The Case of Harun v Watu Credit Limited [2025] KEELRC 2542 (KLR)
A. Contextualized Legal Summary:
In the recent decision of Harun v Watu Credit Limited [2025] KEELRC 2542 (KLR), the Employment and Labour Relations Court clarified the evidentiary threshold required when an employer relies on organizational restructuring as the basis for a redundancy.
The court emphasized that claims of restructuring must be substantiated with concrete evidence, not mere assertions or statements from management. In this case, the Respondent had terminated the Claimant’s employment citing redundancy, allegedly resulting from organizational restructuring. The Claimant had been informed that the business could no longer sustain his role. However, the court held that the Respondent had failed to provide sufficient proof to support this claim.
Specifically, the court found that the Respondent ought to have presented:
1. Formal documentation evidencing that the Board of Management had passed a resolution to restructure the organization, and that such restructuring led directly to the elimination of the Claimant’s position; and
2. An updated organizational structure (organogram) showing the changes made as part of the restructuring, and confirming that the Claimant’s position had indeed been rendered redundant.
In the absence of this evidence, the court held that the alleged restructure was unsubstantiated and concluded that the Respondent had failed to demonstrate a valid reason for the termination.
B. Detailed Legal Summary:
1. Procedural Background:
The Claimant, Harun, instituted proceedings against the Respondent, Watu Credit Limited, contesting the termination of his employment on account of redundancy. He challenged both the substantive justification and the procedural fairness of the redundancy process.
2. Issues for Determination:
The key issues before the court were:
1. Whether the Respondent's decision to terminate the Claimant’s employment on grounds of redundancy was genuine and justified.
2. Whether the Respondent adhered to the procedural requirements under Kenyan employment law for declaring a position redundant.
3. Respondent’s Position:
The Respondent claimed that the termination arose from an organizational restructuring, necessitated by business needs. It alleged that the Claimant’s position was no longer sustainable and was abolished as part of this restructuring exercise.
4. Court’s Analysis and Findings:
a) Requirement for Substantive Justification:
The court emphasized that a redundancy must be based on real, verifiable reasons, and not on unsubstantiated assertions. A claim of restructuring, in particular, must be accompanied by:
- Formal board resolutions authorizing the restructuring;
- Evidence of actual changes within the organization, such as updated structures or job roles;
- Proof that the specific role affected (in this case, the Claimant’s position) was indeed rendered obsolete.
The court found that the Respondent failed to provide such evidence. No documentation was produced to demonstrate that:
- The Board had formally resolved to restructure;
- The Claimant’s position was genuinely abolished as a result of the restructure; or
- A new organizational structure had been implemented.
b) Absence of Organogram or Structural Evidence:
The court noted that an updated organogram showing how the company’s structure had changed was critical to establish that the Claimant’s position no longer existed. The Respondent failed to produce this, thereby undermining its claim of a genuine redundancy.
c) Mere Assertions Not Sufficient:
The court stressed that verbal or written statements by management, without accompanying documentary proof, are insufficient to justify redundancy. In this case, the explanations given to the Claimant were deemed to be mere assertions, lacking evidential backing.
5. Holding:
The court held that the Respondent did not prove that a genuine redundancy existed. The alleged restructuring was not substantiated, and the redundancy process was therefore both procedurally and substantively flawed.
6. Decision:
The termination of the Claimant’s employment was found to be unlawful and unfair. The court ruled in favor of the Claimant. (Remedies granted—such as compensation, reinstatement, or damages—were not provided in the summary you gave; please provide those details if you'd like them included.)
7. Legal Significance:
This case reaffirms the principle that for a redundancy to be lawful in Kenya:
- There must be genuine and demonstrable reasons;
- Employers must adhere to the procedural safeguards under the Employment Act;
- Restructuring must be supported by tangible, documentary evidence, including board resolutions and revised organizational charts.
The judgment underscores the court's increasing insistence on transparency and accountability in redundancy processes and sets a precedent for holding employers to higher standards of proof when alleging restructuring.
Disclaimer: This article is for informational purposes only and does not constitute legal advice.