Four secondary school teachers employed at Prince Edward School in Harare were summoned by the headmaster on 31 May 2013 and served with letters directing them to appear for re-deployment to other schools due to alleged overstaffing at Prince Edward School. The first applicant had been employed since January 2008 as a mathematics teacher, the second since January 2005 as a history teacher, the third since August 2008 as a music teacher, and the fourth since September 2008 initially as a music teacher then in the English Department. The teachers attended the relevant office and were advised of their transfer, with their names entered on a transfer waiting list on 3 June 2013. On 5 June 2013, they submitted a joint letter challenging the transfers. Despite this protest, on the same day the first applicant was transferred to Highfields Mhuriimwe High School and on 6 June 2013 the fourth applicant was transferred to Apex Board Secondary School with immediate effect. The second and third applicants were awaiting similar transfers. The applicants approached the court on an urgent basis challenging the transfers without notice and without consultation.
The provisional order was granted as amended, with the following interim relief: (a) The decision to transfer the 4 applicants from Prince Edward School to other schools was suspended; (b) The 4 applicants were allowed to continue teaching at Prince Edward School as before until the finalisation of a review application to be lodged by them within 7 days of the date of the order.
Professional employees of long standing holding senior posts have a legitimate expectation to be consulted before administrative decisions to transfer them are implemented. The principle of audi alteram partem (the right to be heard) applies to administrative decisions that prejudicially affect a person's existing rights, including employment transfers. The views, wishes and personal circumstances of employees are relevant and ought to be taken into consideration before a decision to transfer them is made. While section 13(1) of the Public Service Regulations may permit transfers without consent, this does not eliminate the requirement to afford affected employees an opportunity to make representations before such decisions are implemented, particularly where transfers are immediate and do not allow employees time to prepare for relocation.
The court observed that whether the applicants would launch their review challenge in the Labour Court or elsewhere was not for the court to prescribe. The court noted that the second and third applicants were "living on borrowed time" awaiting similar transfers. The court quoted the Biblical example of God hearing Adam's defence before banishing him from the Garden of Eden as an illustration of the ancient and fundamental nature of the audi alteram partem principle. The court commented that the transfers were being conducted "with reckless abandon" and that the applicants would be "dragged kicking and screaming" out of Prince Edward School, indicating judicial disapproval of the manner in which the administrative action was being implemented.
This case is significant in Zimbabwean administrative and labour law for affirming the principle that professional employees of long standing have a legitimate expectation to be consulted before being transferred, even where statutory provisions appear to permit transfers without consent. The judgment reinforces the application of natural justice principles (particularly audi alteram partem) to administrative decisions affecting public service employees. It clarifies that while transfer decisions should ultimately be challenged by way of review, the High Court retains jurisdiction to grant interim relief pending such review. The case demonstrates the courts' willingness to protect employees from arbitrary administrative action and ensure procedural fairness in employment decisions affecting public servants.