A former probationary employee has levelled accusations against electric motorbike company Spiro Kenya, claiming to have been unfairly dismissed just three months into their role under circumstances they describe as biased, procedurally flawed, and driven by personal vendettas within the company’s management structure.
In a detailed written statement shared with nyakundireport.com, the complainant says the termination letter cited allegations of gross insubordination, habitual lateness, and absconding duty.
However, they argue that these accusations were either unfounded, exaggerated, or misrepresented, and that no credible evidence was presented during the disciplinary process to substantiate them.
On the lateness allegation, the former employee maintains that there were no official attendance records, such as sign-in sheets or time logs, to demonstrate a pattern of tardiness, and that no verbal or written warnings had been issued prior to the dismissal.
The complainant also disputes what is described as a “false and exaggerated”, insisting that the company does not even use job cards in its operations, and that no witnesses were called to corroborate the supervisor’s account.
Regarding the alleged incident of absconding duty, the former employee maintains that they had left their workstation to assist a client in line with their customer service responsibilities, and that this action should not have been construed as abandonment of duties.
The complainant says that while a hearing was convened, their written defence submitted via email prior to the session was not meaningfully considered.
The complainant says the decision to end their job seemed to have been made in advance, and that personal disagreements at work, as well as tensions connected to the company’s partnership with rogue asset financing firm Watu Credit, influenced how their conduct was interpreted.
According to them, their immediate supervisor held a personal grudge against a Watu manager involved in the financing arrangement for the company’s electric motorbikes, and that this animosity coloured the supervisor’s view of their actions.
They allege that the situation escalated after they attended a work-related meeting linked to the partnership, which the supervisor disapproved of, not due to concerns about performance, but because of the ongoing personal conflict connected to the business arrangement.
The statement further claims that this dismissal has caused major harm to the individual’s professional reputation, diminished their future job prospects, and led to emotional distress.
The complainant is now seeking legal redress, including financial compensation for loss of opportunity and emotional harm, the removal of the dismissal from their employment record, and, if possible, a formal apology from the company.
“Good morning Nyakundi. This is my summary statement. I am seeking legal assistance regarding an unfair dismissal from my role during the probation period (3) months into employment. The termination was based on allegations of gross insubordination, lateness, and absconding duty made by my immediate supervisor.
My defence:
(1) I was not habitually late; there were no official records (e.g., log-in sheets) or warnings issued to prove lateness.
(2) The claim of throwing cards is false and exaggerated — there was no such incident, no staff job cards in this company, and no witness was presented.
(3) On 9th July, I did not abscond duty; I left to assist a client (Livingston Amoko) in good faith, which aligns with my job responsibilities of supporting customer service.
While a hearing was held, I was not given a fair opportunity to explain myself despite having submitted a written response to the allegations via email. My defence was ignored or not considered, and the final decision appeared to be biased and predetermined.
I believe the accusations were driven by a personal grudge between my supervisor and another Watu Credit manager, which influenced the way my actions were interpreted — particularly after I attended a work-related meeting that my supervisor disapproved of due to personal conflict with the meeting speaker, after providing a well-represented report in WhatsApp Wall.
The decision damaged my professional reputation and caused emotional distress.
Acknowledgement of unfair and procedurally flawed dismissal,
Compensation for loss of opportunity, emotional harm, and damage to reputation.
And, if possible, an apology or clearing of my employment record,” the complainant wrote to us on Wednesday, August 13th 2025.
Spiro Kenya, which commenced operations in the country in September 2023, is part of Spiro, a pan-African electric vehicle company founded in 2019. The firm specialises in the manufacture and sale of electric motorbikes, supported by a battery-swapping infrastructure designed to reduce downtime for riders.
According to company data, more than 1,300 electric bikes have been sold locally.
Spiro Kenya also operates an assembly plant in Nairobi and offers after-sales services in Mombasa, Nairobi, Eldoret, and Kisumu.
The allegations against Spiro Kenya come at a time when Kenya’s electric mobility sector is experiencing rapid growth but remains clearly prone to workplace disputes, contractual disagreements, and management–staff conflicts that, if left unresolved, risk eroding the welfare and dignity of workers in the industry.
Cases like these draw attention to the human cost behind corporate growth stories, reminding the public that innovation and expansion mean little if employees face unfair treatment or a lack of recourse when conflicts arise.
It remains to be seen whether Spiro Kenya, its rogue partner Watu Credit, or the relevant labour authorities will take concrete action to address the allegations, ensure a fair review of the dismissal process.
