Pty) Ltd v Khuele (LC/REV 39 of 14) [2017] LSLC 7 (17 August 2017)
Labour Court review of a dismissal dispute, holding that the arbitrator wrongly treated the initiator as a witness and set aside the DDPR award.
Lesotho Revenue Authority v Bohloko & Others (C of A (CIV) 1 of 2016) [2016] LSCA 24 (28 October 2016)
The Court of Appeal of Lesotho held that non-renewal of a fixed-term contract for poor performance did not amount to dismissal where no reasonable expectation of renewal existed.
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