Rwanda Case Law

SONARWA v. KABANDA

Court

Supreme Court

Case number

RS/INJUST/RSOC00008/2024/SC

The Supreme Court held that compensation for unlawful dismissal must be calculated on the net salary actually received by the employee, not the gross salary, and that the High Court erred in using the gross salary. The correct net salary was determined from payslips and bank records, and the compensation was recalculated accordingly, deducting amounts already paid as severance.

Source excerpt

• Unlawful dismissal
• Calculation of compensation
• Net salary vs gross salary
• Employment contract termination

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NIWEMFURA v COOPERATIVE UMWALIMU SACCO GASABO

Court

Intermediate Court

Case number

RSOC00011/2024/TGI/GSBO

The court found that the employer failed to comply with the mandatory 48-hour notification period after discovering the alleged serious misconduct, and that the disciplinary committee had only recommended a temporary suspension, not dismissal. The employer’s subsequent termination of the contract was therefore procedurally unlawful. Compensation was awarded based on six months’ net salary, and the applicant was also entitled to the 2021 bonus, legal fees, and reimbursement of court fees.

Source excerpt

• Unlawful dismissal
• Employment contract termination
• Severance pay
• Procedural fairness in dismissal

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GROUPE SCOLAIRE ADB-NYARUTARAMA v. IBYIMANABIRIZANA

Court

Court of Appeal

Case number

RS/INJUST/RSOC00014/2022/CA

The Court of Appeal rejected a review-for-injustice request, upheld prior rulings, and found the employer unlawfully dismissed the employee without following required procedures.

• Unfair dismissal
• Employment contract termination
• Jurisdiction
• Damages for wrongful termination
• Unfair-dismissal
• Employment-contract-termination

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UMULISA v SANLAM VIE Plc

Court

High Court

Case number

RSOCA 003402023/HC/KG

The court found that the applicant's dismissal was unlawful because the employer relied solely on unmet performance targets without considering external factors (notably COVID-19) or providing adequate support, and failed to demonstrate that the targets were realistically achievable under the circumstances. The applicant is entitled to damages and reimbursement of legal costs.

Source excerpt

• Unlawful dismissal
• Performance targets
• Employment contract termination
• Damages for wrongful dismissal

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RWANDA ANGLICAN CAPITAL INVESTMENTS Ltd vs. UWIRAGIYE

Court

Supreme Court

Case number

RS/INJUST/RSOC00009/2022/SC

The Supreme Court held that the Intermediate Court of Nyarugenge lacked territorial jurisdiction because RACI Ltd's registered office is in Remera, Gasabo District, which falls under the jurisdiction of the Intermediate Court of Gasabo. As a result, all judgments rendered by the Intermediate Court of Nyarugenge and the High Court in this matter are annulled, and Uwiragiye Faustin must restitute all sums received under those judgments to RACI Ltd.

Source excerpt

• Jurisdiction of courts
• Employment contract termination
• Grounds for review of judgment
• Restitution of sums paid under annulled judgments

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TWAGIRAYEZU vs. EJO HAZAZA SACCO NYAGISOZI

Court

High Court

Case number

RSOCA00019/2022/HC/NYZ

The High Court held that a summary dismissal for gross misconduct can be lawful where the 48-hour notice rule is met. The appeal was dismissed.

• Unlawful dismissal
• Summary dismissal
• Employment contract termination
• Procedural fairness in dismissal
• Compensation for legal costs
• Labour-law

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NORWEGIAN PEOPLE’AID v MUNINI

Court

High Court

Case number

RSOCA 00187/2022/HC/KIG

NPA-Rwanda failed to comply with mandatory redundancy procedures under Article 21 of the Labour Law, including consultation and objective selection, rendering Munini Patrick’s dismissal unlawful and entitling him to compensation and related relief.

Source excerpt

• Unfair dismissal
• Redundancy procedures
• Employment contract termination
• Compensation for unlawful dismissal
• Certificate of rendered services

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CAISSE D’ENTRAIDE DE BUTARE (CEB) v NYINAWINGORO

Court

High Court

Case number

RSOCA 00001/2022/HC/NYZ CBM RSOCA 00002/2022/HC/NYZ

CEB failed to provide clear, lawful, and substantiated reasons for Nyinawingoro's dismissal in the termination letter, rendering the dismissal unlawful. The employer did not meet the burden of proof required by law. The lower court correctly found for the employee, and the High Court adjusted the damages in accordance with statutory provisions.

Source excerpt

• Unlawful termination
• Employer's burden of proof
• Employment contract termination
• Employee compensation
• Procedural fairness in dismissal

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NIYONAGIZE v KOPERATIVE DUHUZUMURIMOWA KAROTI

Court

Supreme Court

Case number

RS/INJUST/RSOC 00012/2022/SC

The Supreme Court found Niyonagize Augustave was unlawfully dismissed by Koperative Duhuzumurimo wa Karoti and awarded compensation, unpaid salary, notice pay, and costs.

• Unfair dismissal
• Employment contract termination
• Evidence in civil proceedings
• Compensation for unlawful termination
• Unfair-dismissal
• Employment-contract-termination

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NIYONAGIZE v DUHUZUMURIMO WA KAROTI

Court

Supreme Court

Case number

RS/INJUST/RSOC 00012/2022/SC

The Supreme Court partially granted review for injustice, held that the employee was unlawfully dismissed, and ordered compensation and costs.

• Unfair dismissal
• Employment contract termination
• Burden of proof in dismissal
• Compensation for unlawful termination
• Procedural fairness in employment disputes
• Unfair-dismissal

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