Tanzanian labour law, organised.

The file either comes back, or it never moves

How it works

1. The manager is guided, step by step

   They open a case, the jurisdiction is set — Mainland Tanzania or Zanzibar — and the software presents each required step in order. Nothing can be skipped, and nothing has to be remembered.

2. The documents are produced, not drafted

   Notices, hearing records and the categorised reason come from a standard set of templates for each process, in English and Kiswahili.

3. The completed file is sealed

   When the case closes, the software timestamps and seals the record with a tamper-evident check. What was done, when, and by whom — provable later, and provably unaltered. That record is the product.

Where KaziLaw stops

KaziLaw is software, not a law firm. It is Tanzanian labour law organised — the Act and the Rules turned into the steps and documents they require, so the process is followed and the record exists. The software does the organising. It does not assess the merits of a case, and it is not a substitute for advice on your own facts.

Where a specific case needs that advice — a contested dismissal, a discrimination or harassment allegation, a retrenchment, or a live CMA matter — that is work for a licensed Tanzanian advocate, engaged directly by you, under whose engagement legal privilege applies. The two are not the same thing, and we do not blur them.

Your data stays yours

• Your completed files are held in your own workspace. Only the people you name can open them, and every action is logged.
• Every finished document is frozen, fingerprinted and time-stamped. Change one comma and the fingerprint changes, so you can prove later that the file in your hand is the file that was signed — and nobody can quietly rewrite a warning after the fact.
• Registration with the Personal Data Protection Commission as a data processor — pending.

How the fingerprint works

Picture a machine that reads a document and turns the whole thing into one short code, about sixty characters long.

Put the same document in and you always get the same code out. Change anything at all — one comma, one space, one date — and the code that comes out is completely different. Not slightly different. Completely.

So when a document is finished, the software runs it through the machine once and keeps two things: the code, and the time. The document itself stays with you. We do not need a copy of it to prove anything about it.

Later — a year later, in front of an arbitrator — anyone can put their copy through the same machine and compare the two codes. Match, and it is the same document, untouched since the day it was finished. No match, and something was changed after the fact.

Nobody can work backwards from a code to the document, and nobody can write a different document that produces the same code. The machine is called SHA-256; it is a published international standard, not something we invented. That is what makes this proof rather than a promise.

What’s covered

Tanzanian law does not have one termination process. Rule 9 of the Code of Good Practice (GN 42 of 2007) gives four reasons that may justify termination — conduct, capacity, compatibility, and the employer’s operational requirements — and capacity splits in practice into poor performance and ill health. That makes five processes, each with its own required chain of documents. Choosing the wrong one is itself a procedural defect. KaziLaw covers all five, on the Employment and Labour Relations Act (Cap. 366) and those Rules.

See the full document set — all 66, in English and Kiswahili →

Misconduct

Warnings through to a disciplinary hearing, decision and appeal.

Poor performance

Standards, improvement plan, review, and an incapacity hearing.

Ill health or injury

Medical assessment, accommodation, and an incapacity hearing.

Incompatibility

Recorded incidents, counselling, and a genuine opportunity to remove the cause.

Retrenchment

Notice of intention, consultation, selection criteria and severance.

The misconduct process, step by step

Misconduct is the highest-volume case, so here is that chain in full. Each step produces its own record, and the record is what an arbitrator asks for.

1. Counselling record, verbal warning, written warning, final written warning.
2. Investigation report — completed before the hearing is convened, not after.
3. Written notice of the allegation, at least 48 hours ahead, enclosing the investigation report and stating the right to be represented by a colleague or union representative.
4. Chairperson appointment and impartiality record.
5. Hearing attendance record, witness statements, evidence log, hearing minutes.
6. Mitigation record.
7. Decision with reasons, issued within five days.
8. Appeal — five working days, heard by a different and more senior chairperson.
9. Certificate of service, final payment schedule, and notice of the 30-day CMA referral period.

Built in, not bolted on

• English and Kiswahili. Notices must be in a language the employee understands. Every document exists in both, and the record shows which was used.
• Mainland Tanzania and Zanzibar. Separate legislation, separate document sets, separate procedure. Zanzibar’s 30 documents are built on its own Employment Act: a written notice and three days to defend rather than a hearing, a labour officer rather than the CMA, four processes rather than five. The jurisdiction is set before anything else.
• Deadlines tracked. The 48-hour notice, the five-day decision, the five-working-day appeal, and the 30-day CMA referral period.
• Calculations included. Notice period, severance, accrued leave and transport allowance to the place of recruitment — computed, not typed.

Pricing

Enterprise is priced per site. Add a site, add its three logins.

Common questions

Talk to us

Tell us a little about your organisation and we will come back to you.