An employment tribunal case has brought Kuda Technologies, one of Africa’s fastest-growing digital banks, into the spotlight for allegations of workplace discrimination, harassment, and wrongful dismissal. Rosemary Hewat, the former group chief people officer (CPO) at Kuda, has filed a complaint accusing the company and its CEO, Babatunde Ogundeyi, of sex discrimination, victimization, and unfair dismissal.
Hewat, who held the senior role for nearly three years, claims she was forced out of the company in April 2024 after enduring prolonged mistreatment. The case has been filed with the U.K. Employment Tribunal, and TechCrunch has had the opportunity to review the legal documents.
The complaint sheds light on internal conflicts within Kuda, a company that offers digital banking services to millions of customers in Nigeria and the U.K. It also raises concerns about workplace culture, leadership accountability, and gender equality within Africa’s tech industry.
When contacted for comment, Hewat declined to discuss the case due to ongoing legal proceedings. The full hearing is scheduled for October.
In response to the allegations, a spokesperson for Kuda stated, “It is accurate that Rosemary Hewat, a former employee of Kuda Technologies Limited UK, has made an employment tribunal claim against the company. As this is currently a legal matter, we’re unable to provide any additional information at this time. In line with our current policy and out of respect for privacy, we do not comment on matters of this nature involving current or former employees.”
Hewat, who was hired in August 2021, oversaw global HR operations from Kuda’s U.K. office. The filing details her experience of witnessing and experiencing discriminatory behavior that contradicted Kuda’s diversity, equity, and inclusion (DEI) policy. She alleges that CEO Ogundeyi and other senior leaders undermined her role intentionally, creating a culture of misogyny and intimidation.
One incident described in the filing occurred during a company retreat in Lagos, Nigeria, in December 2023. Hewat claims that Ogundeyi publicly berated two female employees, referring to them as “low class” and criticizing their perceived lack of quality or luxury, which reportedly left them in tears. This incident, according to Hewat, was part of a broader pattern that made the workplace at Kuda intimidating and degrading for her and other women.
The complaint also details Hewat’s exclusion from critical strategy discussions by senior management. In one instance, she was left out of a senior management meeting by the then-COO, Pavel Khristolubov, despite her team being responsible for resourcing decisions on the agenda. When she questioned her exclusion, Ogundeyi allegedly dismissed her concerns, stating that the meeting was focused on product strategy, rendering her presence unnecessary. Subsequently, her team was pressured to implement decisions made during that meeting without her input.
Furthermore, the filing mentions an equity compensation dispute at the heart of Hewat’s complaint. When she joined Kuda, she claims the company offered her employee stock options (ESOP) at its Series A valuation, amounting to several hundred thousand dollars. However, despite multiple requests, she never received formal documentation. When the ESOP grant was finally issued in April 2022, it was based on the Series B valuation, reducing her equity value. Hewat later discovered that the then-CFO had successfully negotiated to revert his shares to the Series A price, a privilege not extended to her.
Hewat raised concerns about this disparity, but Ogundeyi dismissed her request, stating that the CFO’s role was more important than hers. Despite her efforts to address the issue, no formal investigation took place, and Hewat claims that she was denied mediation and her grievances were handled by Ogundeyi himself, leading to an unfavorable ruling for her.
The situation escalated in February 2024 when Kuda abruptly terminated Hewat while she was traveling to Lagos for an executive retreat. She alleges that she was fired during a video call with Ogundeyi, despite informing him of her personal circumstances. Subsequently, she was barred from attending the retreat, which she perceived as a deliberate attempt to humiliate her. Ogundeyi cited economic instability in Nigeria and cost-cutting measures as reasons for her dismissal, claiming it was not related to her discrimination complaint, share allocations, or her relationship with Khristolubov.
Hewat believes that her firing was retaliatory in nature, as she was the only U.K.-based executive to be dismissed. Despite attempts to resolve the situation and discussions of her potential return, the company failed to address her concerns adequately, leading to her resignation in April 2024 due to constructive dismissal.
The legal filing outlines the financial hardship Hewat faced as a result of Kuda’s actions, including unpaid wages and withheld benefits. She is seeking compensation for unfair dismissal, sex discrimination, emotional distress, and the company’s failure to follow proper grievance procedures. The case has significant implications for Kuda’s reputation and its ability to attract top talent, especially in light of increased scrutiny on governance and corporate accountability within African tech companies.
As the legal proceedings unfold, the outcome of this case could shape Kuda’s future trajectory, impacting both its employee relations and standing within the fintech ecosystem. It serves as a cautionary tale for tech companies experiencing rapid growth, emphasizing the importance of addressing internal issues to maintain a positive workplace culture and reputation.
