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Labour law MAOMBI YA MAREJEO NO 11432 OF 2024 JOYCE JOHN BUGINDO VRS GEILI GROUP TANZANIA CO

MAOMBI YA MAREJEO NO 11432 OF 2024 JOYCE JOHN BUGINDO VRS GEILI GROUP TANZANIA CO

Court
TANZLII

The applicant was a permanent employee, not a casual labourer, as evidenced by the employment relationship and payroll records. The termination was unfair and without due process. The applicant is entitled to compensation for unfair termination, severance pay, accrued leave, and statutory certificates.

Source excerpt

  • Unfair termination
  • Employment contract classification
  • Employee entitlements
  • Remedies for unfair dismissal
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Labour law yohana thobias mdemu three others vs fmj hardware limited 2023 tzhcld 1343 30 june 2023

yohana thobias mdemu three others vs fmj hardware limited 2023 tzhcld 1343 30 june 2023

Court
TANZLII

The High Court upheld a CMA award and dismissed a labour revision application after finding the applicants failed to prove an employment relationship.

  • Employment relationship
  • Burden of proof
  • Unfair termination
  • Employee entitlements
  • Transfer of employment
  • Employment-relationship
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Labour law oswald m mussa dhidi ya group six international limited 2023 tzhcld 1162 9 machi 2023

oswald m mussa dhidi ya group six international limited 2023 tzhcld 1162 9 machi 2023

Court
TANZLII

The applicant was presumed to be an employee under statutory criteria, and the respondent failed to rebut this presumption or produce employment records. The claim was not time-barred as extension had been granted. The applicant was unfairly terminated and is entitled to statutory compensation.

Source excerpt

  • Employment relationship
  • Unfair termination
  • Limitation period
  • Employee entitlements
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Labour law kessy dickson udoba vs ukod international co ltd 2023 tzhcld 1415 11 septemba 2023

kessy dickson udoba vs ukod international co ltd 2023 tzhcld 1415 11 septemba 2023

Court
TANZLII

The applicant proved the existence of an employment relationship and entitlement to terminal benefits through documentary evidence, and the respondent's written promise to pay was binding. The arbitrator erred by failing to consider this evidence and by dismissing the claim in the absence of any rebuttal from the respondent.

Source excerpt

  • Unfair termination
  • Employment contract
  • Employee entitlements
  • Non-appearance of respondent
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Labour law un lodge en afrique ltd vs salehe sharif burhani 2022 tzhc 45 17 january 2022

un lodge en afrique ltd vs salehe sharif burhani 2022 tzhc 45 17 january 2022

Court
TZHC

Termination was unfair due to failure to conduct investigation prior to disciplinary hearing as required by Rule 13(1) GN No. 42 of 2007, despite gross dishonest being a fair reason for termination.

Source excerpt

  • Unfair termination
  • Disciplinary procedure
  • Employee entitlements
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Labour law renatus bulupele msenyele na mwenzake vs worrior security 2022 tzhcld 850 20 julai 2022

renatus bulupele msenyele na mwenzake vs worrior security 2022 tzhcld 850 20 julai 2022

Court
TANZLII

The respondent had valid economic reasons for retrenchment linked to the British Gas project, followed statutory procedures including consultation, and paid all entitlements. The applicants' termination was lawful.

Source excerpt

  • Unfair termination
  • Retrenchment
  • Procedural compliance
  • Employee entitlements
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Labour law mkami mtobiisakwe dhidi ya stemo security system limited 2022 tzhcld 1115 12 disemba 2022

mkami mtobiisakwe dhidi ya stemo security system limited 2022 tzhcld 1115 12 disemba 2022

Court
TANZLII

The applicant was subjected to difficult working conditions by being placed on indefinite unpaid leave without alternative employment, which justified constructive dismissal. The employer failed to produce the employment contract or evidence of entitlements in such circumstances.

Source excerpt

  • Constructive dismissal
  • Employment contract
  • Employee entitlements
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About this LexChat collection

Tanzania decisions are organised by court, judge, legal area and indexed issue so a practitioner can move from a proposition to a citable authority with the surrounding context intact.

Source links and collection timestamps are retained alongside the indexed records.