Rwanda Case Law

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

Applicants were not permanent employees but casual workers under fixed-term, hourly contracts; no evidence of unlawful dismissal was established; thus, no damages are due. However, the employer must pay any outstanding social security contributions and issue work certificates to applicants who have not received them.

Source excerpt

• Employment contracts
• Casual employment
• Wrongful termination
• Employee benefits
• Social security contributions

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IYAMUREMYE vs. CHINA CIVIL ENGINEERING CONSTRUCTION CORPORATION

Court

High Court

Case number

RSOCA 00025/2022/HC/KIG

The applicant failed to provide sufficient evidence that he was a permanent employee; the letters and documents submitted did not prove ongoing, regular employment. As such, he was a casual worker and not entitled to the benefits and compensation claimed. The respondent is entitled to legal costs and partial legal fees.

Source excerpt

• Employment contract classification
• Wrongful termination
• Compensation for dismissal
• Procedural fairness in dismissal
• Legal burden of proof in employment status

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NSENGIYUMVA v HAYTON Ltd

Court

Supreme Court

Case number

RS/INJUST/RSOC 00006/2022/SC

The Supreme Court held that the applicant did not prove continuous six-month employment, so he was not unlawfully dismissed, but social security contributions were still due.

• Employment contract (written and unwritten)
• Casual labour (nyakabyizi)
• Social security contributions
• Wrongful termination
• Evidentiary requirements in labour disputes
• Labour-law

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TUYISENGE v HAYTON Ltd

Court

Supreme Court

Case number

RS/INJUST/RSOC 00003/2022/SC

The Supreme Court held that Tuyisenge did not prove six months of continuous work, but Hayton Ltd still had to pay social security contributions and costs.

• Employment contract (written and unwritten)
• Short-term and casual workers
• Social security contributions
• Wrongful termination
• Employee benefits
• Procedural law

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SANLAM AG Plc v NIYIGABA

Court

Supreme Court

Case number

RS/INJUST/RAD 00001/2022/SC

The Supreme Court held that NISR unlawfully dismissed Niyigaba Jean for the same acts for which he had been acquitted in criminal court, and dismissed NISR’s review request.

• Wrongful termination
• Effect of acquittal in criminal proceedings on employment discipline
• Employee reinstatement
• Compensation for unlawful dismissal
• Procedural requirements in employment disputes
• Wrongful-termination

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MUTWARE v GUARANTY TRUST BANK (RWANDA) Ltd

Court

Supreme Court

Case number

RS/INJUST/RSOC 00002/2022/SC

The applicant was promoted and performed the duties of Cash Management Officer for 17 months but was paid as a cashier. The employer failed to provide objective justification for the pay disparity. Severance and notice pay must be recalculated based on the higher salary. The applicant is entitled to the salary difference, recalculated severance and notice pay, and legal fees.

Source excerpt

• Equal pay for equal work
• Wrongful termination
• Calculation of severance and notice pay
• Burden of proof in discrimination cases

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MUTWARE v GUARANTY TRUST BANK (RWANDA) Ltd

Court

Supreme Court

Case number

RS/INJUST/RSOC 00002/2022/SC

The applicant proved he performed duties of Cash Management Officer for 17 months while being paid as a cashier. The employer failed to provide objective justification for the pay disparity. Severance and notice pay must be recalculated based on the higher position's salary. The applicant is entitled to the salary difference, recalculated severance and notice pay, and legal costs.

Source excerpt

• Equal pay for equal work
• Wrongful termination
• Calculation of severance and notice pay
• Burden of proof in discrimination
• Employment contract interpretation

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SONARWA LIFE ASSURANCE COMPANY LTD v RUGINA

Court

Supreme Court

Case number

RS/INJUST/RSOC 00001/2022/SC

Rugina Jason was entitled to equal pay as other Branch Managers because he performed the same functions with equivalent qualifications and experience, and SONARWA failed to justify pay disparity. His wage claims were not prescribed as he made timely demands and referrals. Damages were properly calculated on net salary. SONARWA's procedural objections were untimely and could not be raised at this stage. SONARWA was not entitled to reimbursement of sums paid or costs, as it did not succeed on any substantive issue.

Source excerpt

• Equal pay for equal work
• Wrongful termination
• Prescription of wage claims
• Calculation of damages
• Procedural bars to extraordinary review

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SONARWA LIFE ASSURANCE COMPANY LTD v RUGINA

Court

Supreme Court

Case number

RS/INJUST/RSOC 00001/2022/SC

Rugina Jason was entitled to equal pay as other Branch Managers under the applicable company regulations and constitutional principle of equal pay for equal work. Wage arrears were not time-barred as he made timely demands and pursued remedies without exceeding the two-year prescription. Damages were properly calculated on the net salary, and the applicant could not raise new procedural objections at this stage. The extraordinary review for injustice was unfounded as all issues had been addressed in prior proceedings.

Source excerpt

• Equal pay for equal work
• Wrongful termination
• Wage arrears
• Prescription of wage claims
• Calculation of damages
• Procedural bars to extraordinary review

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SALIMINI v LETA Y’U RWANDA (MINISITERI Y’UBUZIMA)

Court

Supreme Court

Case number

RADA 0002/16/CS

The Supreme Court upheld Salimini Saidi’s dismissal for serious misconduct, held that criminal closure did not bar discipline, and awarded only net costs after set-off.

• Public employment discipline
• Wrongful termination
• Procedural fairness in dismissal
• Damages for employment disputes
• Public-employment-discipline
• Wrongful-dismissal

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