The National University of Lesotho Council has terminated the fixed-term contract of suspended Pro-Vice-Chancellor Associate Professor Kananelo Mosito. The Mosito contract terminated with immediate effect on 3 August 2026.
Staff Reporter
The Council of the National University of Lesotho terminated the fixed-term contract of Associate Professor Kananelo Mosito at its meeting on 2 August 2026. The Mosito contract terminated today. Council dispensed with the required notice period.
The decision relates only to the fixed-term contract. It does not affect his currently dormant permanent and pensionable contract as a member of the teaching and research staff in the Faculty of Law.
Council took the step to safeguard the institution’s governance and stability. It determined that recent conduct of the suspended Pro-Vice-Chancellor had fundamentally impaired the trust and confidence essential to senior executive management.
Council holds sole authority
Section 10(1) of the National University of Lesotho Act, 1992, as amended, vests the governance and strategic direction of the University in the Council. This authority is not discretionary. It is the constitutional foundation of the NUL institutional architecture.
The Council has a fiduciary duty to protect the University’s interests. It alone holds the power to make executive appointments, recognise leadership and determine the governance framework.
No officer or employee, however senior, possesses authority to create their own mandate. No one may unilaterally assume executive office or require University officials to recognise self-declared authority. The assumption of executive powers without lawful recognition by Council is invalid and without legal effect.
“Such conduct does not only destabilize the University, but it also has the net effect of creating multiple and contested centers of power.”
Message to the university community
The University remains fully operational. Commitment to academic excellence and institutional integrity is unwavering. Council and Management are focused on a stable environment for teaching, learning, research and community development.
No staff or officer shall declare themselves to hold an office on their own accord. Such situations are neither permissible nor recognised within the normative and institutional framework of NUL.
The law provides established processes, including mediation, arbitration and judicial relief, for resolving employment disputes. Unilateral declarations and executive directives issued in defiance of Council’s authority are incompatible with the duties expected of any employee, particularly senior officers.
Employee obligations remain clear
Contracts of employment require fidelity to the University. They require respect for lawful authority and adherence to agreed dispute-resolution mechanisms.
The University will not tolerate conduct that seeks to bypass its lawful structures, undermine its governance or threaten institutional stability. Such actions are inconsistent with the
