Employees' perceptions of fairness are crucial not only for their well-being and job satisfaction but also for the achievement of organisational goals. The organisational justice scale (OJS) by Colquitt (2001) is used extensively for assessing procedural, interactional, informational and distributive justice in the workplace. However, its reliability and validity in the Democratic Republic of Congo (DRC) sample have not yet been documented. The purpose of this study was to assess the construct validity of the OJS on a sample of (N= 201) employees of a manufacturing company in the DRC. Item analysis was performed to determine reliability. The exploratory factor analysis was used to test the dimensionality of OJS sub-dimensions. The first and second-order factor structures underlying the models of organisational justice were tested using the confirmatory factor analysis. The results indicated that the OJS is a reliable and valid measure of organisational justice. The study finds good psychometric properties of the OJS in the DRC organisation work context, therefore, the OJS can confidently be used for assessing justice and fairness perceptions in DRC organisations.