By Sam Alfan.
Standard Media Group has been ordered to pay a former editor Sh2.4 million, pending the determination of a case in which she has sued the company for unlawful dismissal.
Employment and Labour Relations Court ordered the media house to pay Evelyne Kwamboka the amount, which includes salary arrears and redundancy benefits.
Justice Stella Rutto found said the application by Kwamboka seeking her salary arrears against the struggling former employer as meritorious.
“In view of the foregoing, and bearing in mind that the Claimant’s(Kwamboka) claims at this stage pertain to salary and benefits forming part of her statutory entitlements, the Court is satisfied that this matter constitutes a clear case with special circumstances, warranting the grant of a mandatory injunction at this interlocutory stage,” ruled Employment Judge Rutto.
The former standard editor filed the case through lawyer Kethi Kilonzo arguing that she was unlawfully terminated under the guise of redundancy through a backdated notice dated 30 July 2024.
Kwamboka told the court that the Standard Media calculated her redundancy pay at Sh1,523,181.00 and in the same letter dated 30 July 2024, acknowledged in writing that it owed her salary arrears totaling Sh 848,728.00.
She contended that she did not receive the salary arrears, adding that the former employer had undertaken to settle these amounts by August 2025 but has failed to pay any of the admitted amount.
In her view, Standard’s failure to remit her salary arrears and redundancy pay constitutes a breach of the Constitution and the Employment Act.
She further stated that the media house is in contravention of Section 17 of the Employment Act.
Standard had opposed Kwamboka’s case arguing that was engaged with the company under various contractual arrangements from 1st November 2006 to 1 October 2024 beginning with an “agreement for services” which established her as an independent contractor rather than an employee.
The company further argued that their former editor was subsequently deployed from 1 April 2006 onwards, and therefore the computation of severance pay and terminal benefits should exclude the period she served as an independent contractor, as there is no legal basis for severance pay to be granted to a non-employee.
The company denied that that her termination followed a lawful and justified redundancy process conducted in full compliance of Employment Act.