Mary Waithira Wambui v Wagika Holdings Ltd [2018] KEELRC 2597 (KLR)
The bottom line
#A Nakuru court ruled the summary dismissal of a cashier unfair because the employer gave no notice, hearing or reasons, and awarded her over a decade of unpaid dues.
What this practically means
#Executive summary
#Key legal issues
#Fairness of summary termination without notice, reasons or hearing
The termination was unfair as the mandatory procedural requirements of sections 35, 41 and 43 of the Employment Act, 2007 were not followed
Section 35 read with sections 41 and 43 requires notice before termination, an invitation to a hearing, and reasons for termination so the employee can mount a defence. The respondent, though present through its manager, did not attend the proceedings to justify non-compliance, so the termination was inherently unfair.
Effect of the respondent's failure to file a defence or participate in the hearing
The failure was deliberate and the claimant's unchallenged testimony was accepted, with underpayments, overtime, holiday pay and leave due to be assessed
The respondent entered appearance, was served with a hearing notice, and its manager sat silently through the hearing without addressing the court. No defence was filed to challenge the claims, leaving the claimant's evidence uncontroverted. The court therefore accepted her account of oral employment from March 2004, underpayment, unpaid overtime, public holidays and untaken leave.
Quantum of remedies
Compensation of one month's gross wage plus assessed dues for underpayments, overtime, public holidays, leave and 15 days' salary for November 2017
The court awarded compensation at one month's gross wage and directed the County Labour Officer, Nakuru to assess underpayments, public holiday wages and leave dues from March 2004 to November 2017, which the court would then confirm. Salary for the 15 days worked in November 2017 was also awarded.
Legal principles established
#- An employer must issue notice, invite the employee to a hearing and give reasons before termination; failure to follow sections 35, 41 and 43 of the Employment Act renders termination inherently unfair
- Where the employer fails to attend court or file a defence, the court must rely on the unchallenged word of the employee, as crucial material evidence in the form of work records is withheld
Court orders
#- 1.Judgment entered for the claimant with a finding that termination of employment was unfair
- 2.The claimant is entitled to the due underpayments, overtime pay, pay for work during public holidays, leave days due and the salary for 15 days worked in November 2017
- 3.The dues owing shall be assessed by the County Labour Officer, Nakuru for the period of March 2004 to November 2017 and such dues shall be confirmed by the court
- 4.Mention for judgment award on 1st November 2018
- Jurisdiction invoked
- Employment and Labour Relations Court jurisdiction under the Employment and Labour Relations Court Act; proceedings conducted under Rule 15(3) of the Employment and Labour Relations Court (Procedure) Rules, 2016
Key timeline
#Practical implications
#Frequently asked questions
#Cite this brief
#Cite this brief
Caselaw, "Mary Waithira Wambui v Wagika Holdings Ltd [2018] KEELRC 2597 (KLR)", Case Analysis (2018). Cause No. 472 of 2017. Source: https://new.kenyalaw.org/akn/ke/judgment/keelrc/2018/2597/eng@2018-10-18
Suggested citation format for research notes or client memos. Always verify the original judgment before relying on any point.