Rwanda dismisses 123 public servants over misconduct in 2025/26

A total of 123 public servants were dismissed from their positions in Rwanda during the 2025/26 financial year following disciplinary proceedings, according to figures presented to Parliament by the National Public Service Commission (NPSC).

The dismissals accounted for nearly 32 per cent of the 386 government employees who received disciplinary sanctions during the reporting period.

Barnabé Sebagabo Muhire, the commission's acting chairperson, presented the figures during a joint sitting of the Chamber of Deputies and the Senate on Wednesday, 21 October 2026.

The findings were reported by The New Times, which said the disciplinary measures involved various forms of misconduct within public institutions.

The latest figures indicate that dismissal was imposed in approximately one out of every three reported disciplinary cases.

The remaining 263 employees received disciplinary action other than dismissal, although the available summary of the parliamentary presentation does not establish the precise breakdown of those sanctions.

The commission's findings follow earlier warnings about misconduct in Rwanda's public institutions.

At a national conference on professional values and ethics held in May 2026, the NPSC reported that 1,056 public servants had faced disciplinary measures over the preceding four years, including 329 who were dismissed.

The commission identified poor service delivery, unauthorised absence from work, theft, fraud and the use of forged documents among the forms of misconduct encountered over that period.

Those earlier figures covered multiple financial years and should not be treated as an additional set of cases separate from the 2025/26 totals.

What Rwanda's public service rules require

Rwanda's public service legislation establishes professional conduct standards and disciplinary procedures for government employees.

Under the 2020 law establishing the general statute governing public servants, employees are required to maintain appropriate conduct both inside and outside the workplace.

The law distinguishes administrative disciplinary liability from criminal liability. An employee's disciplinary proceedings may therefore be handled separately from any criminal case arising from the same alleged conduct.

A 2021 presidential order on professional ethics identifies grounds for dismissal, including embezzlement, bribery, fraud, forgery, abuse of authority, theft and certain serious failures to perform official duties.

It also provides for dismissal in circumstances involving prolonged desertion of work, subject to the applicable legal requirements.

These are general legal grounds for disciplinary action. The available reporting does not establish how many of the 123 employees dismissed in 2025/26 fell into each category.

Commission calls attention to professionalism

The NPSC is responsible for monitoring compliance with laws and regulations governing the recruitment and management of public employees.

Its mandate includes supervising professional conduct, examining recruitment procedures, reviewing human resource management practices and considering administrative appeals.

The commission also conducts institutional assessments and provides guidance intended to improve compliance with employment laws.

In August 2026, the Ministry of Public Service and Labour and the NPSC held discussions on improving human resource management, workplace professionalism and fairness in public institutions.

The discussions addressed measures to prevent workplace harassment, strengthen recruitment transparency and improve disciplinary procedures.

Officials also emphasised the need to protect employees' rights while holding public institutions accountable for complying with applicable laws.

Fair disciplinary procedures remain important

The scale of disciplinary action has renewed attention on the relationship between professional accountability and the proper administration of public employment.

While public institutions have a responsibility to address misconduct, Rwanda's legal framework also provides avenues for employees to challenge decisions they believe were taken improperly.

Public servants may seek reconsideration of disciplinary decisions and pursue further administrative appeals in accordance with the prescribed procedures.

The NPSC has previously warned that unlawful dismissals and other human resource management irregularities can expose government institutions to litigation and compensation costs.

In September 2025, the commission held discussions with the Rwanda Law Reform Commission on professional ethics, employee disputes and compliance with employment regulations.

The NPSC stressed that consistently applying disciplinary rules and maintaining transparent recruitment procedures are important for reducing disputes and protecting public resources.