Geoffrey Ruku, a representative from the Kenya Union of Civil Servants, stated, “There will be another salary increase in July this year.” The new Collective Bargaining Agreement (CBA) aims to address the ongoing cost of living crisis faced by over 300,000 civil servants.

The upcoming salary increment follows a previous pay rise in January 2026, which was backdated to July 2025. The CBA will cover the remuneration review cycle from 2025/2026 to 2028/2029.

Negotiations are ongoing regarding the structure of the salary increment. Officials are discussing whether it will be paid as a lump sum or in phased installments over four years. Ruku emphasized that the Ministry is liaising with the Salaries and Remuneration Commission (SRC) to finalize and sign the CBA.

The new salary structure will include adjustments to basic salaries and leave allowances for civil servants across all grades. The maximum basic salary for civil servants in higher grades (CSG4) is set at Ksh396130, while the minimum will be Ksh185690. Additionally, house allowances for civil servants in Nairobi may reach up to Ksh140600.

This pay rise is expected to offer relief to public servants amid the rising cost of living. Ruku noted, “The upcoming CBA will set the framework for salary reviews and benefits for thousands of public servants nationwide.”

As discussions continue, details on the exact implementation structure of the salary increment are still being negotiated. The government has held several meetings with union representatives to ensure that civil servants receive fair compensation.

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The new rules introduce structured job evaluations and standardized salary bands. This change provides clearer authority to the Salaries and Remuneration Commission (SRC) for enforcing pay structures. Samuel Chepkong’a, a member of Parliament, stated, “We found that the regulations are constitutional and in accordance with the enabling law.” The House Committee on Delegated Legislation backed these regulations.

In the same month, the Teachers Service Commission (TSC) addressed claims of delays in April salary payments. They refuted allegations linking these delays to the Kenya Women Teachers Association (KEWOTA) and a High Court order. A teacher had filed a petition against KEWOTA and TSC over unauthorized salary deductions that began around 2019 without her consent.

The Employment and Labour Relations Court issued a stay order on these deductions pending further proceedings. The TSC allocated Ksh24.2 billion to cover salary shortfalls and health insurance for teachers. This allocation includes Ksh3 billion specifically to settle pending medical bills for educators.

A total of 100,000 teachers have been affected by unauthorized deductions averaging Ksh200 monthly—resulting in total monthly deductions of Ksh30 million. An unnamed teacher remarked, “I categorically state that I have never applied for membership to KEWOTA.” She also noted that many teachers face similar issues across the country.

The approval of these regulations marks the end of a tussle between SRC and various state agencies over pay control. Esther Passaris, another member of Parliament, highlighted that “a fair wage is not a cost; it is an investment in dignity and service delivery.” This sentiment reflects growing concerns about fair compensation within the education sector.

Details remain unconfirmed regarding potential further legal actions stemming from the recent court orders. However, the current state indicates a significant shift in how salaries will be managed in Kenya moving forward.

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