Search judgments by proposition, citation, court, judge or legal topic, then move directly into the source-grounded case analysis.
Results update automatically as you type.
Tanzania decisions
Decisions matching the current search
The applicant failed to prove valid grounds for termination and did not follow fair procedures, including the right to be heard. The respondent, on a fixed term contract, is entitled to salaries for the remaining period and leave pay. Payment of August 2020 salary was not proved by the applicant.
Source excerpt
The court found that the applicant failed to prove the existence of a reasonable, known performance standard that the respondent failed to meet, and that the termination process was predetermined and procedurally unfair. The arbitrator erred in awarding both compensation and remuneration for the same period, as remedies under section 40(1) of the Employment and Labour Relations Act are alternative, not cumulative.
Source excerpt
The High Court upheld a CMA award, finding the employer had valid reasons to terminate for breach of trust and that the arbitrator did not shift the burden of proof.
Applicant was terminated without being given reasons, and respondent failed to prove suspension with a written letter as required by law. Termination was both substantively and procedurally unfair.
Source excerpt
The court found that there was no valid reason for termination as the respondent was not responsible for authorizing or effecting the payment in question, and that the procedure was also unfair because the complainant participated in the disciplinary committee. Therefore, the termination was both substantively and procedurally unfair, justifying the remedies awarded by the CMA.
Source excerpt
The High Court partly allowed a labour revision, upholding unpaid salary, notice, and leave awards but setting aside severance pay for lack of proof.
The High Court erred in awarding compensation below the statutory minimum of twelve months' remuneration for unfair termination; section 40(1)(c) of the Employment and Labour Relations Act prescribes a minimum, not a discretionary lower limit. The remedies under section 40(1) are alternative, and the court did not err in choosing compensation over reinstatement.
Source excerpt
The High Court allowed a labour revision, finding TTCL’s non-renewal of a fixed-term contract unfair because no performance appraisal was proved or communicated.
The High Court partly allowed a labour revision, upholding findings of unfair termination but setting aside duplicate remuneration and unsupported repatriation costs.
The High Court held that continued work, salary payments, and performance meetings after a fixed-term contract expired created a renewed contract by default.
Explore more
