NAIROBI, Kenya — The Employment and Labour Relations Court has issued interim orders protecting an employee of Kenya Tea Development Agency (KTDA) Holdings Limited from termination pending the hearing of a constitutional and labour rights petition that could have far-reaching implications for workplace inclusion, disability rights, and corporate accountability in Kenya.
The case, Thomas Mwiraria Murithi v Kenya Tea Development Agency Holdings Limited & Others (ELRCPET/E187/2026), is scheduled for hearing on June 23, 2026, before Hon. Lady Justice Jemimah Wanza Keli at the Employment and Labour Relations Court in Nairobi.
In orders issued on June 8, 2026, the Court restrained KTDA and the other respondents from terminating or adversely interfering with the petitioner’s employment contract pending the inter partes hearing. The Court also directed that the application be served upon the respondents for their response before the scheduled hearing.
The petition raises significant constitutional questions concerning the treatment of persons with disabilities in the workplace and the obligations of employers to uphold principles of equality, dignity, and fair labour practices.
According to court documents, the petitioner, a duly registered Person with Disability, alleges systematic workplace exclusion that included removal from official communication channels, exclusion from workplace systems and meetings, denial of meaningful duties, and actions that allegedly affected his professional standing, mental wellbeing, and dignity.
The case has attracted attention from labour rights advocates, disability rights organizations, governance experts, and civil society groups due to its potential to influence how employers address inclusion and reasonable accommodation in the workplace.
Legal observers note that the proceedings could help clarify the responsibilities of employers under the Constitution, labour laws, and disability rights legislation, particularly in relation to equal participation, workplace accessibility, and protection from discrimination.
Among the key issues expected to feature prominently during the hearing are the protection of persons with disabilities in employment, mental health and psychological wellbeing at work, fair administrative action, responsible corporate leadership, and compliance with constitutional safeguards designed to protect vulnerable employees.
The petition also highlights broader national conversations around workplace culture, employee welfare, and the growing recognition of mental health as a critical component of occupational wellbeing.
Advocates say the outcome of the case could establish important legal precedents for both public and private sector employers, especially regarding the treatment of employees living with disabilities and the obligation to foster inclusive, dignified, and non-discriminatory working environments.
As the matter proceeds to hearing, media organizations, labour rights groups, disability rights defenders, and members of the public are expected to closely follow developments in what is increasingly being viewed as a landmark case for workplace justice in Kenya.
The hearing will take place on June 23, 2026, at Court 7, Milimani Law Courts, Nairobi.
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