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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BIZUMUREMYI N’ABANDI v JIANGXI WATER AND HYDROPOWER CONSTRUCTION ® Ltd

Court

Court of Appeal

Case number

RS/INJUST/RSOC 00003/2024/CA CMB RS/INJUST/RSOC 00003/2025/CA-RS/INJUST/RSOC 00002/2025/CA-RS/INJUST/RSOC 00001/2025/CA

The Court of Appeal held that the workers were casual employees, not permanent staff, but ordered the employer to pay outstanding social security contributions and issue employment certificates.

• Employment contracts
• Casual workers
• Permanent employment
• Unlawful dismissal
• Social security contributions
• Employment certificates

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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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RUZIBIZA v. MOUNT MERU LOGISTICS RWANDA LTD

Court

Supreme Court

Case number

RS/INJUST/RSOC00003/2024/SC

The Supreme Court found Mount Meru liable in part for unlawful dismissal and occupational-accident related losses after failing to register the worker with social security.

• Unlawful dismissal
• Occupational accident
• Employer liability
• Damages
• Medical expenses
• Social security contributions

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RUZIBIZA v. MOUNT MERU LOGISTICS RWANDA LTD

Court

Supreme Court

Case number

RS/INJUST/RSOC00003/2024/SC

Supreme Court review in a labour and social security dispute over unlawful dismissal, medical expenses, disability-related damages, and litigation costs.

• Unlawful dismissal
• Occupational accident
• Employer's social security obligations
• Damages for permanent disability
• Medical expenses liability
• Moral damages

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DUSHIMIMANA v ASA MICROFINANCE Plc

Court

Court of Appeal

Case number

RS/INJUST/RSOC 00001/2024/CA

ASA MICROFINANCE Plc unlawfully terminated Dushimimana Jonathan’s fixed-term employment contract without notice and without serious misconduct, contrary to the applicable labour law. The respondent failed to provide notice or pay in lieu thereof, and the applicant is entitled to damages equal to the net salary for the remaining contract period, notice pay, and damages for lack of work certificate. Claims for overtime, severance, and additional damages were denied due to lack of evidence or statutory basis.

Source excerpt

• Unlawful dismissal
• Notice of termination
• Employment contract
• Damages for wrongful termination
• Final payment
• Legal costs

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HABIMANA HASSAN vs JALI TRANSPORT Ltd

Court

Court of Appeal

Case number

RS/INJUST/RSOC 00011/2023/CA

The Court of Appeal held that Habimana Hassan’s cross-appeal on unlawful dismissal was inadmissible, but upheld salary arrears and interest due under the employment contract.

• Unlawful dismissal
• Employment contract interpretation
• Appeal limits
• Procedural fairness
• Salary disputes
• Labour-law

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MUGANGA v HOPITAL LA CROIX DU SUD

Court

Court of Appeal

Case number

RS/INJUST/RSOC00002/2021/CA

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

• Unlawful dismissal
• Suspension of employment contract
• Job desertion
• Damages for unfair dismissal
• Procedural and advocate fees

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HABINSHUTI N’UNDI v. HUNAN ROAD AND BRIDGE CONSTRUCTION COMPANY Ltd

Court

Court of Appeal

Case number

RS/INJUST/RSOC00001/2023/CA

The compromise agreement signed on 12/11/2024 by the parties resolved all issues in dispute, terminated the appeal, and is binding on all signatories. The court recognizes and enforces the settlement as the final disposition of the case.

Source excerpt

• Unlawful dismissal
• Amicable settlement
• Compromise agreement
• Employment termination
• Compensation

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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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