Category: The Citizen

Dar es Salaam. A new chapter of Tanzanian football history will be written tonight at the iconic New Amaan Complex when arch rivals Young Africans (Yanga) and Simba meet for the first time in Zanzibar in a Mainland Premier League clash kicking off at 8.

15pm. The two giants have faced each other on the islands before, but never in a league encounter of this magnitude.

That alone guarantees history. Whoever wins tonight will become the first to claim a Tanzania Mainland Premier League Derby victory on Zanzibar soil.

This is not just about three points. It is about pride.

It is about supremacy. It is about proving who truly rules Tanzanian football.

Millions across the country will follow every pass and every tackle as emotions rise with each passing minute. Title race at boiling point Yanga sit at the top of the table with 28 points from 10 matches.

A victory would lift them to 31 points and open an eight point gap over Simba. In a league where both sides rarely drop points, such an advantage could shape the entire season.

Simba are third with 23 points and know exactly what is at stake. A win would cut the gap to two points and breathe new life into their title ambitions.

A defeat, however, would leave them chasing shadows and facing uncomfortable questions, especially after last season when two derby losses played a decisive role in costing them the championship. Yanga chasing seven Yanga arrive with confidence soaring.

They have won six consecutive derbies across all competitions, scoring 12 goals and conceding only two while keeping four clean sheets. Tonight they seek a seventh straight triumph that would further cement their dominance.

For Simba this is a night of redemption. A chance to silence critics.

A chance to console their supporters who have endured frustration in recent meetings. The hunger to restore pride could be their greatest weapon.

History for Mwinchui Fifty year old referee Nassoro Mwinchui from Tanga takes charge, becoming the oldest official ever to handle a Kariakoo Derby. His appointment adds another compelling storyline to an already electric evening.

Players who can decide it Simba must find a way to contain Yanga striker Laurindo Aurelio known as Depu, who has scored five goals in four league matches since joining mid season. Prince Dube is another serious threat after netting three times in recent games.

Yanga on the other hand will closely monitor Anicet Oura and Libasse Gueye, both capable of changing the match in an instant. Yanga coach Pedro Goncalves has called for focus and respect, while Simba tactician Steve Barker believes his side is ready to rise to the occasion.

When the whistle blows, past records will not matter. Only courage and composure will.

Zanzibar is ready. Tanzania is watching.

History awaits. .

Dar es Salaam. Tanzania has formally activated three new agricultural growth corridors–Northern, Central and Mtwara–under a single national framework coordinated by the Agriculture Transformation Office (ATO) in partnership with the Agcot Centre.

The consultations, spanning 17 regions, mark the first phase of a nationwide policy sensitisation exercise and lay the foundation for a $100 billion agricultural economy by 2050 under the National Development Vision 2050 (Dira 2050). The rollout builds on the Southern Agricultural Growth Corridor of Tanzania (Sagcot), which mobilised $6.34 billion in investment between 2010 and 2024, benefiting over one million smallholder farmers, putting 1.

3 million hectares under climate-smart agriculture, and creating more than 253,000 jobs. Of the funds mobilised, $5.02 billion (79.2 percent) came from the public sector for infrastructure, energy, roads and rural electrification, while $1.32 billion (20.8 percent) from the private sector supported agribusiness, processing and value chains.

Sagcot officially transitioned to Agcot on April 27, 2025. Consultations were held from February 10 to 24, 2026, in Arusha, Singida, Mwanza, and Mtwara, transitioning Flagship No. 7 of the national Agriculture Master Plan 2050 from planning into full national operations.

The initiative is led by ATO, the Agcot Centre, the President’s Office Regional Administration and Local Government (PO-RALG), the Ministry of Agriculture, and the Ministry of Livestock and Fisheries. “These consultations are not simply policy announcements; they represent the beginning of a generational shift.

By unifying the Northern, Central, and Mtwara corridors under a single national framework, Tanzania is moving from fragmented interventions to an integrated transformation strategy. The goal is clear: build a $100 billion agricultural economy that positions Tanzania as Africa’s breadbasket,” said Geoffrey Kirenga, CEO of Agcot Centre.

Northern Corridor: High-value exports and cross-border trade The Arusha consultation consolidated the strategic roadmap for Tanzania’s gateway for horticultural exports and East African Community (EAC) trade. Priorities include strengthening horticultural value chains, cold chain infrastructure, and export-ready aggregation systems.

Special investments will also boost commercialisation of the livestock sector, including beef, poultry, and aquaculture, with Inclusive Green Growth (IGG) tools ensuring environmental, social, and economic governance compliance. “The agriculture sector has been identified as transformative under Vision 2050 due to its contribution to employment, GDP, and foreign exchange,” said Hon.

Batilda Buriani, Regional Commissioner of Tanga. Central Corridor: Sunflower revolution and the Great Lakes Livestock Hub The Central Corridor, the largest geographically, spans ten regions from Dodoma to the Lake Zone.

Consultations in Singida focused on the sunflower value chain, edible oil import substitution, and drought-tolerant crops. Dodoma and Singida produce over 53 percent of national sunflower output, with production projected to rise from 204,000 to 420,000 metric tons within four years through contract farming and digital information systems.

Mwanza consultations addressed a $200 million livestock development opportunity, including the establishment of the Great Lakes Livestock Hub with modern feedlots and slaughterhouses in the Mwanza Special Agro-Processing Zone (SAPZ). Aquaculture and fisheries also present significant investment potential.

The region accounts for about 30 percent of Tanzania’s rice and has ideal conditions for pulses, fruits, vegetables, and spices. “This is serious work.

Each of us must follow the blueprints, work collaboratively, and ensure tangible results,” said Hon. Halima Omari Ndendego, Regional Commissioner of Singida.

Mtwara Corridor: Diversification beyond cashew Mtwara is prioritising crop diversification. The Tanzania Sustainable Soybean Initiative (TSSI) targets 150,000 smallholder farmers, producing 250,000 metric tons of soybeans annually.

Ruvuma is cultivating 900 hectares of avocado and expanding potato farming. The corridor also emphasises local cashew and sesame processing.

“These regions have major opportunities in priority crops: cashew, sesame, pigeon peas, maize, beans, coffee, soybeans, and tobacco,” said Hon. Zainab Rajab, Regional Commissioner of Lindi.

Financial architecture and blended finance The AMP 2050 targets 70 percent private sector contribution. The Tanzania Agricultural Development Bank (TADB) has disbursed over $203 million in cumulative loans, backed by $66 million from the African Development Bank and $81 million from the French Development Agency (AFD), targeting 20 percent of lending to women and youth.

The Cooperative Bank of Tanzania (CBT), launched in April 2025, serves over 6,500 cooperatives with combined assets exceeding TZS 5.1 trillion.

“The government-private sector partnership is critical for production, employment, and livelihoods. We must create an enabling investment environment,” said Hon.

Said Mohamed Mtanda, Regional Commissioner of Mwanza. Inclusive growth, climate resilience and continental positioning AGCOT’s “Inclusive Green Growth” principle invests in youth and women through the “Building a Better Tomorrow” initiative, targeting 10,00050,000 young agri-entrepreneurs.

Climate-smart practices such as agricultural lime, water-saving technologies, and sustainable land management are central. Drip irrigation could increase production by 8 percent while using 14 percent less water by 2030. Tanzania’s corridors position the country as a key food supplier for Africa, aligning with AfCFTA and the African Food Systems Platform.

In July 2025, Agra Malawi studied the corridor model for replication, highlighting Tanzania’s continental leadership in agricultural policy. “With the sub-national architecture in place and corridor Blueprints nearing completion, Agcot and partners are ready to deploy teams to quintuple agricultural GDP, reshape crops, livestock, and fisheries, and ensure benefits reach women and youth,” said Geoffrey Kirenga.

The first phase of regional engagement is complete, with accelerated implementation, private sector mobilisation, and development partner alignment set to continue, and Blueprints and Greenprints expected by the end of March 2026. .

Dar es Salaam. Discussions between president Samia Suluhu Hassan and a delegation from non-profit organisation Keep a Child Alive (KCA) have set a stage for the construction of 27 modern neonatal wards in Tanzania Mainland and Zanzibar.

The two sides met at State House in Dar es Salaam, on Sunday March 01, 2026, according to a statement issued by presidency. The delegation was led by KCA’s Executive Director, Mr Antonio Ruiz-Gimenez Jr.

According to the statement, the talks focused on strengthening collaboration to improve reproductive, maternal and child health services. The partnership lays the groundwork for building internationally compliant neonatal care units aimed at enhancing services for premature babies.

The initiative will be implemented in collaboration with the Doris Mollel Foundation and seeks to upgrade maternal health infrastructure, increase access to modern medical equipment and help to reduce maternal and neonatal mortality rates. President Hassan said Tanzania has recorded significant progress in reducing maternal deaths, which declined from 556 per 100,000 live births in 2016 to 104 per 100,000 live births in 2022. Over the same period, under-five mortality fell by 36 percent, from 67 to 43 deaths per 1,000 live births.

She attributed the gains to sustained investment in expanding health facilities closer to communities, recruitment of health workers and improved availability of medicines and modern medical equipment. However, she noted that challenges persist in reducing neonatal deaths, largely due to a shortage of specialised neonatal wards.

President Hassan outlined the government’s plan to construct 15 neonatal wards in regional referral hospitals and 20 in district hospitals to meet international standards. The partnership with KCA is expected to accelerate the implementation of that plan through improved infrastructure, investment in modern incubators, training of health professionals and strengthened management of health resources.

President Hassan pledged government support to facilitate the project through technical coordination, allocation of construction sites and integration of the new facilities into the formal health system to ensure sustainability. For his part, Mr Ruiz-Gimenez Jr thanked the President for the warm reception and reaffirmed KCA’s commitment to supporting Tanzania’s efforts to improve maternal and child health services.

President Hassan, who also serves as the African Union Champion for Maternal, Newborn and Child Health, said the collaboration would expand access to safe delivery services, reduce preventable deaths and further strengthen the country’s maternal and child health system. .

Arusha. The Arusha District Business Chairman, Mr Dominic Mollel, remains in police custody as authorities continue efforts to locate Moshi Rural (CCM) MP, Mr Morris Makoi, ahead of a report expected to be submitted to the Speaker of the National Assembly.

On Tuesday, February 24, 2026, before Prime Minister Dr Mwigulu Nchemba, businesswoman Ms Josephine Shirima alleged that the MP and Mr Mollel were involved in the unlawful seizure of assets from her shop. The Prime Minister directed the Arusha District Commissioner (DC), Mr Joseph Mkude, to ensure the property is returned and to address other outstanding matters.

Speaking to The Citizen’s sister newspaper, Mwananchi, on Sunday, March 1, 2026, DC Mkude said Mr Mollel remains detained while the broker accused of taking the property is reportedly on the run and unreachable. Mr Mkude said he had requested the Arusha Regional Commissioner (RC), Mr Amos Makalla, through the Prime Minister, to seek approval from the Speaker to allow the MP to cooperate in the matter.

“I have contacted the OCD, who continues to follow up. The broker is missing; he is uncooperative and has switched off his phone entirely,” he said.

“It is difficult to deal directly with the MP until permission is obtained from the Speaker, as there is a procedure to follow. I have requested the RC via the Prime Minister to apply to the Speaker to allow the MP to cooperate,” he added.

“Essentially, we want the businesswoman’s property returned, as it has been over four years. The broker agreed to show the property, claiming he was on the way, but did not arrive,” said the DC.

Efforts to reach the RC proved futile as his mobile phone went unanswered. Previously, on Wednesday, February 25, 2026, the DC said Arusha Regional Police were holding Mr Mollel while the MP was assisting in locating the broker alleged to have taken Ms Shirima’s assets from her shop at the Arusha bus stand.

“They contacted the MP, who is outside the region, and he provided substantial support in tracing the court-appointed broker tasked with collecting the property,” said DC Mkude. “The assets have still not been returned, but the broker is on the way from Moshi and is expected to present them for Ms Shirima to verify by this afternoon,” he added.

Mr Mkude said the main case will proceed once the property is recovered, as the assets were taken without following legal procedures. “Mr Mollel is detained until the property is recovered.

We have set a deadline for this afternoon, after which Josephine (Ms Shirima) will receive her property in the presence of officials to verify. This does not halt the main case, which will continue against both Mr Mollel and the MP,” he said.

Main allegations On Tuesday, February 24, 2026, while hearing residents’ complaints in the Kilombero area of Arusha city, directives were issued following claims presented by Ms Shirima that the MP and Mr Mollel took her assets. Ms Shirima alleged she was renting a room from the MP in that area, who, in collusion with Mr Mollel, broke into her shop at night and seized her property.

“I had a shop in the small stand area with longstanding disputes. Those allocated plots built shops under a 10-year lease; after it expired, they returned them to the council and began paying rent ranging from Sh500,000 to Sh1.5 million,” alleged Ms Shirima.

“Some sold and moved to Kariakoo but did not remit rent to the council, causing harm and bankrupting many,” she added, noting that the matter is well known to authorities but remains unresolved, requesting help to recover her assets. Before issuing directives, Dr Nchemba asked DC Mkude if he was aware of the matter.

Mr Mkude confirmed he knew the businesswoman and that she had visited his office to complain about the property being taken by Mr Mollel and another individual. “I directed the OCD to open a case so the matter could go to court,” said Mr Mkude, stressing that no authority had authorised the seizure.

The Prime Minister questioned why a case was opened when the property was taken without permission and insisted the assets be returned promptly, instructing DC Mkude to handle the remaining issues after the return. “They must ensure the property is returned by evening.

No one should take property or act on someone’s behalf. Locate Mr Mollel and instruct whoever holds the property to return it today, then handle other pending matters.

I want those documents myself,” he said. Mr Mollel, present at the meeting, claimed Ms Shirima was the MP’s tenant but did not pay rent.

He said they asked the DC to trace 10 non-paying tenants, including her. He said authorities instructed them to follow legal procedures.

The OCD sent police, two vehicles, and a court broker to collect the assets. Ms Shirima, he said, should have collected the property, but could not due to a lack of funds.

However, Ms Shirima objected, saying police were absent when the property was taken and only arrived after the break-in. Mr Mollel was arrested, and only later was her property retrieved.

“The DC said this is theft like any other. Police came; I was beaten, and a case was opened.

I told them these people have power; go on YouTube and watch Mr Mollel threatening even the government. I cannot act,” she said.

“Use proper authorities, investigate; I am not lying, they have harmed many. I have contracts and rent records; I am a citizen of Arusha, born and raised here, and I know what I am saying,” she concluded.

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By Dr Ernest Winchislaus align–justifyMenopause is a normal stage in a woman’s life, yet its impact on work and occupational health remains widely misunderstood and underestimated. For many women, menopause occurs at a time when they are professionally experienced and productive, often holding senior roles and carrying heavy work and family responsibilities.

align–justifyWhen workplaces fail to recognise and accommodate the health challenges associated with this transition, they unintentionally place women’s health, safety, mental well-being, and careers at risk. align–justifyMenopause usually occurs between the ages of 45 and 55. It marks the end of monthly menstrual cycles and is a natural biological process, not a disease.

However, the physical, emotional, and mental changes that accompany menopause can significantly affect how a woman feels and functions at work. align–justifyCommon symptoms include hot flashes, excessive sweating, fatigue, sleep disturbances, joint and muscle pain, headaches, palpitations, poor concentration, and memory difficulties.

While some women experience mild symptoms, others face challenges severe enough to interfere with daily work performance. align–justifyTo understand why menopause has such wide effects, it is important to briefly look at the biology behind it.

Menopause happens because the ovaries gradually reduce the production of two key hormones: estrogen and progesterone. These hormones do much more than control menstruation.

align–justifyOestrogen, in particular, plays an important role in regulating body temperature, sleep, energy levels, and brain function. It also influences chemicals in the brain such as serotonin and dopamine, which help control mood, emotions, motivation, and concentration.

As oestrogen levels fluctuate and decline during menopause, these systems become less stable, leading to both physical discomfort and emotional changes. These hormonal shifts explain why menopause is closely linked to mental health.

align–justifyMany women experience anxiety, irritability, low mood, reduced self-confidence, emotional sensitivity, and difficulty coping with stress during this period. For some, these symptoms are new and unexpected, especially if they have never had mental health challenges before.

Sleep disruption caused by night sweats and insomnia further worsens mental well-being. Poor sleep is strongly associated with anxiety, depression, emotional exhaustion, and burnout, particularly in demanding work environments.

align–justifyFrom an occupational health perspective, menopause is not merely a personal or private issue. The workplace itself can either ease or worsen menopausal symptoms.

Hot and poorly ventilated workspaces can intensify hot flashes and discomfort. Long working hours, shift work, and night duties interfere with sleep and recovery.

align–justifyHigh workloads, tight deadlines, and constant performance pressure increase stress and reduce a woman’s ability to cope with hormonal changes. In such environments, menopausal symptoms are more likely to escalate into significant physical and mental health problems.

align–justifyThe link between menopause, mental health, and workplace safety is especially important in safety-sensitive occupations such as healthcare, mining, security, transport, manufacturing, and construction. Reduced concentration, fatigue, mental exhaustion, and emotional distress increase the risk of mistakes, accidents, and injuries.

Ignoring menopause in these settings is therefore not only unfair to women but also a broader occupational safety concern that can affect colleagues, patients, and the public. align–justifyDespite its impact, menopause remains surrounded by silence and stigma in many workplaces.

Cultural attitudes often discourage open discussion, and many women fear being perceived as weak, unstable, or less capable if they speak about their symptoms. Mental health effects related to menopause are frequently misunderstood as stress, burnout, or poor attitude.

As a result, women may be unfairly judged, disciplined, or overlooked for promotion. Some choose to reduce their working hours or leave employment altogether, leading to a loss of experienced and skilled workers.

align–justifyOccupational health is concerned with protecting both physical and psychological well-being at work. Supporting menopausal women is therefore part of an employer’s duty of care.

Simple and affordable workplace adjustments can make a meaningful difference. Flexible working arrangements allow women to manage fatigue and sleep problems.

Adequate rest breaks, access to drinking water, and better ventilation help reduce physical discomfort. align–justifySupportive supervision and reasonable workloads reduce stress and protect mental health.

Confidential access to occupational health and mental health services enables early support before symptoms become overwhelming. align–justifyCreating menopause-aware workplaces also requires education and leadership.

Managers and supervisors need basic awareness of what menopause is, how it affects both body and mind, and why support matters. When leaders respond with understanding rather than judgment, they create psychologically safe environments where women feel comfortable seeking help.

This not only improves individual well-being but also enhances morale, productivity, and staff retention. align–justifyThere is also a strong social and economic case for addressing menopause at work.

Women in the menopausal age group represent a highly skilled and experienced segment of the workforce. Supporting them reduces absenteeism, presenteeism, and staff turnover, while promoting gender equality and leadership continuity.

Ignoring menopause, on the other hand, comes at a high cost to organisations and society. align–justifyIn conclusion, menopause should be recognised as a legitimate occupational health issue that sits at the intersection of physical health, mental well-being, and workplace safety.

The biological changes of menopause are real, predictable, and temporary, but their impact is shaped by how workplaces respond. align–justifyBy acknowledging menopause, reducing stigma, and implementing supportive measures, employers can protect health, uphold dignity, and retain valuable talent.

A menopause-aware workplace is not a special privilege; it is a reflection of a healthy, fair, and responsible working environment. align–justifyDr Ernest Winchislaus is an Occupational Health and Safety Practitioner.

Email: [email protected] .

Arusha. The Common Ostrich has been crowned Tanzania’s Bird of the Year 2026, winning a closely contested national vote and succeeding the Superb Starling, which held the title in 2025. The world’s largest living bird secured the accolade after emerging ahead of four other iconic savannah species in a nationwide campaign that began in September 2025. The initiative was coordinated by Nature Tanzania in partnership with BirdLife International and Partner fur Und Natur, with the results unveiled ahead of World Wildlife Day, observed annually on March 3.

The 2026 contest featured four prominent grassland and savannah species: the Common Ostrich (popularly known as the Maasai ostrich), the Red-necked Spurfowl, the Kori Bustard, and the Southern Ground Hornbill. Announcing the results at Manyara Ranch Primary School in Makuyuni Ward on Sunday, March 1, 2026, Monduli District, Nature Tanzania’s Communications Officer, Ms Gaudensia Mariki, revealed that the ostrich garnered 303 votes, representing 38.9 percent of the total ballots cast.

“Of these, 186 were online votes and 117 physical ballots,” she said. Its closest rival, the Kori Bustard, often referred to as the “Ambassador of the Plains,” secured 217 votes (209 online and eight physical), accounting for 30.1 percent.

Notably, while the bustard led in online voting, it trailed significantly in physical ballots. The Red-necked Spurfowl placed third with 117 votes (60 online and 57 physical), followed by the Southern Ground Hornbill with 136 votes (132 online and four physical).

Voting was conducted both online and physically, engaging Tanzanians at home and in the diaspora, alongside tourists and bird enthusiasts worldwide. “The winning bird automatically becomes the national ambassador in our ongoing campaign to protect grasslands and rangelands under the theme ‘Rangelands are Not Wastelands,'” said Ms Mariki.

According to her, the initiative aims to promote bird conservation and safeguard critical habitats across Tanzania. Monduli District’s acting tourism officer, Mr Jonas Nyange, welcomed the outcome, noting that the ostrich is among the most common and celebrated species in the area.

“We are delighted that the ostrich won the title. Despite being flightless, it is a magnificent bird that lays the largest eggs in the world and continues to attract international visitors who come to admire and study it,” he said.

A powerful symbol of Tanzania’s savannah, the ostrich is known for its commanding stride and ecological role as an herbivore and insect-eater, contributing to the health of grassland ecosystems. However, conservation experts warn that illegal hunting and habitat loss pose ongoing threats.

Strongholds and global presence Outside protected areas, Lake Natron in northern Tanzania hosts the highest concentration of ostriches, estimated at 330 birds per square kilometre. West Kilimanjaro supports an average of 85 per square kilometre, while the transboundary AmboseliLongidoWest Kilimanjaro landscape, spanning northern Tanzania and southern Kenya, hosts more than 750 per square kilometre.

The species is also found in major conservation areas, including Lake Manyara, Ngorongoro, Tarangire, Serengeti, Mkomazi, and Arusha National Parks. Globally, the population is estimated at around two million, mostly roaming freely across Africa.

In countries such as China and the United States, however, ostriches are largely farmed in captivity. Beyond its ecological role, the ostrich holds deep cultural value among the Maasai.

A traditional leader (Laigwanan) from Esilalei village, Mr Tobiko Lesiara, explained that ostrich feathers are used in youth initiation rites and traditional prayers for rain. “We believe feathers taken from live ostriches symbolise fertility and prosperity,” he said.

Esilalei Village chairman, Mr Leeko Tayai, urged the government to formally recognise the ostrich as Tanzania’s national bird to strengthen conservation efforts, noting that local communities have already taken proactive measures to protect the species. Often referred to as the “Maasai bird,” the ostrich is commonly found in pastoral landscapes where Maasai herders reside.

The Bird of the Year campaign was launched in 2023, with the inaugural title going to the Grey Crowned Crane. The Secretary Bird claimed the crown in 2024, followed by the Superb Starling in 2025. A Standard Seven pupil from Lake Manyara Primary School, Zawadi Shinini, commended organisers for involving students in the campaign.

“Children are the future generation. The earlier we are involved in environmental matters, the better we can protect our natural heritage,” she said.

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Dar es Salaam. The High Court, Dar es Salaam Sub-Registry, has ruled in favour of former National Identification Authority (Nida) officer Njiti Manyumba in his dispute with his employer following protracted legal arguments.

The decision was delivered on Friday, February 27, 2026, by Judge Elizabeth Mkwizu when issuing a ruling on Manyumba’s application for extension of time to seek leave to institute judicial review proceedings out of time. In her ruling, Judge Mkwizu upheld only one of several grounds, namely that there was an alleged breach of the law requiring the Court’s intervention, and granted him 14 days to file his application for such leave.

Manyumba filed Extension Application No 28086 of 2025 against the Chief Secretary (CS) as first respondent, Nida as second respondent, and the Attorney General (AG) as third respondent. According to his affidavit filed at the High Court, Manyumba states that he was employed by Nida on September 10, 2015, as a Registration Officer Grade II, and that his appointment was confirmed by the second respondent on September 30, 2016. However, he claims that on December 14, 2022, he was issued a notice alleging that he had committed three offences between December 2021 and October 2022 and was given 14 days to respond, though the ruling did not disclose the allegations.

On December 28, 2022, he responded, denying all the charges. Still, the second respondent rejected his explanation and formed a four-member Disciplinary Committee, including Nida Human Resources (HR) officer, Ms Edna Wanna.

During the hearing, the employer called no witness, and he attended the disciplinary session without representation, signed the proceedings without scrutiny, and was charged with what he described as unfounded offences. On March 10, 2023, the applicant received a dismissal letter effective January 31, 2023, without being granted an opportunity to defend himself.

He requested the investigation report and appointment letters of the Disciplinary Committee members, but was not provided with them and only received the proceedings, prompting him to appeal to the Public Service Commission (PSC), which dismissed the appeal on February 20, 2024. According to the applicant, his appeal was dismissed without the PSC considering his grounds; similarly, his appeal to the President of the United Republic of Tanzania was rejected without addressing his reasons. During that period, he claims he fell ill and received treatment at the Jakaya Kikwete Cardiac Institute (JKCI) on February 15, 2025, and also faced financial hardship, preventing him from filing court leave applications.

After recovery, he resumed drafting the leave application to enable him to institute judicial review proceedings, but did not complete it due to the General Election and an internet shutdown. In the application, he argues that his dismissal violated Article 13(6)(a) of the Constitution of Tanzania by denying him an opportunity to defend himself, not being heard by the Disciplinary Authority, and refusing to provide the investigation report.

He further contended that HR officer, Ms Wanna, presenting the charges, breached the principle of impartiality by acting as prosecutor and judge simultaneously. Additionally, he alleged legal violations throughout the decision-making process and stated that the President rejected his appeal, relying on proceedings that inadequately addressed his grounds.

Respondents’ reply The first, second, and third respondents opposed the extension application, arguing that no legal breach existed warranting judicial review. They maintained that the applicant failed to justify the 82-day delay from August 15, 2025, to November 7, 2025, and that the reasons given were insufficient to persuade the Court.

They relied on Civil Appeal No 12 of 2018 between Tanzania Revenue Authority (TRA) and African Cargo Handling Ltd, where the Court held that financial or personal difficulties do not justify delay. Regarding illness, the respondents argued that the JKCI letter marked exhibit “K” did not show he was completely prevented from seeking legal remedy and that treatment alone cannot excuse delay.

They also denied the alleged legal breach, stating that the applicant was informed of the charges, responded, appeared before the committee, and signed the attendance register. They denied claims that he was punished unheard, asserting that he was provided with the requested documents, including the investigation report, and possessed the necessary records to appeal.

Judge’s ruling In her ruling published on the Court website on Saturday, February 28, 2026, Judge Mkwizu said leave applications for judicial review must be filed within six months. However, she said that in this case, the applicant failed to comply, relying on illness and an internet shutdown from October 29 to November 3, 2025, which hindered the preparation of documents.

After reviewing the records, she said the illness evidence did not demonstrate how it prevented filing between February and October 2025, nor did it explain the delay in contacting lawyers. “The applicant cites financial hardship as a contributing factor.

But our laws are clear that economic problems or lack of funds are not grounds for extension,” she said. “There is another issue.

He states that after receiving the JKCI letter, he sought advice, yet his affidavit is silent on whom he consulted and the nature of that advice before filing the case,” reads part of the ruling. On the alleged legal breach, the judge said that even without a sufficient explanation for the delay, the existence of a breach may justify an extension.

“The law recognises that where an applicant raises questions of jurisdiction or procedural breach, the Court must consider them in the interest of justice. But not every breach warrants extension,” she said.

“The complained-of breach must be clear and self-evident on the record and not require lengthy inquiry. The Court must satisfy itself that the breach is not speculative,” she stressed.

She stated that paragraph 13 of the affidavit alleges the decision was affected by procedural irregularities, including a denial of equality at all stages of the hearing. She further noted that the applicant complained that Nida acted as both complainant and decision-maker, denied him the right to cross-examine, and withheld key documents.

Although the allegations raise serious issues, she said the law requires that the breach cited for extension be apparent on the record without the need for protracted evidence. Examining the record, she noted that the dismissal letter dated March 10, 2023, indicated termination effective January 31, 2023, clearly showing a legal breach.

The Court therefore found that the application had merit, allowed it, and granted 14 days from the date of the ruling for the applicant to file a leave application for judicial review proceedings. .

Arusha. Aga Khan University (AKU) has conducted a specialised training programme aimed at strengthening early childhood care and development, targeting civil society representatives and other stakeholders working with young children.

The week-long training on the science of early childhood development concluded on Saturday, February 28, 2026, in Arusha. It was organised through AKU’s Institute for Human Development in collaboration with the Institute for Educational Development, East Africa (IED, EA).

According to AKU lecturer, Prof Fortidas Bakuza, the programme brought together national and international organisations, trainers and lecturers from institutions offering courses in early childhood education. “The objective is to build capacity so that stakeholders are able to provide early childhood care and development services based on sound knowledge and professional expertise,” said Prof Bakuza.

He stressed that early childhood care requires specialised understanding and cannot be left to chance. The training, he explained, begins with the science of brain development, particularly focusing on the first 1,000 days of a child’s life — from conception to the age of three.

“There are many aspects that parents and caregivers need to understand, including maternal nutrition, emotional wellbeing and the broader environment in which a mother lives during pregnancy,” he said. Prof Bakuza noted that challenges faced by expectant mothers can directly affect foetal development and, later, a child’s overall growth if not properly addressed.

“When a mother lacks a supportive environment during pregnancy and after childbirth, it can have lasting implications for the child’s development. That is why we believe parents and caregivers must be equipped with the right knowledge,” he added.

Early Childhood Development (ECD) Technical Specialist at the Institute for Human Development, Ms Everlyne Okeyo, said the six-day training also involved participants from non-governmental organisations and caregivers working with children under the age of eight. She said the sessions were grounded in research on child development, with particular emphasis on brain growth and factors that influence balanced cognitive development.

“The training covers the period from before birth up to eight years of age, examining how a child’s environment shapes long-term outcomes in health, education and behaviour,” Ms Okeyo said. She added that the programme seeks to encourage greater investment in early childhood, particularly during the formative years that are critical to lifelong wellbeing.

One of the participants, Ms Fatina Mndeme from Neema Village, said the training would enhance her ability to support children in her workplace, which focuses on infants and children up to two years old. “It will help me improve how we guide caregivers at our centre on responsive parenting and nurturing care for children in this age group,” she said.

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Arusha. Aga Khan University (AKU) has conducted a specialised training programme aimed at strengthening early childhood care and development, targeting civil society representatives and other stakeholders working with young children.

The week-long training on the science of early childhood development concluded on Saturday, February 28, 2026, in Arusha. It was organised through AKU’s Institute for Human Development in collaboration with the Institute for Educational Development, East Africa (IED, EA).

According to AKU lecturer, Prof Fortidas Bakuza, the programme brought together national and international organisations, trainers and lecturers from institutions offering courses in early childhood education. “The objective is to build capacity so that stakeholders are able to provide early childhood care and development services based on sound knowledge and professional expertise,” said Prof Bakuza.

He stressed that early childhood care requires specialised understanding and cannot be left to chance. The training, he explained, begins with the science of brain development, particularly focusing on the first 1,000 days of a child’s life — from conception to the age of three.

“There are many aspects that parents and caregivers need to understand, including maternal nutrition, emotional wellbeing and the broader environment in which a mother lives during pregnancy,” he said. Prof Bakuza noted that challenges faced by expectant mothers can directly affect foetal development and, later, a child’s overall growth if not properly addressed.

“When a mother lacks a supportive environment during pregnancy and after childbirth, it can have lasting implications for the child’s development. That is why we believe parents and caregivers must be equipped with the right knowledge,” he added.

Early Childhood Development (ECD) Technical Specialist at the Institute for Human Development, Ms Everlyne Okeyo, said the six-day training also involved participants from non-governmental organisations and caregivers working with children under the age of eight. She said the sessions were grounded in research on child development, with particular emphasis on brain growth and factors that influence balanced cognitive development.

“The training covers the period from before birth up to eight years of age, examining how a child’s environment shapes long-term outcomes in health, education and behaviour,” Ms Okeyo said. She added that the programme seeks to encourage greater investment in early childhood, particularly during the formative years that are critical to lifelong wellbeing.

One of the participants, Ms Fatina Mndeme from Neema Village, said the training would enhance her ability to support children in her workplace, which focuses on infants and children up to two years old. “It will help me improve how we guide caregivers at our centre on responsive parenting and nurturing care for children in this age group,” she said.

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By Dr Ernest Winchislaus align–justifyMenopause is a normal stage in a woman’s life, yet its impact on work and occupational health remains widely misunderstood and underestimated. For many women, menopause occurs at a time when they are professionally experienced and productive, often holding senior roles and carrying heavy work and family responsibilities.

align–justifyWhen workplaces fail to recognise and accommodate the health challenges associated with this transition, they unintentionally place women’s health, safety, mental well-being, and careers at risk. align–justifyMenopause usually occurs between the ages of 45 and 55. It marks the end of monthly menstrual cycles and is a natural biological process, not a disease.

However, the physical, emotional, and mental changes that accompany menopause can significantly affect how a woman feels and functions at work. align–justifyCommon symptoms include hot flashes, excessive sweating, fatigue, sleep disturbances, joint and muscle pain, headaches, palpitations, poor concentration, and memory difficulties.

While some women experience mild symptoms, others face challenges severe enough to interfere with daily work performance. align–justifyTo understand why menopause has such wide effects, it is important to briefly look at the biology behind it.

Menopause happens because the ovaries gradually reduce the production of two key hormones: estrogen and progesterone. These hormones do much more than control menstruation.

align–justifyOestrogen, in particular, plays an important role in regulating body temperature, sleep, energy levels, and brain function. It also influences chemicals in the brain such as serotonin and dopamine, which help control mood, emotions, motivation, and concentration.

As oestrogen levels fluctuate and decline during menopause, these systems become less stable, leading to both physical discomfort and emotional changes. These hormonal shifts explain why menopause is closely linked to mental health.

align–justifyMany women experience anxiety, irritability, low mood, reduced self-confidence, emotional sensitivity, and difficulty coping with stress during this period. For some, these symptoms are new and unexpected, especially if they have never had mental health challenges before.

Sleep disruption caused by night sweats and insomnia further worsens mental well-being. Poor sleep is strongly associated with anxiety, depression, emotional exhaustion, and burnout, particularly in demanding work environments.

align–justifyFrom an occupational health perspective, menopause is not merely a personal or private issue. The workplace itself can either ease or worsen menopausal symptoms.

Hot and poorly ventilated workspaces can intensify hot flashes and discomfort. Long working hours, shift work, and night duties interfere with sleep and recovery.

align–justifyHigh workloads, tight deadlines, and constant performance pressure increase stress and reduce a woman’s ability to cope with hormonal changes. In such environments, menopausal symptoms are more likely to escalate into significant physical and mental health problems.

align–justifyThe link between menopause, mental health, and workplace safety is especially important in safety-sensitive occupations such as healthcare, mining, security, transport, manufacturing, and construction. Reduced concentration, fatigue, mental exhaustion, and emotional distress increase the risk of mistakes, accidents, and injuries.

Ignoring menopause in these settings is therefore not only unfair to women but also a broader occupational safety concern that can affect colleagues, patients, and the public. align–justifyDespite its impact, menopause remains surrounded by silence and stigma in many workplaces.

Cultural attitudes often discourage open discussion, and many women fear being perceived as weak, unstable, or less capable if they speak about their symptoms. Mental health effects related to menopause are frequently misunderstood as stress, burnout, or poor attitude.

As a result, women may be unfairly judged, disciplined, or overlooked for promotion. Some choose to reduce their working hours or leave employment altogether, leading to a loss of experienced and skilled workers.

align–justifyOccupational health is concerned with protecting both physical and psychological well-being at work. Supporting menopausal women is therefore part of an employer’s duty of care.

Simple and affordable workplace adjustments can make a meaningful difference. Flexible working arrangements allow women to manage fatigue and sleep problems.

Adequate rest breaks, access to drinking water, and better ventilation help reduce physical discomfort. align–justifySupportive supervision and reasonable workloads reduce stress and protect mental health.

Confidential access to occupational health and mental health services enables early support before symptoms become overwhelming. align–justifyCreating menopause-aware workplaces also requires education and leadership.

Managers and supervisors need basic awareness of what menopause is, how it affects both body and mind, and why support matters. When leaders respond with understanding rather than judgment, they create psychologically safe environments where women feel comfortable seeking help.

This not only improves individual well-being but also enhances morale, productivity, and staff retention. align–justifyThere is also a strong social and economic case for addressing menopause at work.

Women in the menopausal age group represent a highly skilled and experienced segment of the workforce. Supporting them reduces absenteeism, presenteeism, and staff turnover, while promoting gender equality and leadership continuity.

Ignoring menopause, on the other hand, comes at a high cost to organisations and society. align–justifyIn conclusion, menopause should be recognised as a legitimate occupational health issue that sits at the intersection of physical health, mental well-being, and workplace safety.

The biological changes of menopause are real, predictable, and temporary, but their impact is shaped by how workplaces respond. align–justifyBy acknowledging menopause, reducing stigma, and implementing supportive measures, employers can protect health, uphold dignity, and retain valuable talent.

A menopause-aware workplace is not a special privilege; it is a reflection of a healthy, fair, and responsible working environment. align–justifyDr Ernest Winchislaus is an Occupational Health and Safety Practitioner.

Email: [email protected] .