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Rwanda decisions
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The Supreme Court held that severance pay and damages for unlawful dismissal are cumulative under Rwandan labour law, and overturned the deduction made below.
Muganga Eugénie’s absence was due to lawful detention, and she notified her employer upon release. The employer’s continued treatment of her absence as job desertion and subsequent dismissal was unlawful. The law and Supreme Court precedent require suspension, not termination, in such circumstances. Damages for unlawful dismissal are warranted; claims for annual leave and work certificate are inadmissible as they were not raised in prior proceedings.
Source excerpt
The High Court held that execution disputes belong before the court that gave the final judgment, and that statutory deductions apply only to salary arrears, not other awards.
The Supreme Court held that a company summoned only to give information is not treated as a party, so a shareholder was not barred from intervening.
The Supreme Court held that Nikuze was unlawfully suspended beyond six months and unlawfully dismissed retroactively, awarding partial damages and rejecting several other claims.
The Supreme Court held that a public institution employee was subject to the public service statute and could be dismissed for refusing to take the oath.
The High Court held that a delegated HR manager could dismiss the employee, but the employer failed to prove the dismissal ground stated in litigation.
The High Court held that BRD’s post-merger layoff of Mwubahamana was unlawful for noncompliance with labour-law procedures, and damages, not reinstatement, were the remedy.
The Supreme Court held that the appellants’ contracts were lawfully terminated by force majeure, rejecting salary claims for the remaining term and unfair dismissal damages.
The High Court upheld dismissal of Bizimana’s labour appeal, holding that gross negligence can justify termination without notice and that no further damages were proved.
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