Your site managers finish a termination in a day, not a quarter.

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 process 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 templates reviewed by a licensed Tanzanian employment advocate, in English and Kiswahili.

3. The completed file is sealed

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

Built with a licensed Tanzanian employment advocate

Our checklists, templates and procedures are reviewed and signed off by a licensed Tanzanian employment advocate, and re-reviewed when the law changes.

Where a specific case needs advice on its own facts — a contested dismissal, a discrimination or harassment allegation, a retrenchment, or a live CMA matter — that is available as a separate engagement with the advocate, under which legal privilege applies. The two are not the same thing, and we do not blur them.

Your data stays yours

• We do not hold employee records. Your system holds the file; we store a cryptographic hash and non-personal metadata — enough to prove a record is unaltered, containing no personal data.
• Hosted deployment runs inside your own tenant where you require it.
• Data stays in Tanzania. No cross-border transfer permit needed.
• Registration with the Personal Data Protection Commission as a data processor — pending.

What’s covered

Tanzanian law does not have one termination process. It has five, each with its own required chain of documents — and choosing the wrong one is itself a procedural defect. KaziLaw covers all five, on the Employment and Labour Relations Act (Cap 366) and the Code of Good Practice Rules (GN 42 of 2007).

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.

Retrenchment

Notice of intention, consultation, selection criteria and severance.

Routine exits

Probation, fixed-term expiry, abscondment and resignation.

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. 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.

Common questions

Talk to us

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