The Employment Relations Court recently ruled in favor of Renu Chand, a former Human Resources Manager at the Ministry of Waterways & Environment, awarding her six months’ wages in compensation for unfair disciplinary procedures that led to her dismissal. Despite supporting the decision of summary termination due to misconduct, the court highlighted procedural irregularities as the basis for the compensation.
Ms. Chand was dismissed in December 2019 following allegations of gross misconduct, particularly involving the unauthorized distribution of job interview questions to a candidate and making misleading claims about directives from the Permanent Secretary. Although her dismissal was initially supported by the Employment Relations Tribunal in 2022, with a compensation of only two months’ wages for procedural lapses, she pursued an appeal for further redress.
Justice Dane Tuiqereqere, in his judgment delivered in September 2025, acknowledged the legitimacy of the dismissal but criticized the Ministry’s failure to adhere to the Civil Service Discipline Guidelines. He pointed out deficiencies such as the lack of necessary training and gender balance in the investigative panel, as well as the inappropriate conduct of interviewing Ms. Chand publicly in front of her peers. Furthermore, the involvement of the Permanent Secretary in the investigative process was deemed a violation of natural justice principles.
This judgment serves as a reminder of the importance of following fair procedure and legal guidelines in employment decisions. While the court upheld the dismissal itself, it recognized the procedural shortcomings and therefore increased the compensation to six months’ wages, alongside an additional $2,000 to cover costs. This case reflects ongoing concerns around governance and fair employment practices within public service roles, highlighting the critical need for transparency and due process to maintain the integrity of employment decisions.
Such rulings underscore the necessity of proper procedures in disciplinary actions, reinforcing the rights of employees to fair and just treatment in the workplace, as well as urging institutions to adhere strictly to established legal frameworks.
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