Ocholla v Ellams Products Limited (Cause 186 of 2017) [2025] KEELRC 2338 (KLR)
The bottom line
#A Kenyan court ruled that an employee forced to resign by management mistreatment was constructively dismissed and awarded him over Kshs. 200,000.
What this practically means
#Executive summary
#Key legal issues
#Whether the claimant's resignation amounted to constructive dismissal
Yes - the maltreatment by management made employment untenable and the claimant was left with no choice but to resign, satisfying the constructive dismissal test
The court applied the Coca-Cola v Ligaga test, considering the resignation letter citing injustices and disrespect from management, the demand letter naming the agents who harassed the claimant, and corroborative testimony of CW2. The respondent did not deny the agents were its own, did not investigate, and produced no NHIF records to rebut the injury claim. The claim was within the three-year limitation period.
Entitlement to salary for January 2015 and notice pay
Awarded - the claim of absconding was not proved and the resignation effective 1st February 2015 meant January salary was unpaid
The respondent alleged the claimant absconded after tendering resignation but filed no evidence of any action taken on the alleged absconding. The salary of Kshs. 16,126 was not denied. Notice pay followed from the finding of constructive dismissal.
Service pay for nine years worked
Refused - claimant was an NSSF beneficiary
Section 35(5) entitles a terminated employee to service pay, but section 35(6) excludes employees registered under NSSF. The respondent pleaded and proved NSSF remittance, unrebutted by the claimant.
Untaken leave days
17 days awarded (Kshs. 9,138) - employer's own records showed only 4 of 21 statutory leave days taken
Section 74 placed the burden on the employer to keep and produce leave records. The respondent's computation of dues showed a leave balance; the court found only 4 days taken, awarding 17 untaken days computed at Kshs. 16,126/30 x 17.
Compensation for unfair termination under section 49(4)
10 months' salary (Kshs. 161,260) awarded
The court considered that the claimant had worked 9 years, was subjected to unfair labour practices leading to resignation, did not contribute to the termination, was not paid terminal dues, and may not get a similar opportunity - factors under section 49(4) of the Employment Act.
Legal principles established
#- Constructive dismissal occurs where the employer's conduct makes working conditions intolerable such that the employee is entitled to regard themselves as unfairly dismissed; the tests are the unreasonable-conduct test and the repudiatory-breach (contractual) test per Coca-Cola v Ligaga.
- Under section 74 of the Employment Act, once an employee pleads untaken leave, the burden shifts to the employer to produce leave records; in default the employee's claim is accepted as far as the employer's records show.
- Section 35(6) of the Employment Act disallows service pay where the employee is a member of the National Social Security Fund.
- Parties are bound by their pleadings; relief not pleaded cannot be granted.
Court orders
#- 1.Judgment entered for the claimant against the respondent: notice pay Kshs. 16,126; salary for January 2015 Kshs. 16,126; untaken leave pay for 17 days Kshs. 9,138; compensation for unfair termination equivalent of 10 months' salary Kshs. 161,260
- 2.Total sum of Kshs. 202,650 awarded with interest at court rate from date of filing suit
- 3.Cost of the suit awarded to the claimant
- 4.Stay of 30 days granted
- Jurisdiction invoked
- Employment and Labour Relations Court first-instance jurisdiction under the Employment Act, 2007 (not expressly cited in judgment)
Key timeline
#Practical implications
#Frequently asked questions
#Cite this brief
#Cite this brief
Caselaw, "Ocholla v Ellams Products Limited (Cause 186 of 2017) [2025] KEELRC 2338 (KLR)", Case Analysis (2025). Employment claim, memorandum of claim dated 1st February 2017 (number not stated in judgment). Source: https://new.kenyalaw.org/akn/ke/judgment/keelrc/2025/2338/eng@2025-07-30
Suggested citation format for research notes or client memos. Always verify the original judgment before relying on any point.