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Tanzania decisions
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The High Court held that the applicant’s fixed-term employment ended by effluxion of time, but she was still entitled to severance pay.
The Respondent's fixed term contract expired automatically and the Applicant exercised its contractual right not to renew. There was no evidence of unfair termination or reasonable expectation of renewal. The termination was fair according to the law.
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The court found that the respondent was constructively dismissed due to intolerable working conditions created by the employer, but there was no legitimate expectation of contract renewal. The respondent was entitled only to compensation for the remaining period of the fixed term contract, not the full award granted by the Commission.
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The applicant's contract was a fixed term contract that ended on the agreed date. The applicant was notified of non-renewal in advance, and there was no evidence of work beyond the contract expiry to justify renewal by default. The number of previous renewals does not create a legal expectation of renewal when proper notice is given. The arbitrator's findings were logical and correct.
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The High Court set aside a CMA award, holding that a fixed-term employment contract ended automatically on expiry and there was no proven unfair termination or discrimination.
The High Court set aside a CMA award, holding that a fixed-term contract expired automatically and no reasonable expectation of renewal was proved.
The CMA lacked jurisdiction to determine the dispute as the applicants' contracts were for less than six months, rendering all proceedings and orders a nullity.
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There was no unfair termination as the respondent's fixed term contract expired by effluxion of time, and there was no reasonable expectation of renewal proven. The award of 12 months' salary and general damages was improper. Only one month salary in lieu of notice is awarded due to insufficient notice of non-renewal.
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The High Court dismissed a labour revision over non-renewal of a fixed-term teaching contract, holding the contract expired automatically and no renewal expectation was proved.
The High Court upheld a CMA award, finding no new contract or reasonable expectation of renewal after a fixed-term employment extension tied to unpaid leave.
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