The applicant employed the respondents as Group Accountant (first respondent) and Branch Accountant (second respondent) respectively. During their employment, both respondents were issued company motor vehicles for business and private use in terms of their employment contracts - a Nissan Qushquai (Registration No. ACX 4888) to the first respondent and a Nissan Almera (Registration No. ACU 6164) to the second respondent. On 31 October 2015, the applicant terminated both respondents' employment contracts on notice. Both respondents failed to return the vehicles and instead filed unfair dismissal complaints. On 23 September 2016, the Labour Court held that the applicant was entitled to terminate the contracts on notice and ordered compensation for loss of employment. Neither respondent appealed. Despite the Labour Court judgment, the respondents refused to surrender the vehicles. The applicant then approached the High Court seeking an order for return of the vehicles. The second respondent subsequently surrendered his vehicle, but the first respondent opposed the application, claiming he was separately employed by a subsidiary company (Clover Leaf Panel Beaters (Pvt) Ltd) as company secretary and was entitled to retain the vehicle for that employment.
1. The first respondent shall surrender to the applicant or its authorized representative a Nissan Qushquai motor vehicle registration number ACX 4888 within twenty four (24) hours of service of the order. 2. Should the first respondent fail or refuse to surrender the said motor vehicle, the Sheriff is directed to repossess the said motor vehicle and deliver it to the applicant. 3. The first respondent shall pay costs of the application on a legal practitioner and client scale.
Upon termination of an employment contract, an employee is required to immediately return all company property, including motor vehicles issued for business and private use, regardless of whether the employee challenges the termination or is owed terminal benefits. An owner of property is entitled to vindicate it from any person in possession without consent (rei vindicatio), and this claim can only be defeated if the possessor establishes a valid right of retention or contractual right to retain the property. The onus is on the party claiming a right of retention to establish such right and its basis. Employment benefits that derive from a contract of employment automatically cease upon termination of that contract. Non-joinder of a party is not fatal under Rule 87(1) where the court can determine the issues between the existing parties. The 'dirty hands' principle does not apply where the party raising it is himself acting unlawfully and his own conduct caused the complained-of situation.
The court observed that the plethora of case authorities on the automatic cessation of employment benefits upon termination has unfortunately not deterred litigants from clinging onto what should rightfully be returned to the employer. The court also noted that it was reasonable for an employer to insist on inspection of a company vehicle before releasing terminal benefits where the employee has unlawfully retained the vehicle for an extended period, as this ensures the vehicle is still available and ascertains its condition. The court commented that if the first respondent had been sincere, he would have surrendered the motor vehicle and been paid his terminal package without difficulty, and his failure to do so exposed his dilatory attitude and lack of bona fides.
This case reinforces important principles in Zimbabwean law regarding: (1) the automatic cessation of employment benefits upon termination of employment; (2) the owner's right to vindicate property (rei vindicatio) from unlawful possession; (3) the requirements for establishing a valid right of retention; (4) the proper application of the 'dirty hands' principle; and (5) when costs on a higher scale are appropriate for frivolous and vexatious opposition. The case applies established Supreme Court authority (particularly Chisipite Schools Trust v Clark) confirming that employees must surrender company benefits immediately upon termination, regardless of whether they challenge the termination or are owed terminal benefits. It also demonstrates that courts will not tolerate abuse of process through bad faith defenses designed to frustrate legitimate property claims.