… Chinese foreman gets ‘suspended’
Kabelo Masoabi
Workplace harassment, violence, and abuse are increasing concerns for employees in Lesotho, and reports indicate that many cases are often underreported.
Hlalefang Seoaholimo, the General Secretary of the Lesotho Workers Association (LEWA), asserts that a significant number of workplace harassment cases in Lesotho go unreported. This alarming trend he said is largely due to the widespread lack of awareness about rights and the pervasive fear among individuals to come forward.
But this time, Mokete Mothibi, former labourer at UNIK Construction Engineering (Pty) Ltd, took a courageous step against this unlawful behaviour. He filed a case of assault after being physically attacked by his supervisor, Liu Changqing, who is from China.
The company they both work for is involved in Phase II of the Lesotho Lowlands Water Development Project, which is currently installing pipelines to supply water from Hlotse to Maputsoe.
The incident occurred on February 10, 2025, at Ha Potloane in Tsikoane, Leribe, where the workers were engaged in pipeline construction.
Mothibi recounted that he was attacked, kicked, and injured by his supervisor after being accused of improperly placing road warnings at the start of their routine shift. This incident resulted in injuries to his body.
“It started as a normal day around 6:50 am. The first action we take during our routine work is to place road signboards to warn road users about the ongoing pipeline construction. After I had put up the signs, my supervisor charged at me, shouting in Chinese, which I couldn’t understand.
“He grabbed me by my collarbone and dragged me back to the signboards. When we arrived, he kicked me in the leg and knocked the boards down. A colleague watched in shock as the drama unfolded,” Mothibi told Newsday, adding that they have not been in good terms with Changqing for a while.
Mothibi said he reported the incident to the human resources department, but no immediate action was taken against the foreman. He eventually filed a report with the police, which resulted in a case of assault being opened. Following this, Changqing was suspended from work.
The police commander at St. Monica’s Satellite Post, Sergeant ‘Mamarumo Matela has confirmed that a case of assault was opened.
The Penal Code Act of 2012, states that a person who intentionally uses unlawful force against another commits the offense of assault.
The police intervened by arranging several meetings with all parties involved, including the company’s management, in a bid to find a solution. During these meetings, Mothibi made a compensation claim for M100,000.
“I requested that Changqing compensate me for the injuries I incurred, the trauma I experienced, and the potential long-term medical expenses. Speaking through an English translator, he offered to compensate me with M1,500, which I refused. Since the day Changqing assaulted me, I have been unable to work productively due to the pain. Because of this weakness, there is a possibility that I will be laid off in the near future,” he told Newsday.
Mothibi showed this publication a medical report stating he was unfit for work and recommended that he be given 5 days of sick leave.
Speaking to the Human Resource officer Kamohelo Bofelo, she acknowledged the situation but stated that she could not comment further as the case has been forwarded to court.
“The management did not agree to Mothibi’s compensation claim, stating that it was too high. All I know is that the matter has been directed to court for a verdict,” she explained.
She further indicated that the accused, Changqing, remains suspended while the management prepares to take appropriate action against him. “I was only surprised last week (Wednesday) when Mothibi handed over his resignation,” she said.
The complainant clearly expressed that he resigned due to feeling unsafe while working with a Chinese manager who he claimed openly supported Changqing during the intervention meetings held for several just days since the incident.
Nevertheless, LEWA General Secretary Seoaholimo indicated that if an employee resigns due to intolerable conditions created by the employer, it can be considered a constructive dismissal, and the employee may be entitled to remedies.
He said an employee who believes they have been constructively dismissed can take legal action, potentially seeking reinstatement, compensation, or other remedies.
The Lesotho Labour Code provides the legal framework for addressing unfair dismissals, including constructive dismissals.
“The resignation must be a direct consequence of the employer’s actions, not simply a coincidence. These conditions could include things like persistent harassment, discrimination, unreasonable workload, or a hostile work environment,” added Seoaholimo.
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