The fraudulent document, which has reportedly been widely shared, falsely purports to offer employment in the authority’s Marketing Department.

However, KRA clarified that the letter is not authentic, despite featuring an official-looking letterhead and referencing internal procedures.

The tax agency further emphasised that all legitimate employment offers are only communicated through verified channels and official correspondence.

These developments come as most taxpayers rush to beat the June filing deadline, with the taxman continuing to push for timely compliance to avoid penalties, even as it steps up enforcement against tax evasion.

KRA revealed it is intensifying its crackdown on small businesses, particularly targeting traders suspected of manipulating mobile money payment platforms to conceal income.

A key tactic under scrutiny involves frequently switching paybill and till numbers to fragment transaction records and make it more difficult for auditors to establish actual sales volumes.

Acting Commissioner-General Lilian Nyawanda noted that the authority has encountered widespread instances of the practice, with compliance teams flagging it during field operations across the country.

Despite such attempts, KRA now maintains that these strategies no longer shield traders from detection, largely due to expanded digital payment systems and enhanced internal data-matching capabilities.

Under a new approach, KRA has introduced pre-filled tax returns, where known income streams are already captured in the system to curb evasion.

This aligns with proposed legal changes that would grant the authority expanded powers, including the ability to override certain tax arrangements to reach more evaders, as outlined in the Finance Bill 2026 submitted to Parliament on Thursday, April 30.

Under the proposed framework, KRA will be able to re-examine transactions and commercial structures that appear designed to reduce tax liability in ways that do not reflect the true economic substance of the deal.

The Federation of Kenya Employers (FKE) is now urging caution over the proposed 7 per cent wage increase, flagging the fragile state of businesses grappling with high taxes, rising costs, and shrinking margins.

FKE Chief Executive Officer Jacqueline Mugo, speaking on Friday, April 24, painted a grim picture of the private sector, noting that many firms are already under pressure, with some restructuring while others shut down completely.

At the Rift Valley branch’s 37th annual general meeting, Mugo made it clear that small and medium-sized enterprises (SMEs) are feeling the heat the most, warning that even modest cost increases could tip them over.

Federation of Kenya Employers (FKE) CEO Jacqueline Mugo addressing the media on January 24, 2025. /DANN MWANGI

“As a federation of Kenyan employers, we are aware that the last review for minimum wage increases was done two years ago," Mugo stated.

"But we are also aware that businesses are struggling, and we will be appealing to the government to balance the interests of businesses and the interests of employees."

At the centre of the dispute is a proposal to align minimum working conditions in the agricultural sector with those set by the general wages council—a shift employers argue could significantly drive up labour costs in an already volatile industry.

Mugo cautioned that such changes risk destabilising agriculture, a key pillar of the economy, and appealed to the administration of President William Ruto to rethink the plan before implementation.

But wages aren’t the only pain point. FKE also called out persistent delays in Value Added Tax (VAT) refunds, warning that the bottleneck is choking cash flow, especially for agribusinesses that depend on steady liquidity to survive.

Despite laws requiring refunds within 90 days, businesses are still waiting far longer, leaving millions tied up and unavailable for operations or expansion.

“Refunds should be processed within 90 days, but this is not happening fast enough. So we are appealing to KRA to refund in time and also expedite the verification process and settle legitimate claims on time,” Mugo stated.

The federation is now pushing the Kenya Revenue Authority (KRA) to fast-track verification and clear pending claims, arguing that quicker refunds could inject much-needed oxygen into struggling businesses.

The standoff comes as labour unions, led by the Central Organisation of Trade Unions (COTU), pile pressure on the government to raise minimum wages. All eyes are now on the upcoming Labour Day celebrations on May 1, 2026, where President Ruto is expected to announce the government’s position.

Employment Losing Favour

Meanwhile, FKE is widening its push, demanding immediate tax relief for both employers and employees. The lobby argues that heavy statutory deductions, combined with the high cost of living, are eroding take-home pay and making formal employment less attractive.

Mugo warned that the ripple effects are already visible, with more Kenyans abandoning traditional jobs in favour of informal work, freelancing, and self-employment. Backing this up, FKE data shows employment has dropped by about 12 per cent, with hiring cuts hitting key sectors including manufacturing, retail, hospitality, transport, and financial services.

Employers blame the downturn on rising energy costs, wage pressures, and complex regulatory demands, which together are squeezing profits and forcing companies to freeze hiring or scale back operations.

FKE is now calling for a more balanced approach, warning that aggressive wage hikes without parallel support for businesses could do more harm than good—potentially accelerating layoffs instead of improving workers’ livelihoods.

The bill, sponsored by Laikipia County Woman Representative Jane Kagiri, aims to boost Kenyan businesses and end over a century of economic exploitation by multinational corporations.

“This bill prioritizes local goods and services, ensuring that Kenyan businesses thrive and foreign companies are held accountable,” Kagiri said.

Under the bill, foreign firms will be required to source at least 60% of goods and services locally, employ 80% Kenyan staff across all levels, including management, and use 100% Kenyan agricultural inputs in their production processes. Companies will also be required to provide mandatory training for Kenyan employees.

Laikipia County Woman Representative Jane Kagiri speaking in a roundtable on April 7, 2026. /GRID CIRCLE

“The Local Content Bill is not just a policy; it is an economic reset strategy,” said Limuru Member of Parliament (MP) John Kiragu during a recent parliamentary roundtable. He emphasized that prioritizing local products could strengthen economic security and keep more money circulating within Kenya.

The legislation targets multiple sectors, including financial and insurance services, construction, transport, logistics, warehousing, security, and others determined by the Cabinet Secretary.

Its objectives go beyond local sourcing, aiming to stimulate manufacturing, enhance agricultural output, create jobs for Kenyan youth, and reduce profit repatriation by multinational corporations.

Panelists highlighted the broader economic impact of the bill. By requiring foreign firms to reinvest locally, Kenya could recover crucial tax revenues and reduce dependency on imports. Everyday examples, such as the importation of sanitary products and agricultural items like potatoes, illustrate missed opportunities for local industries.

Dagoretti South MP John Kiarie stressed that foreign traders have long exploited Kenyan markets. “There’s no reason we should keep importing products that can be produced here,” he said. “This bill is about reclaiming our economy and empowering local businesses.”

The bill also seeks to ensure meaningful participation by Kenyan talent in high-value roles. Panelists argued that foreign-led enterprises must contribute to skill development and national growth, not just profit generation.

Esther Muchiri, a legal drafter involved in the bill, underlined the importance of a strong legal framework for its success. “We need clear definitions of local enterprises, enforceable procurement systems, and compliance mechanisms to ensure that this law truly benefits Kenyan businesses and workers,” Muchiri urged.

By giving local firms access to tenders and contracts, the bill is expected to bolster homegrown supply chains and industrial capacity. Economists argue that such measures could reduce the country’s debt pressures while fostering self-sufficiency and long-term economic resilience.

At its core, the Local Content Bill frames local sourcing not as protectionism but as a strategic investment in Kenya’s economic future.

With Parliament expected to debate and approve the legislation soon, the country may be on the brink of a transformative shift in how foreign businesses operate within its borders.

In a gazette notice dated November 28, Registrar of Companies Damris Lukwo announced that the firms will be removed from the register within three months, as provided under section 894(2) of the Companies Act.

Lukwo explained that to avoid being struck off, company owners must prove their businesses are still active or operational.

Offices hosting the Business Registration Service. /EREGULATIONS KENYA

The affected entities cut across multiple industries — from travel and education to vehicle assembly, telecoms, trading, and more.

"Pursuant to section 894 (2) of the Companies Act, the Registrar of Companies gives notice that the names of the companies specified hereunder shall be struck off from the Register of Companies at the expiry of three (3) months from the date of this publication, unless it is shown that the companies listed below are carrying on business or in operation," the notice stated.

The registrar can dissolve a company for several reasons, including failure to comply with legal requirements such as filing annual returns or operating without proper documentation.

Other triggers for dissolution include insolvency, voluntary winding-up, and cases involving fraud or misconduct.

To reopen after dissolution, a company must seek restoration either through the High Court or directly from the registrar.

During this process, it must show it was still active at the time it was struck off and that no more than six years have passed since its dissolution.

Impact

This new notice lands just two weeks after Deputy Registrar of Companies Hiram Gachugi revealed that 126 companies had already been dissolved and removed from the register. Those firms spanned key sectors including logistics, real estate, manufacturing and retail.

In the same gazette notice, the registrar also listed another 308 companies that could soon face closure if they fail to act.

In a notice issued on Friday, November 21, the company explained that the position entails overseeing road activities, making sure vehicles run smoothly, flagging any incidents or delays, and assisting crew members throughout their journeys.

"SuperMetro Company Ltd invites disciplined, committed and responsible individuals to apply for the position of Road Inspectors for both Day and Night shifts," read the notice in part.

The inspectors will also be tasked with enforcing company rules, prioritising safety, and upholding the strong customer service standards the operator is recognised for.

Two Super Metro matatus plying the Nairobi-Nakuru Highway. /SUPER METRO

According to Super Metro, applicants must have at least a Form Four certificate. Although experience in public transport or road operations is a plus, the company stressed the importance of integrity, accountability, solid communication, and sharp observation skills.

Applicants should also be able to work independently and must be open to either day or night assignments as required.

How To Submit Applications

Super Metro urged interested candidates to submit their applications by Friday, December 5, 2025. Physical applications are to be dropped off at the Super Metro office on the seventh floor of Njengi House along Tom Mboya Street in Nairobi.

The company added that only those who make the shortlist will be contacted once the selection process kicks off.

This comes as Super Metro announced plans to launch a taxi service as it seeks to capture a slice of the growing cab-hailing market, and expand its core business operations.

In a notice posted on its social media pages on Monday, October 13, the Sacco announced that the new service, dubbed SuperGo Taxis, will be launched soon.

The Sacco, which operates more than 500 buses and ferries about 170,000 passengers daily in and out of Nairobi, is banking on its strong customer base to make the new venture a success. With its deep market reach, Super Metro becomes the first matatu Sacco in Kenya to transition into the digital taxi space.

Beyond its matatu business, which operates from 18 stages across Nairobi, including the Central Business District (CBD), Thika, Juja, Roysambu, Westlands, Kikuyu, Kitengela, Ngong, and Kahawa West.

Further, the company has also diversified into parcel delivery, courier services, charter transport, and insurance. 

Super Metro also runs a long-distance line, the Super Metro Executive Coach, which operates on the Nairobi–Kampala route.

The study by Shootday, whose results were shared with Viral Tea, revealed that modelling is Gen Z's most socially visible and desired career, earning a perfect Social Media Interest Score of 100.

The ranking combines online popularity across YouTube, Instagram, TikTok, Facebook, and X with monthly Google search volumes to measure real-world interest.

Artist follows closely with a score of 97.1 and over one million monthly Google searches, underscoring its enduring appeal. Makeup artists, photographers, and bloggers complete the top five, highlighting a strong preference for creativity-driven professions.

Other careers making the top 10 include marketing, singer, personal trainer, dancer, and influencer—a mix of entertainment, lifestyle, and strategic communication roles.

Photo of a woman typing on her laptop. /WHAT'S DANNY DOING

The findings point to a clear generational leaning towards visually led, creative industries. Even traditionally corporate fields like marketing are being redefined through a creative, socially connected lens.

Notably, newer digital-first roles such as influencer and blogger sit alongside traditional creative paths like photography and fine art.

Full List Of The Most Sought-After Jobs For Gen Z

Shootday’s Serge Bejjani noted that the results reflect a shift in how Gen Z defines a “dream job.” "What we’re seeing here is a generational shift in how careers are defined," she outlines.

"For Gen Z, a dream job is no longer just about income stability. It’s about alignment with personal identity, flexibility, and the ability to share your work with the world instantly. The fact that social media interest scores so closely mirror search data suggests these aren’t just passing fads; young people are actively researching how to break into these industries."

Kenya’s job market as of August 2025 remains a mixed picture of modest growth, high informality, and significant youth unemployment. The overall unemployment rate in 2024 stood at roughly 5.2%, according to the Kenya National Bureau of Statistics (KNBS), though some projections for 2025 place it higher at around 7.23%, translating to nearly 1.95 million jobless Kenyans.

Other estimates keep it steady in the 5–5.4% range, depending on the data source. Beneath these averages, the numbers for young people are far more severe—youth under 35 face unemployment levels as high as 67%, with those aged 20–24 at 16.8% and those aged 15–19 at 11.1%.

The structure of employment in Kenya continues to lean heavily on the informal sector. In 2024, about 782,300 new jobs were created, but nearly 90% of them were informal. Overall, 83.6% of all jobs in Kenya are informal, leaving just 16.4% in the formal sector.

Non-agricultural informal work alone accounts for roughly 81% of employment. Kenya’s working-age population stands at about 30 million, with around 20 million employed outside of small-scale farming.

Micro, small, and medium-sized enterprises (MSMEs) are a key driver of employment, providing jobs to 14.9 million people and contributing about 40% of GDP. Labour force participation is around 66–67%, with an employment-to-population ratio near 63%.

The expansion comes amid rising demand for flexible working models, not only in Kenya’s capital but in regional commercial hubs like Mombasa, where IWG recently launched a new HQ location at City Mall, Nyali.

The 1,000-square-metre centre includes private offices, meeting rooms, co-working and creative spaces. Located just off Malindi Road (B8), it offers on-site parking, is 35 minutes from Moi International Airport, and is near Nyali Golf & Country Club. Businesses can also access IWG’s Design Your Own Office service to fully customise their space.

"While the flexible workspace industry is not new to the Kenyan market, IWG’s strategy marks a distinct shift in scale, with rapid expansion made possible by partnering with Kenyan property owners and investors. The company enables local landlords to pivot towards flexible workspace models that are proving more resilient and profitable in the post-COVID real estate climate, with superior returns offered," IWG said in a statement released on Thursday, July 10.

Scenes at the opening of IWG HQ in Mombasa. /PHOTO

“We are establishing a stronger and much-needed footprint in Kenya with the recent opening of HQ Nyali City Mall, Mombasa, and the new locations planned for Nairobi and Kiambu,” said Mark Dixon, CEO & Founder, IWG. He added, “Kenya is a dynamic business hub, and the demand for high-quality flexible workspaces continues to grow. Our model allows businesses to scale up or down cost-effectively, while enhancing employee satisfaction and productivity.”

IWG currently operates 12 centres in Kenya and aims to grow to 20 by year’s end. This includes new locations at:

• HQ The Brick Thindigua, Kiambu (opening August)

• HQ Purple Tower, Nairobi (September)

• HQ Fedha Plaza, Nairobi (October)

• HQ Nairobi Business Park, Nairobi (November)

• HQ I&M Tower, Nairobi (November)

• Regus 1 Park Avenue, Nairobi (November)

Crucially, this growth is being powered by local partnerships that signal a changing tide in Kenya’s property sector.

“Partnering with IWG has been a game-changer for us,” said Bhupesh Rana, Managing Director of Pramukh Tower Limited, which is hosting one of the upcoming Nairobi centres.

He added, “Since joining their global workspace network, we’ve seen significant returns, not just in revenue but in tenant quality and long-term growth. Through our collaboration, we've been able to tap into a global ecosystem while delivering locally relevant solutions that are transforming how, where, and when people work. We’re now considering IWG spaces in other buildings. The momentum is real, and we are excited to be part of this transformative journey.“

In Mombasa, the City Mall location is a result of collaboration with Africa Workspace Hub Limited, whose Managing Director, Anish Doshi, sees the partnership as a pivotal moment for coastal Kenya.

“We are excited to open an HQ centre at City Mall, Mombasa. City Mall is the premier shopping mall in Mombasa and a pioneer on multiple fronts. The mall offers a wide variety with respect to shopping, dining, entertainment, and services, and our partnership with IWG further adds options for those clients wishing to have office space in the mall, from a single desk to a whole office, a much-needed service. This makes the mall even more competitive and responsive to the market, only further enhancing City Mall as the place to be in Mombasa,” said Doshi.

She added, “Through this partnership, we are opening Mombasa and specifically the Nyali area, to the new age of serviced offices. We welcome the global clientele of IWG to Mombasa and to City Mall.”

This approach aligns with wider shifts in Kenya’s economy. Nairobi is cementing its status as an East African tech and fintech powerhouse, while Mombasa is diversifying its economy beyond tourism. The flexible workspace model offers a future-facing solution for both cities, especially as companies seek cost-efficient ways to grow and retain top talent.

Recent research by top academics has revealed that offering employees more flexibility in how and where they work delivers major benefits. These include improved work-life balance, significant cost savings, and better health outcomes. At the same time, businesses adopting hybrid work models also stand to gain from increased productivity to reduced operating expenses and a more motivated, efficient workforce.

A joint study by International Workplace Group (IWG) and workplace consultancy Arup found that hybrid working models can improve productivity by up to 11%. When supported by flexible workspaces, this approach could contribute up to KSh 74.9 trillion (equivalent to $566 billion) in Gross Value Added (GVA) to the U.S. economy each year by 2045, comparable to the entire GVA of Austin, Texas.

As more companies—big and small—shift to flexible and decentralised work models for the long term, the market is growing rapidly. It’s projected that by 2030, flexible workspaces will make up 30% of all commercial real estate. IWG, the global leader in flexible workspaces, enables its partners to tap into this booming industry with the backing of its decades of expertise. Businesses embracing hybrid working models also benefit from significantly reduced overheads, with average cost savings of KSh 1.45 million (around $11,000) per employee.

IWG operates the world’s largest platform for flexible workspaces, offering thousands of locations in over 120 countries. Members have seamless access to all these spaces and a wide range of business services through the IWG app.

With more than 1.2 billion white-collar workers globally and an estimated market opportunity exceeding KSh 264 trillion (about $2 trillion), the shift towards hybrid, decentralised work continues to accelerate. In 2024 alone, IWG welcomed 899 new partner locations and now serves 83% of Fortune 500 companies—a strong indicator of the model’s long-term potential and global appeal.

A photo of Nairobi Business Park on Ngong Road. /PHOTO

Their statement followed incidents where multiple businesses were vandalised during demonstrations, leading to significant losses for owners. Several stores were looted by unidentified individuals participating in the protests.

In a press release on Wednesday, June 18, KEPSA appealed for calm nationwide, saying heightened emotions and growing public tension were contributing to the destruction of businesses.

"We need to ensure that these efforts are not watered down, so that businesses do not shut down due to the escalation of emotions and public unrest," the statement read in part.

A man runs during a demonstration over the death of Kenyan blogger Albert Ojwang in police custody, in Nairobi, Kenya on June 17, 2025. /THOMAS MUKOYA.REUTERS

"To the youth, we acknowledge that you are an integral part of the business community, whether as entrepreneurs, employers, or employees. The private sector remains committed to addressing all concerns that will ensure the lives of all Kenyans are protected and sustainable jobs are created and maintained."

Per the Economic Survey Report 2025, released on Tuesday, May 6, there were some job cadres which paid an average of over Ksh100,000 per month.

Topping the list of earners were employees working for international and extraterritorial organisations like the United Nations (UN). These individuals took home an average monthly salary of Ksh353,048, translating to an annual income of Ksh4.2 million.

Within the public sector, those working in the accommodation and food services industry were the highest paid, earning an average of Ksh249,863 per month.

They were followed by employees in the transportation sector, who earned Ksh217,737 monthly, while those in finance and insurance received Ksh190,652.

Healthcare workers, including doctors, earned Ksh153,478 on average. Other well-paying government sectors included electricity and gas supply (Ksh133,735), scientific and technical fields (Ksh111,964), and wholesale and retail trade (Ksh104,372).

In the private sector, international organisation staff still led in earnings, but next in line were employees in electricity, gas, steam, and air conditioning supply, with an average salary of Ksh205,270.

Finance and insurance workers followed closely with Ksh198,082, and those in administrative and support services earned Ksh164,205 monthly.

Professionals in scientific and technical activities took home Ksh148,955, transport and storage workers earned Ksh144,471, while service industry workers made Ksh119,360. ICT specialists averaged Ksh113,751, and those in health and social work received Ksh107,765.

Below Ksh100,000

In the lower end of the salary scale, those working in manufacturing took home Ksh96,167 per month, followed by ICT (Ksh88,564). Those working in the arts and entertainment sector took home an average of Ksh84,844.

In the public sector, employees in construction took home Ksh78,151 per month, followed by water and waste management (Ksh59,884), education (Ksh59,784), public administration and defence (Ksh57,204), mining (Ksh48,686), and agriculture, forestry and fishing (Ksh47,794).

Private education employees earned an average of Ksh91,078 per month. Other salaries in the private sector included wholesale and retail trade (Ksh88,604), arts and entertainment (Ksh75,770), construction (Ksh72,727), and mining and quarrying (Ksh65,823).

Manufacturing staff earned Ksh59,406, while workers in accommodation and food service made Ksh40,934.

Those in agriculture, forestry and fishing earned Ksh35,065, real estate workers made Ksh30,416, domestic employees (households) earned Ksh29,443, and those in water supply and waste management took home just Ksh29,114 per month.

Dipping Fortunes In Salary Per Kenyan Employee

In 2024, the average Kenyan worker took home less money than at any point in the past five years, despite the ongoing surge in inflation and cost of living. Data from KNBS showed that real annual average earnings per employee dropped to Ksh665,418.2 — the lowest since 2020.

This steady decline from the 2020 peak of Ksh747,083.3 highlights the shrinking purchasing power of workers across both public and private sectors. While there was a small bump in private sector wages, from Ksh686,450.7 in 2023 to Ksh689,300.7 in 2024, it wasn’t enough to offset the broader trend.

The public sector saw a sharper drop, with average pay falling from Ksh625,869.9 to Ksh614,288.7 over the same period.

Some of the hardest-hit sectors included Education, Public Administration and Defence, and Health and Social Work. For example, teachers and education workers saw their average earnings fall to Ksh511,613.9 in 2024, down from Ksh525,542.3 the previous year, and significantly below what they earned in 2020.

The report titled Economic Survey 2025 revealed that the informal sector created 703,700 new jobs, which constituted 90 per cent of all new jobs created, with the exclusion of small-scale agriculture. This is out of 782,300 jobs created in Kenya's economy in 2024 alone.

Further, the total number of self-employed and unpaid family workers within the modern sector was estimated to have increased by 1.8 per cent to 175,500 thousand in 2024.

In comparison, 78,600 jobs were created in the formal sector, and despite reflecting a growth of 2.4 per cent, it is proof that the formal sector, with its unpredictability, is not as appealing to Kenyans as it used to be some years ago.

Kenya National Bureau of Statistics Director General Macdonald Obudho during a past media briefing. /THE INFORMER

Employment in the formal and informal sectors, excluding small-scale agriculture, went up from 20 million in 2023 to 20.8 million in 2024 as the overall nominal wage bill rose by 7.2 per cent to just under Ksh 3 trillion in 2024. 

The private sector accounted for 70.6 per cent of the total nominal wage bill. In the formal sector, nominal average annual earnings per person increased from Ksh 832,700 in 2023 to Ksh 881,400 in 2024.

"Total employment excluding rural small-scale agriculture and pastoral activities stood at 20.8 million persons in 2024, up from 20.0 million persons recorded in 2023. Wage employment in the modern sector increased by 2.4 per cent to 3,213.8 thousand persons in 2024," the report read in part.

"The informal sector created 703.7 thousand new jobs, which constituted 90.0 per cent of all new jobs created, with the exclusion of small-scale agriculture. Further, the total number of self-employed and unpaid family workers within the modern sector was estimated to have increased by 1.8 per cent to 175.5 thousand in 2024."

Still, the modern sector wage employment by industry and sector for the period 2020 to 2024 increased by 2.4 per cent to 3.2 million people in 2024. 

The leading industries in the private sector in 2024, providing the highest employment numbers, were Manufacturing, Agriculture, Forestry, and Fishing, as well as Wholesale and Retail Trade, accounting for 15.9, 14.1, and 12.6 per cent of the total private sector employment, respectively.

Private sector employment in Accommodation and Food Service Activities increased by 6.1 per cent to 102,900 employees in 2024. 

During the review period, other industries that recorded notable growth were: Other Service Activities at 4.8 per cent, Education and Administrative Support Service Activities each at 3.4 per cent.

In the public sector, wage employment registered a growth of 3.1 per cent in 2024 compared to 5.9 per cent recorded in 2023.

"During the year under review, Electricity, Gas, Steam and Air Conditioning Supply recorded the highest growth of 6.9 per cent. This was followed by Human Health and Social Work Activities and Education, which registered growths of 5.5 and 3.8 per cent in 2024, respectively," added the report.

"Industries with the highest employment levels in the public sector were Education and Public Administration and Defence; Compulsory Social Security, which accounted for 45.2 per cent and 34.4 per cent of total employment in the sector, respectively, over the same period."

The Teachers Service Commission (TSC), which is the largest employer in the public sector, registered the highest growth of 5.2 per cent in 2024. Ministries and other extra-budgetary institutions registered an increase of 1.3 per cent, while employment in county governments increased by 2.3 per cent over the same period. 

Employment in corporations controlled by the government increased by 1.2 per cent, while that in parastatal bodies similarly grew by 1.2 per cent in 2024.

The report also examined wage employment by industry and sex for 2023 and 2024, with the Human Health and Social Work Activities recording the highest proportion of females among the total wage employees within the sector, making up more than half of the total wage employees engaged between 2023 and 2024.

"On the contrary, female employees registered the lowest proportion of female employees to the total wage employees within the Mining and Quarrying sector at 13.2 and 14.2 per cent in 2023 and 2024, respectively. This is one of the sectors that missed the one-third gender rule as stipulated in the constitution.  

"The number of females in wage employment increased by 5.0 per cent to 1,226.9 thousand in 2024. The education sector had the highest proportion of females, accounting for 28.6 per cent of all females employed across the industries. Casual employment accounted for 17.4 per cent of total wage employment during the review period," added the report.

The Kenya National Chamber of Commerce and Industry (KNCCI), during the launch of its 2025 Business Barometer report at Serena Hotel, Nairobi on Tuesday, February 4, revealed eight business sectors that were likely to put a hold in terms of recruiting a new workforce.

These sectors included retail and wholesale, professional services, hospitality and tourism, manufacturing and processing, transport, financial services, and mining.

The report, which gathered responses from nearly 2,000 businesses across the country, came amidst concerns about unemployment levels, as slow job creation could further strain an already struggling labour market.

The Federation of Kenya Employers (FKE) revealed on Friday, January 24 that 5,567 Kenyans have been declared redundant over the past three years, though this number could be higher with the employers' body only tracking those losing jobs among its members.

High taxes, inflation, and global geopolitical developments have contributed to these job losses. Moreover, the living standards of employed Kenyans are deteriorating under the President William Ruto regime, the organisation added.

FKE CEO Jaqueline Mugo, while offering advice to the government ahead of the making of the Budget 2025/26, revealed that employers are getting more distress calls amidst a decline in employee take-home salaries.

Federation of Kenya Employers (FKE) CEO Jacqueline Mugo addressing the media on January 24, 2025. /DANN MWANGI

“Since the new payroll deductions were introduced, we've received a lot of distress calls from our members and from employees themselves because the take-home pay is too little and it is below the threshold of one-third that employees are supposed to take home,” Mugo stated.

As of now, the government is deducting Pay As You Earn (PAYE), the Social Health Insurance Fund (SHIF) at 2.75 per cent, the Affordable Housing Levy at 1.5 per cent, and the National Social Security Fund (NSSF) from the salaries of employed Kenyans.

In terms of NSSF, the government from this month started raising NSSF contributions to 6 per cent of the monthly salary, with employers matching the same amount, a matter which is hurting the pay slip just as it was showing signs of recovery in the new year.

For example, a person earning Ksh50,000 has his or her take-home cut down to about Ksh39,617.15, that is before introducing the new NSSF charged at 6 per cent.

The government is taking slightly over Ksh10,000 in levies, forcing Kenyans to adjust their budgets even more and damaging their standards of living because of having to resort to drastic measures to survive. “Living standards of our employees are deteriorating. They are suffering because of the new taxes,” Mugo stated.

According to FKE, employers are facing pressures to meet production costs that are rising with taxes around input products and labour as well.

The manufacturing sector has been especially hit hard with manufacturers made to deal with increased costs due to factors such as expensive energy, high taxation, and the influx of cheaper imports. The result, more than 30 manufacturing plants have closed down between 2014 and 2022.

As though that's not worrying enough, Stanbic Bank Kenya's Purchasing Managers' Index (PMI), which weighs economic factors around the country monthly, has for the last four months of the year shown the manufacturing sector is struggling.

“Our concern is that employers are finding it difficult to comply with the rule. They are supposed to deduct not more than two-thirds of an employee's total earnings each month, but they are in a way forced to be in breach because of the level of deductions,” asserted Mugo.

The employers are urging the State to settle Ksh1.1 trillion in pending bills to alleviate the financial strain on businesses and improve the economic environment.

In a Gazette Notice issued on Friday, January 3, Registrar of Companies Joyce Koech informed Kenyans that several companies offering various products and services, have been officially dissolved and are no longer operating.

"Pursuant to Section 897 (4) of the Companies Act, 2015, it is notified for information of the general public that the following companies are dissolved and their names have been struck off the Register of Companies with effect from the date of publication of this notice," Koech revealed.

The Registrar of Companies did not however disclose the reasons behind the dissolution of the companies. A complete list of the dissolved companies can be found in the January 3 issue of the Gazette, Notice No. 94, on pages 16 to 19.

Offices hosting the Business Registration Service. /EREGULATIONS KENYA

At the same time, Koech warned that 115 more companies would be dissolved within the next three months.

"PURSUANT to Section 897(3) of the Companies Act, the Registrar of Companies gives notice that the names of the companies specified hereunder shall be struck off from the Register of Companies at the expiration of three months from the date of publication of this Notice," the notice read in part.

The Registrar of Companies however invited anyone with an objection to the intended dissolution to present themselves, providing a reason and evidence as to why they should not be shut down.

"The registrar invites any person to show cause why the companies should not be struck off from the Register of Companies," the notice continued.

In the Companies Act, a company may, through its directors or the Registrar of Companies, apply to be struck off the register of companies as it ceases its operations and existence. 

A company might be dissolved in situations where it could be contravening the law or is under liquidation. Many companies that dissolved previously did so due to the stringent regulatory and taxation measures put forth by the government.

The dissolution of the 116 companies will likely see thousands of Kenyans suffering directly and thousands more indirectly, especially those whose livelihoods and that of their families depend on the companies.

Several multinational companies in 2024 announced their exit from Kenya, citing economic uncertainties, shifting consumer trends, and a challenging regulatory environment. Other companies based in Kenya closed down their operations completely.

The recent exodus of global brands from Kenya paints a troubling picture of an economy at a crossroads. Once a beacon of hope for multinational corporations seeking growth in Africa, Kenya now grapples with a challenging business environment as 2025 gets underway.

The situation means that millions of Kenyans are beginning the new year jobless, with the wave of exits raising critical questions about Kenya’s business climate. What is worse is that other companies based in Kenya decided to close shop, worsening the unemployment crisis.

The recent exodus of global brands from Kenya paints a troubling picture of an economy at a crossroads. Once a beacon of hope for multinational corporations seeking growth in Africa, Kenya now grapples with a challenging business environment as 2025 gets underway.

The situation means that millions of Kenyans are beginning the new year jobless, with the wave of exits raising critical questions about Kenya’s business climate. What is worse is that other companies based in Kenya decided to close shop, worsening the unemployment crisis.

Here are companies that halted operations in Kenya in 2024 and what we know of their reasons for exiting the country:

Procter & Gamble (P&G)

The American multinational consumer goods corporation, manufacturing Always and Pampers revealed plans to lay off approximately 850 employees as it prepares to cease operations in Nairobi by December 2024. This decision was driven by the high cost of doing business in Kenya.

Bayer

Bayer is a German pharmaceutical and biotechnology company. In January 2024, the company announced plans to leave the direct drug distribution in Kenya and contract a third party to distribute its pharmaceutical products. 

Bayer offices along Thika Road in Nairobi, Kenya. /EAHEALTH

At the time, the company had over 200 employees in Kenya and other African countries. However, it was not indicated how many employees in Kenya would be affected by the move.

"We are calling this initiative 'Smart Serve', as it is intended to help reach and serve more people in Africa in a more sustainable manner. We shall be leveraging the expertise and networks of a third-party distributor to ensure sustained availability and access of our products and solutions," Jorge Levinson, Cluster Lead for the Pharmaceuticals Division in South East and West Central Africa, stated.

"Through this approach, we strongly believe that Bayer will be better positioned to accelerate access to our health solutions, especially in the family planning, cardiovascular, ophthalmology, self-care as well as OTC [over the counter] therapeutic areas."

Base Titanium

Base Titanium is an Australian company that ventures into mining and had operations based in Kwale County. As detailed in 2023, the company announced plans to close down its operations in Kwale in 2024.

"We have explored all avenues for further extending the life of Kwale Operations. However, despite these efforts and broad support from the local community, we have been unsuccessful in identifying additional mineral deposits of sufficient grade or scale to support a further extension," Managing Director of Base Resources, Tim Carstens stated then.

"The Company’s focus at Kwale now necessarily turns to detailed closure planning and transition to post-mining land use whilst ensuring we continue to safely extract maximum value from the remaining ore reserves."

Foschini Group Kenya Limited Companies

South African luxury fashion brand Foschini shut down its Kenyan operations in April 2024. In a statement, the company explained that the decision was voluntary, following deliberations at a general meeting.

Consequently, liquidators George Weru and Muniu Thoithi were appointed to oversee the process. High operational costs and a dwindling luxury retail market in Kenya contributed to the brand’s exit, according to the announcement.

The South African fashion brand established its operations in Kenya in 2014. The company has over 4,600 outlet stores spread across the globe, dealing in jewellery, footwear, handbags, cosmetics, sporting, outdoor apparel and equipment and Furniture.

Hashi Energy Limited

An East African oil marketing pioneer, Hashi Energy Limited, announced its liquidation process in June 2024. The company, which was once among the big players in the energy sector, faced mounting financial constraints and debt amounting to Ksh5 billion.

Ahmed Hashi started the company as a Kerosene distributor for Chevron Kenya, then known as Caltex Oil Kenya. The company however fell from grace in March 2023 after it announced plans to enter into voluntary administration amid financial difficulty.

The liquidator of Hashi Energy put on sale a 3.00-acre piece of land in Changamwe, Mombasa County, with a lease running for 60 years from December 1, 2009.

Also, a 1.447-acre parcel of land with a 58-year lease from January 1997 was put up for sale. On the other hand, the petroleum company’s 26 plots ranging from 0.075-0.128 acres in Kisumu were advertised for sale, among other properties.

G4S

G4S, one of the leading global integrated security companies, announced in November 2024 that it would lay off up to 400 employees in six months.

The company, which wrote to the Ministry of Labour and Social Protection, termed the ongoing reduction in business trading occasioned by the effects of the harsh economic challenges that have occasioned to reduction in revenue and high costs of running the business as reasons for this decision.

It thus, and regrettably, advised the Ministry of its intentions to declare several positions redundant. "This letter therefore serves as a notice of redundancy pursuant to the provision of the Employment Act, 2007 Section 40 (1)," the letter read in part.

The redundancy exercise commenced on November 4, 2024, which will see approximately four hundred (400) employees based in various locations in Kenya in both categories of management and unionsable cadres lose their jobs between November 4, 2024, and April 2025.

Betsafe

Launched in 2020, betting company Betsafe announced its exit from the Kenyan market, effective May 14, 2024. The company’s CEO, Victor Sudi, attributed the shutdown to excessive taxation on the betting industry. The decision left many of its Kenyan employees jobless.

Since its launch, Betsafe served thousands of users and signed major sponsorship deals worth Ksh270 million with Gor Mahia Football Club and AFC Leopards Football Club.

However, in June 2022, the company terminated its partnership with one year left on the deal out of the three years agreed upon. At the time, both clubs indicated that the betting company cited difficulties in business operations.

Ukwala Supermarket

Ukwala Supermarket Ltd wrapped up its liquidation process on Friday, December 20. Liquidator Peter Kahi gave a thorough report on the liquidation process per the provisions of the Insolvency Act of 2015. 

The retailer filed for liquidation due to outstanding payments to suppliers and the Kenya Revenue Authority (KRA). Its debt had grown to nearly Ksh1 billion against assets worth Ksh19 million. 

Tile & Carpet Centre

The firm indicated plans for redundancies within its production department starting December 6, 2024, citing economic constraints and a decline in production demand as reasons for restructuring.

The overall trend indicates a worrying pattern where companies are either downsizing or exiting the Kenyan market altogether due to high taxation, increased operational costs, and an unfavourable investment climate.

Mobius Motors

Car assembly firm Mobius Motors announced it was shutting down on August 5, 2024. Mobius director Nicolas Guibert declared the company's creditors' voluntary insolvency, citing a stakeholder meeting as the basis for the decision. 

Guibert noted that KVSK Sastry was assigned to manage the liquidation process. “At a meeting of the shareholders held on Monday, August 5, 2024, it was resolved to place the company under liquidation as per Section 393(1) (b) of the Insolvency Act and to appoint KVSK Sastry as the liquidator to wind up the company,” the notice read. 

On Wednesday, August 14, the firm accepted a bid from a new private investor seeking to acquire a 100% stake. 

Invesco Assurance Company

In August 2024, the Insurance Regulatory Authority (IRA) placed Invesco Assurance under statutory management. IRA Commissioner Godfrey Kiptum explained that the move was necessary to stabilize the struggling insurer, which had been facing liquidity issues.

When an insurance company is placed under statutory management, it means that the company is being temporarily overseen and managed by a government-appointed official or body due to financial or operational difficulties.

Invesco Assurance Company had faced financial struggles, including two instances when the insurer was placed under liquidation, and others when it was fined for some offence. In December 2023, the insurer had to rush to the High Court after the IRA stopped it from issuing new covers, following petitions submitted before the IRA by two claimants.

Copia

In June, e-commerce firm Copia ceased operations in six towns after it was placed under administration. The troubled company revealed in a notice to staff that it stopped orders effective May 29 in Meru, Embu, Kericho, Eldoret, Machakos and Naivasha. 

Copia disclosed that the employees in the listed towns would proceed on leave until further notice. More than 1,000 Kenyans lost their jobs after the firm announced redundancies.

Sky Foods Limited (Tree Top)

Seven years after it was acquired by businessman Bernard Njoroge, Tree Top’s parent company Sky Foods Limited was placed under administration on September 26, 2024. Financial mismanagement and mounting debts led to the decision. The official receiver has been managing the company’s affairs and assets.

Benard was part of the sales and marketing team that introduced Del Monte to the market, making millions for the company by overseeing the sale of the products in various countries.

However, he quit his job at Del Monte in 2014, where he was earning Ksh1 million a month, to found Sky Foods. He was inspired to do so after realizing that he was building an empire for other people, yet he did not have any shares in the company.

Look Up TV

The Kenyan media industry, which has been facing adverse challenges, was hit hard by this. On June 7, 2024, Viral Tea in its exclusive story broke the news that Look Up TV shut down its entire newsroom and sent home hundreds of its staffers including reporters and correspondents.

A message to the staff we obtained at the time revealed that the station, alongside its sibling, Muthing TV, officially closed down on Friday, June 7, but their digital platform was to be retained for the next month, during which stories would be uploaded. "After this month, we will officially conclude our operations. Appreciation tokens will be sent to all. We will stay in touch," the message read in part.

The media house faced challenges tied to the rapid digital transformation in journalism, making it difficult to sustain its operations in a highly competitive and evolving industry.

Look Up TV journalist Tende Anyula announced during a live news broadcast while bidding goodbye to viewers and thanking them for their support.

“The six-year journey could not have been possible without you accepting to watch our bulletins and other shows that Look Up TV’s journalists have been bringing to you daily and we thank all your viewers,” he announced.

Standard Group's KTN TV Stations (merged into KTN)

In another exclusive story, we reported that KTN News under the Standard Group Limited was taken off air on August 4, 2024, a move that was part of the measures the embattled century-old media house took in an attempt to stay afloat amid financial struggles.

The media house reported a Ksh1.26 billion loss for the year ended December 2023 noting that its total revenue fell to Ksh2.38 billion from Ksh2.53 billion in 2022. Moreover, the decline was primarily attributed to reduced advertising spending by clients due to the challenging economic environment.

The decision to switch off KTN News caught Kenyans by surprise, sparking mixed debate given that this was the number one 24-hour news channel in Kenya. Since it was launched in 2015, it was associated with current events and affairs facing Kenya.

It was mostly news, updates and stories coverage and was one of the fastest-growing TV stations in Kenya. It had content that included sports, documentaries and investigative series, notably including Jicho Pevu and Inside Story as well as hard-hitting, exclusive interviews.

Other TV brands affected by the shut down included KTN Farmers TV and KTN Burudani TV, among others which were merged with KTN Home, which aired entertainment and lifestyle content. However, the move led to more jobs lost, with journalists who had worked for KTN News quitting the Standard Group for greener pastures amongst rival media entities.

This is in line with the Tax Laws (Amendment) Bill, which was signed into law by President William Ruto alongside seven different bills.

In a notice dated Thursday, December 12, the taxman revealed that the new changes would take effect on December 27, 2024.

"Kenya Revenue Authority (KRA) informs employers and the public that pursuant to the Tax Laws (Amendment) Act, 2024 which comes into force on 27th December 2024, the following changes shall be applicable in the computation of PAYE for December 2024 and subsequent periods," the taxman stated in part.

In line with the Tax Laws (Amendment) Act, taxable income is set to change following the move to make certain contributions such as the Affordable Housing Levy tax deductible. This is to ensure that employed Kenyans get a bump in their take-home salaries at the end of the month.

The amount deductible in determining the taxable income also includes the Social Health Insurance Fund (SHIF) contributions and contributions to a post-retirement medical fund subject to a limit of Ksh15,000 per month.

"Amount deductible in determining the table employment income includes mortgage interest, not exceeding Ksh360,000 per year "Ksh30,000 per month), upon money borrowed by a person from one of the first six financial institutions specified in the Fourth Schedule to the Income Tax Act, to purchase or improve premises occupied by the person for residential purposes," read the notice in part.

"It also includes contributions made to a registered pension or provident fund or a registered individual retirement fund up to a limit of Ksh360,000 per year (Ksh30,000 per month)."

KRA meanwhile informed employers that the following tax reliefs shall cease to apply:

1. Affordable Housing Relief
2. Post-Retirement Medical Fund Relief

Furthermore, KRA also clarified payments that shall be excluded from gains and profits from employment. This includes the first Ksh60,000 per year or Ksh5,000 per month on the value of meals provided by an employer.

An amount not exceeding Ksh360,000 paid by an employer as a gratuity or similar payment in respect of employment or services rendered for each year of service paid into a registered retirement pension scheme shall also be excluded from gains and profit of employment.

"Gains and profit from employment shall not include the value of a benefit, advantage, or facility granted in respect of employment, where the aggregate value is less than Ksh60,000 per year (Ksh5,000 per month)," KRA added.

With these changes, employed Kenyans will get a huge sigh of relief having battled heavy taxation that has seen them earn less, possibly dimming the appeal of having a well-paying job.

However, these changes may not take flight until December 27, 2024, per the new provisions of the Tax Law, which has left financial professionals with a dilemma; whether the new provisions would apply to the whole of December 2024 or from the effective date when PAYE (Pay As You Earn) payroll taxes.

The calculation of PAYE with the new policy has left them at a crossroads on whether the law would apply to December or the last days of the month and whether to process the payroll before December 27 or later. To understand this dilemma, most companies are on the verge of closing for the festive season, some for the rest of the year.

Kenyans thus have two choices; wait until your accountant calculates the payroll before December 27 or after. With the former, you get your salary earlier but take home less, but the latter will see you take home more, but be forced to wait before then, potentially disrupting your budget for the Christmas festivities.

The former will also have to force you to budget wisely for January given that the next payday will be at the end of January 2025. However, starting in January, you'll be accustomed to taking home more in your monthly paycheck as the housing levy will be deducted from payable tax liabilities.

Employees are encouraged to review their tax obligations to understand how the changes will impact their net income. KRA has urged all employers and taxpayers to familiarise themselves with the amendments and reach out for clarification where needed. 

In a special notice, Mudavadi who is also the Prime CS and CS for Foreign Affairs, revealed that the proposed amendments aim to modernize and streamline work permit regulations, advancing national interests through the creation of digital jobs, smoother regional integration, and fairer practices.

He added that the reforms will not only bolster foreign exchange inflows but also solidify Kenya’s standing as a leading international and financial hub.

As a result, the government deleted sections of Class I permits and introduced new changes. Others affected also include classes N, P, Q, and R.

"As part of efforts to elevate Kenya’s role as a diplomatic and multilateral centre, the new Class ‘P’ permit has been introduced. This permit will cater to personnel from the United Nations, diplomatic missions, inter-governmental organizations and international NGOs accredited to or operating in hardship regions within neighbouring countries," he announced in part.

"The reforms also include the creation of Class ‘R’, a specialized permit for citizens of East African Community (EAC) member states. This permit simplifies and consolidates access for all categories of EAC nationals whether investors, professionals, skilled and unskilled workers, traders, farmers, or manufacturers without imposing any charges."

Below are the permits and charges:

Class P

The government has introduced Class P permits that will be given to employees of international institutions like the United Nations and diplomatic missions. The new permits will be processed at $200 (Ksh25,852) in addition to an annual fee of $1,000 (Ksh129,260).

"Those eligible for the new Permit (P) will pay a lower fee but to be charged in United States of America dollars. These workers are usually paid in foreign currency and it is an opportunity for the government to earn foreign currency from them," read the statement in part.

Class N

The new class has been introduced for foreigners residing in Kenya and working for overseas companies.

"This permit caters to digital nomads in the following cadres; ICT Professionals, Project Managers, Editors, Graphic designers, online teachers/tutors, Virtual Assistants, Programmers, App. Developers, Customer Service Representatives, Bloggers, Video Editors, software developers, writers, marketers, consultants, and freelance workers," read the statement in part. 

"This class of permit is issued to a person whose annual income is USD 24,000 (Ksh3,102,240) down from USD 55,000 (Ksh7,109,300), and is proposed fee is USD1,000 (Ksh129,260) per year."

They will also pay a processing fee of $200.

Class Q

For professionals working for religious or non-profit organisations, they will get a permit at Ksh100,000 per year. A processing fee of Ksh20,000 will also be charged.

Citizens of the East African Community

"This proposed class 'R' work permit intends to consolidate all East African applicants together irrespective of their description - investors, professionals, skilled employees, unskilled employees, traders, farmers, manufacturers," Mudavadi added.

"The key qualification will be proof of citizenship of an East African Community State and they will not be expected to pay anything."

Proof of citizenship from an EAC member state will be the sole requirement, reaffirming the regional right to live, work, and thrive across member nations.

With these progressive reforms, Kenya, according to Mudavadi, continues to champion regional cooperation, economic opportunity, and global engagement, making it a hub where partnerships, talent, and investment can flourish.

Prime CS Musalia Mudavadi joining President William Ruto, fellow leaders, and the Interdenominational Pastors’ Fellowship for a heartwarming Thanksgiving and Prayer Service in Kimana, Oloitoktok, Kajiado County on December 1, 2024. /MUSALIA MUDAVADI

This is according to data released by the Kenya National Bureau of Statistics (KNBS), indicating that 92 percent or 14,268 of the 15,252 new six-figure earners in 2023 were women. This aligns with the intention to narrow the gender pay gap at the top level amid the push for salary parity in the workplace.

Comparatively, there were 1,256 new male employees with a monthly pay of over Ksh100,000 last year, a slower growth compared to 13,132 in 2022.

Ndii was responding to remarks by Safina Party Deputy Party Leader and counsel Willis Otieno accusing President William Ruto and his administration of gauging the state of Kenya's economy and the economic status of Kenyans on the availability of basic commodities like unga.

"According to Ruto and his bloggers, the true measure of a nation's economic health is not reflected in corporate staffing decisions but in the prices of basic commodities like unga. For Ruto, the affordability and availability of unga serve as a more accurate gauge of economic well-being, directly impacting the daily lives of citizens," wrote Otieno on X.

Ndii however revealed that the move was a normal situation that takes place in most economies, even though G4S's move of mass layoffs were done in response to extraordinary circumstances.

"In a market economy, businesses start and fail every day. Some hire some fire. Some grow some shrink. We measure economic performance by aggregates i.e. macro level outcomes. As they say, one swallow does not make a summer. Further evidence why the law should be a second degree," Ndii commented.

The company, which wrote to the Ministry of Labour and Social Protection, termed the ongoing reduction in business trading occasioned by the effects of the harsh economic challenges that have occasioned to reduction in revenue and high costs of running the business as reasons for this decision.

It thus, and regrettably, advised the Ministry of its intentions to declare several positions redundant. "This letter therefore serves as a notice of redundancy pursuant to the provision of the Employment Act, 2007 Section 40 (1)," the letter read in part.

The redundancy exercise commenced on November 4, 2024 which will see approximately four hundred (400) employees based in various locations in Kenya in both categories of management and unionsable cadres lose their jobs between November 4. 2024 and April 2025.

"G4S Kenya Limited remains fully committed to the Kenyan Market. We have every intention of implementing solutions that will secure employment for our employees whilst sustaining positive business performance," the company however asserted, adding "We wish to assure the Ministry that we shall adhere to all the minimum legal requirements stipulated for this kind of action."

The announcement by G4S has drawn the attention of many Kenyans including economists and the political class who have expressed mixed reactions towards the decision. While some viewed it as a painful but necessary business decision, others shifted blame to the government.

State Of Kenya Unemployment & Economy 2024

Despite 2024 nearing a close, Kenya's unemployment rate has made for sorrowful reading, with the worsening rate this year reflecting a tough economic environment that has been characterised by a slowdown in business activity and hiring freezes.

Speaking during the Magical Kenya Travel Expo 2024 at Uhuru Gardens in Nairobi, the Head of State revealed that this work permit will allow the professionals to conduct their activities remotely in any part of Kenya as well as spare time to enjoy the tourist attractions and lifestyle that the East African country has to offer.

"I am pleased to announce yet another milestone of the introduction of the Digital Nomad Work Permit specifically designed to welcome global digital professionals, allowing them to live and work in Kenya while enjoying the country's natural beauty and high-quality lifestyle.

"Kenya can be your home where you and your family can experience the wonders of Magical Kenya every day all while serving clients from anywhere in the world on your digital platform and it is the reason we are expanding our fibre optic footprint across Kenya so that from any part of Kenya, you can work because you will be connected.

Digital Nomad Working

According to Investopedia, a digital nomad visa is a document or program that gives someone the legal right to work remotely while residing away from their country of permanent residence.

A digital nomad lives a nomadic lifestyle and uses technology to work remotely from outside their home country.

Although only some countries have visas targeted at digital nomads, many offer visas that are liberal enough to allow nomads to work remotely without becoming residents. 40 regions offer remote working visas, including Anguilla, The Bahamas, Croatia, Spain, Norway, and Colombia, among others.

A digital nomad visa is a type of visa that allows digital nomads to live and work in a foreign country for longer than a normal tourist visa. They may also offer favourable tax schemes for nomads who stay long enough to need to declare a new country as their tax residence.

Although many digital nomads take advantage of lenient temporary residence visas, only a few countries have debuted visas specifically for digital nomads or remote workers. Other countries simply offer visas that work with the frequent moves that many remote workers prefer. Still, other countries have visas that cater to freelancers or entrepreneurs but aren't open to remote workers employed by a foreign company in a full-time capacity.

Both workers and students can use digital nomad visas, although the costs and requirements may differ. For example, the Work From Bermuda Certificate requires scholars to provide proof of enrollment in an undergraduate, graduate, doctoral, or research program with their application. Remote workers or self-employed applicants aren't required to be enrolled in school.

More Regulations To Woo Travellers To Kenya

Meanwhile, President Ruto blew open a door for transit travellers and in a bid to reshape the country's tourism landscape, announced the introduction of a Transit and Long Connection Travelers Electronic Travel Authorization (eTA). 

"We are introducing a Transit and Long Connection Travelers Electronic Travel Authorization (eTA), which enables transit visitors to step out of the airport and explore the beauty of their home away from home. Travellers at the Jomo Kenyatta International Airport, with time between their connections, will now be able to immerse themselves in Magical Kenya instead of waiting at the terminals," he announced.

This policy allows foreign travellers on connecting flights to explore the country without the need for a visa. This decision is part of a broader strategy to attract more visitors and position Kenya as a leading tourist destination in Africa.

President William Ruto exploring an exhibit during the Magical Kenya Travel Expo 2024 at Uhuru Gardens in Nairobi on October 2, 2024. /PCS

KMPDU Secretary-General, Davji Atellah on Tuesday, September 24 issued a statement following the tragic demise of Dr. Desree Moraa, a medical intern at Gatundu Level 5 Hospital, noting that she was working under treacherous conditions that posed a major threat to her safety.

"We regret the untimely passing of Dr. Desree Moraa Obwogi, a young, dedicated doctor whose life was tragically cut short," the KMPDU boss mourned.

"Dr. Desree was working as an intern at Gatundu Level 5 Hospital under very difficult, dangerous and indecent conditions that did not guarantee her safety and overall well-being. Our thoughts and prayers go out to her family, friends, and colleagues who will be forever impacted by this unimaginable loss."

The late Dr. Desree Moraa Obwogi was a medical intern at the Gatundu County Referral Hospital, Kiambu County. /FILE

Atellah lamented that the demise of the medical intern was a sad but glaring manifestation of the broken state of Kenya's healthcare system which has not only been accused of failing to remit and underpay hardworking young doctors but continuously undermining their safety and basic human rights.

According to him, "a workplace should not make workers feel so isolated and desperate that they believe there is no way out."

"The system as designed failed Dr. Moraa and many others who we have mourned before. It is a dangerous system that will continue to wreak havoc on the lives of healthcare workers. We must together resist it," Atellah added in his clarion call.

To get to the bottom of the matter, he called for widespread resistance to a modern-day level of exploitation and challenge embedded structural failures that take a huge toll on the mental health of medical workers, leading to tragic deaths similar to that of Dr Moraa.

"We owe it to Dr. Moraa and every healthcare worker in this country; to demand work environments that prioritize workers' mental well-being, ensure timely and fair compensation, and hold accountable those who perpetuate abuse and exploitation," he vowed, his remarks looking like a revisiting of conversations with the government to push for better working conditions and terms in the medical space in the country.

Speaking at the University of Nairobi during the annual symposium of the Employment and Labour Relations Court, Dr Mutua emphasized that the unit, set to be domiciled within his ministry, will provide a platform for victims of sexual harassment who feel their concerns have not been adequately addressed.

The symposium, which focused on the theme "The Role of the Employment and Labour Relations Court in Fostering the Right to a World of Work Free from Violence and Harassment, Including Gender-Based Violence and Harassment," provided an apt setting for the announcement.

The Labour CS underscored the government's commitment to ensuring safe and fair workplaces, stating that this unit would play a crucial role in supporting victims and enforcing justice.

Dr. Mutua also pledged to push for the ratification of the International Labour Organization (ILO) Convention 190, which focuses on the protection of workers against violence and harassment.

Furthermore, he stressed that his ministry is dedicated to establishing systems that promote fairness for both employees and employers. 

"It's important that employers provide safe working environments, but conversely, workers must also ensure they are productive," he noted, adding "Employees are not slaves to be treated inhumanely, and in the same breath, employers are not aiding missionaries."

The CS called for fairness and prudence in the decisions rendered by the labour court, highlighting the significant impact of these rulings on economic growth and investor confidence.

Additionally, he urged the court to maintain impartiality in all its judgments, advocating for respect in the workplace irrespective of gender, disability, or position.

Dr Mutua also spoke against romantic relationships in the workplace, particularly those involving power imbalances, such as relationships between superiors and their subordinates, and emphasized the need for alternative dispute resolution methods to be enhanced to allow the courts to handle more pressing and complex cases.

Sexual harassment is a major issue affecting many people in the workplace. It applies to both men and women, though men hardly talk about their woes of being sexually abused in workplaces out of fear of stigmatization.

The vice doesn't have to involve sexual behaviour. It can also consist of inappropriate jokes and comments or displays of sexually explicit materials. It also does not have to involve a supervisor as it can be anyone in the office, and the harasser doesn't have to be someone of the opposite sex.

Sexual Harassment in Kenyan Law

In accordance with the declaration of international protection and worker rights, the Constitution of Kenya holds a clause under Article 27, which on the first level prohibits any and all kinds of discrimination in the workplace. It protects every employee working in Kenya from abuse/discrimination from the employer and rights violations.

This section exists in line with the fundamental constitutional right of every Kenyan- every citizen is equal before the law and has the right to equal protection and benefit from the law. Although section 27 doesn’t explicitly mention sexual harassment and punitive measures against such an offence, it forms the basis of workplace rights protection laws.

Section 23(1) of the Sexual Offences Act, No.3 of 2006, defines sexual harassment as “continuous unwelcome sexual advances, request for sexual favours, lewd verbal or physical gestures by someone in authority.”

It goes on to discuss the victim’s response to inappropriate moves will also be used in the legal proceedings later on. If an employee gives into their superior’s perverted demands to save their job, which resultantly creates an uneasy and offending work environment for them, the system will consider it.

Section 6(1) of the Kenyan Employment Act describes sexual harassment as any instance in which a superior or co-worker asks an employee for a sexual favour, such as having intercourse, signing a sexual contract, or engaging in any sexual activity in return for better growth opportunities or favouritism among other employees. Moreover, the use of improper, suggestive language, written or verbal, is also classified as sexual harassment according to the Kenyan Employment Act.

Sub-clause two of the same section mandates every company with 20 or more employees to make and implement a foolproof punishment plan for perpetrators of sexual harassment. Firms also are to clearly state the definition of sexual harassment as defined by Kenyan law in their bill to remove all ambiguities in case of an incident.

The law of Kenya decrees no less than three years of imprisonment or payment of Ksh100,000 or more as a fine for anyone declared a sexual offender. Be it a verbal or physical form of indecent behaviour by a person in authority; the act will be punishable if the alleged perpetrator is proven guilty.

A woman working in an office. /CLASSIC 105

A report by Africa Uncensored titled Fame, Fortune and Freedom; Decoding the Shape of the Dream for Kenya’s Gen Z indicated that the dream job for most Gen Zs is flexible and online, with a majority of them willing to be self-employed or run a business.

22 per cent of them indicated their desire to stand on their own two feet career-wise ultimately, with 12 per cent willing to make their names as TikTok creators and brand influencers.

12 per cent wanted to work as doctors, never mind the doctors' strike that has been stretching for nearly two months now.

Types of jobs preferred by Gen Z. /AFRICA UNCENSORED

The rest desired to work in office jobs(10 per cent), engineers (9 per cent and musicians (8 per cent). Farming ranked on the lower side at 3 per cent alongside online writers, watchmen, boda boda riders and Uber drivers.

Close to 80 per cent of the Gen Z surveyed highlighted that being an influencer is a real job and that they see potential in making a lot of money from it.

The 1,300 Gen Zs were also asked about their most important desires from their current workplaces, with 67 per cent revealing that they are working for money.

However, 33 per cent want mental health as a valuable aspect before accepting a job offer followed by a good vibe, company reputation and remote work.

In terms of morality in the process of making money, 34 per cent revealed that they believed people can make money in the right way while 23 per cent responded that making money was important regardless of how it was done.

19 per cent revealed that they do not judge individuals making money illegally but they would not do it while less than 10 per cent believed that giving bribes is unavoidable in wealth making.

It should be considered that a fair share of the influencer culture has a dark underbelly marred by card fraud, fake lifestyles, forex scammers, and illicit internet work culture in the dark web.

"Approximately 1 in 5 said they wouldn’t judge anyone for making money illegally even though they wouldn’t do it themselves. The ‘do you’ culture seems to affect not just lifestyles but to reflect the overall Gen Z beliefs around their relations with their peers and those they admire.

"About 8% think giving bribes is inevitable if one is going to be able to make money in the course of their hustle. In this instance, Gen Zs tend to poll much lower than the national average when it comes to acceptance of the kickback culture whether to access state or private services in the country," the report read in part.

Africa Uncensored prepared the report in collaboration with Odipo Dev, a full-service insight collective leveraging audience and cultural intelligence to build distinctive brands.

The 1,300 Gen Zs were surveyed face to face. According to demographers and pollsters, Gen Z are those born between 1997 and 2012, and at 27 years of age, the oldest cohorts in the cluster who are now well settled into the workplace.

Undertaken in mid-April 2024, the study covered six counties such as Nairobi, Eldoret, Kisumu, Machakos, Mombasa, and Meru.

A bar graph showing how Gen Zs prefer to build their hustles. /AFRICA UNCENSORED

An alert raised by a netizen in a WhatsApp group and seen by Viral Tea cautioned other netizens to beware of an individual identified by the email address of a government-owned entity which has been on a conning spree and targeting jobseekers to the point of extending to fields such as communications and Public Relations (PR).

Seemingly knowing that their acts may be easily detected, Viral Tea has learnt that the fraudsters employ a new tactic and use referrals, mostly people close to them, in a bid to get them to lay their guard down.

Their main strategy is to eliminate doubt by getting people one trusts to refer them, and then entice them with hefty salary promises. 

In one such instance, a jobseeker who spoke to Viral Tea revealed that the fraudster nearly defrauded him of Ksh10,000 in January after he received a call from someone claiming that he had been selected for a job interview.

However, to get the job itself, the individual required some documents from the jobseeker which would have cost him around Ksh9,500 to obtain, a matter the jobseeker found suspicious.

"I called the boss from the organization where I had done an interview that morning and I was waiting for feedback that afternoon. He actually told me what I submitted to them is what they wanted and they charged nothing for the same," he told Viral Tea.

He noted that he eventually got the job and was meant to report the following day, but not before he called the fraudster to tell him off.

Another jobseeker revealed that the fraudster had an accomplice who was part of a brazen cartel that also allegedly wielded records of Kenya Revenue Authority (KRA) PINs from Kenyans and went above and beyond to trick job seekers into believing that they were official, including the nature of phone conversations.

Another shared a copy of a job offer letter dated February 8, 2024, from the government parastatal which had recommended her to work as a communications officer with a reporting date set for Tuesday, February 20 at 10.30 am for pilot test, contract evaluation and signing.

"Please ensure that you carry your Original I.D. Card, Certificate of Good Conduct, Tax Compliance Certificate, Ethics and Anti-Corruption Certificate, HELB Clearance Form and hardcopies of your original certificates. Please note, as per legal requirement, the management will deduct from you all the statutory deductions e.g PAYE, NHIF, NSSF etc," the letter seen by Viral Tea read in part.

The job seeker further indicated that she was sent the form and instructed to part with some money.

We further learnt that this was a new tactic that arose from the difficulty in getting jobs, with some professionals turning to unscrupulous ways to earn a living. Several job seekers have fallen victim to similar cons and lost thousands of shillings.

Human Resource (HR) experts advise that when job hunting, job seekers need to watch out for deals that look too good to be true because no recruitment process is simple.

According to Knight Frank's Kenya Market Update report covering the second half of 2023, demand for office spaces in the capital has dropped mainly due to the challenging economic conditions that were precipitated by the pandemic.

This is despite Kenya boasting a significant inventory of grade-A office buildings.

Since 2010, the development of these premium properties has steadily increased in response to the growing demand from international investors, governments, diplomatic missions, and multinational corporations attracted by Kenya’s appeal as a top investment destination in Africa.

"One of the primary impacts of the COVID-19 pandemic on the office sector was the transformation to flexible workspaces.

"As organisations transitioned back to the workplace post-pandemic, there was a shift towards adopting flexible workspaces and remote working arrangements. Consequently, companies have gradually embraced these changes, leading to an expansion in the presence of flexible workspace operators," read the report in part.

According to the report, the latest trend however saw Westlands, known for its dominance in A-grade office 
space in Kenya, solidify its reputation as the premier office hub by welcoming new flexible workspace branches.

These include Regus, Spaces, and Ikigai. Spaces, a sister brand to Regus and owned by the global hospitality giant IWG (International Workplace Group), opened its doors on the 14th floor of the iconic GTC (Global Trade Centre) towers, opened officially by former President Uhuru Kenyatta in 2021.

With many companies adopting a remote working culture and workers operating from home, many companies have not expressed interest in renting new office outlets, a matter which has led to monthly prime office rent stagnating at USD1.2 (Ksh187.80) per square unit.

Constructing prime office properties entails significant costs, often necessitating developers to secure loans, many of which are denominated in USD as financiers hedge against depreciation in the Kenya shilling.

"However, due to the persistent loss of purchasing power of the Kenyan shilling against the USD, landlords face losses when collecting rent in KES while servicing dollar-denominated loans. In response to this exchange rate challenge, landlords have increasingly favoured collecting rent in dollars, a trend expected to continue in the long term," added the report.

Despite the prevailing challenging economic conditions, office occupancy rates experienced a notable 5% increase from 71.5% in the first half of 2023 to 76.5% in the second half of the year, largely attributed to a limited new supply of grade A office space in the market and increased uptake of existing A-grade properties.

The report cited major office developments in the pipeline such as the headquarters of Call Centre International (CCI) Kenya in Tatu City, Purple Tower along Mombasa Road and The Atrium in Westlands projected to be completed in 2024 while Sagittarius and Bishop's Road in Upperhill are estimated to be completed in 2025.

Nairobi has historically grappled with an oversupply of office space. This, combined with the rising cost of capital, has led developers to adopt a “wait-and-see” stance towards new investments.

"Consequently, the review period saw minimal office completions, with notable exceptions including the Kanha building in Westlands and the government-owned Talanta Plaza in Upperhill.

"The actual development pipeline remains limited, with the majority of projects being speculative in nature," added the report.

The Talanta Plaza at Upperhill, Nairobi. /ABABU NAMWAMBA

This was captured in findings resulting from a survey done by Infotrak titled January Voice of the People released on Monday, January 22 which showcased three key methods the Kenyan youth are relying on to navigate the tough economic environment in President William Ruto's regime.

Among those leading in seeking additional jobs are Kenyans aged between 18 and 26 years at 52 per cent, followed by their counterparts aged between 27 and 35 years at 47 per cent.

Additionally, those aged between 27 and 35 years were cutting down on non-essential expenses with their younger counterparts in the 18-26 category deciding to take out loans.

5 per cent of Kenyans in the 18-26 category resorted to using credit cards to cope with the tough economic times. 

A credit card is a payment card, usually issued by a bank, allowing its users to purchase goods or services or withdraw cash on credit. Using the card thus accrues debt that has to be repaid later.

In terms of gender, more men than women were resorting to seeking additional employment or sources of income, that is 47 per cent for men against 42 per cent for women.

The same case went for cutting back on non-essential expenses (44 per cent men, 38 per cent women), however, women led in terms of taking out loans at 21 per cent compared to men at 15 per cent.

More women than men were also reported by Infotrak to be utilising community resources such as food banks and shelters as well as borrowing money from friends and family and using credit cards.

Overall, 45 per cent of Kenyans were resorting to side hustles compared to 41 per cent cutting non-essential expenditures to navigate the high cost of living.

"Getting a side hustle (45%) and reducing non-essential expenditure (41%) are the main coping strategies adopted by Kenyans to cope with the economic hardships," the report read in part.

By now, many companies in Kenya and around the world are entering the office party season towards the end of the year as either they have held one, holding one or planning to hold one soon.

Many of us will digress from our usual series of interviews, filing paperwork, attending meetings and meeting deadlines among others and talk about the end-year office party.

As you are reading this, most companies are planning to treat their staff to an end-of-year party this week or next week. Office parties are a chance for you to have fun and network with colleagues as well as other professionals in your industry or the corporate industry at large.

Google throws an annual holiday party for its associates in India in 2014. /EVENTFAQS

However, this is not any ordinary party where one can just let loose anyhow.  Attending an office party requires a delicate balance between enjoying yourself and maintaining a professional demeanour.

Viral Tea takes a look at some dos and don'ts to keep in mind:

Dos:

RSVP (Respond If You Please)

Respond to the invitation on time, indicating whether you'll be attending. While some companies restrict invitations to those within the company, others allow you to bring a friend or two, but it is best advised to let the company know in advance.

Check the invitation to see if guests are allowed. If not specified, ask the organizers in advance rather than assuming it's acceptable to bring someone along.

Dress appropriately

Follow the dress code specified for the event. If there's no specific dress code, opt for professional and polished attire. Find out what everyone is wearing to the party and match it to your outfit.

You don’t want people talking about what you wore weeks or months after the party, which can be fodder for office gossip into the new year.

As for the ladies, you don’t want to dress seductively as it is still a business event. Revealing clothing is not appropriate around your superiors. Think beyond the event to the image you would like your co-workers to retain of you in the next year.

Arrive on time

Be punctual, and if you're running late, let someone know. Avoid arriving too early as well, remember, this is an office party.

Arriving late, however, is not an option and could have you missing out on all the fun. Arriving on time allows you to say hello to everyone and also passes a positive message about you.

Make sure you attend the party as failing to make an appearance at an event you have been invited to is considered to be rude. However, if for some reason you are unable to attend the party, inform the planning committee in advance.

Mingle and Socialize

Even if you’re shy, try to step outside your comfort zone and get to know your colleagues and clients better. There are few times when everyone will be as relaxed and receptive.

Instead of sticking like glue to your ‘work spouse’, be brave and make an effort to mingle with as many guests as possible. You never know what friendships or new opportunities might come from flexing your networking muscle.

The end-of-year party also allows you to mingle with your leaders, peers and line managers on ‘level ground’. While it may feel informal, it is not the time to speak informally to management about it. If you have been trying to have a meeting or call with the CEO for months with no luck, this is an opportunity for you to talk to her/him for a few minutes.

The end-of-year party is also an excellent opportunity to cement relationships and to get known in a good way. Talk to your co-workers and bosses about work issues in a positive and complimentary light.  Focus on achievements for the year and fun things you remember.

Be sure to acknowledge all your co-workers, and especially your superiors and their associates. Even if there’s someone you don’t like, it’s best to have a quick chat with them.

Business people sharing a glass of champagne. /OFFICE HEROES LEAGUE

Build Rapport

Strive to build a positive rapport with your workmates. The end-of-year party presents you with an opportunity to get to know your co-workers in a more relaxed environment, which in turn can help you build effective working relationships when you return to work.

You may find out that Wanjiru from accounting (whom you don’t like) is not that difficult to deal with after all! Besides, an office party also offers a great way to relax.

However, moderation is important. Remember this is a professional event and getting wild and crazy may not be in your best interest.

Also, participate in activities, meaning you can join in on any organized activities or games. It's a chance to bond with your colleagues in a more relaxed setting.

Moderate alcohol consumption

This is one rule that Kenyans everywhere are fond of breaking. Yes, the drinks may be paid for by the company but by all means, remain sober. Alcohol lowers your inhibition and it blocks out that inner voice that helps you decide not to do the wrong thing.

The end-of-year office party is not the place to try what you have never done before – from drinks to food. Stick to your usual beer and ‘nyama choma’ if you have to. Well, maybe there will be no ‘nyama choma’ but the point is, do not try out drinks/ food that you have never tasted before. This will save you from many embarrassing moments.

It is easier to make nasty comments about your colleagues or even your boss/supervisor that you may not have said while drunk. So, always drink in moderation and always make sure you have eaten before taking any alcohol.

Note: Do not drink and drive.

Thank the organizers

If your office party is organized by a specific team or individuals, express your gratitude for their efforts in putting the event together. Just like an event, organising an office party is tough work.

Express appreciation, especially if your colleagues or superiors have supported or helped you during the year.

Lastly, follow up: After the party, consider sending a thank-you email to the organizers or colleagues you interacted with, expressing your gratitude and sharing positive feedback.

Don'ts

Declare your romantic intentions

Before you declare your unbreakable love for Joan from Accounting, remember that you will have to see this person at work on Monday.

Take a reality check by asking yourself: Do I fancy them? How much have I had to drink? Will I regret this in the morning? If you fail the reality check, which you probably will, then under no circumstances should you make your move.

When it comes to dancing, keep it formal. Do not touch people in ways that can be misinterpreted, or say things that are considered demeaning or sexually provocative.

Be boring & gossip

Your work party is the perfect opportunity to down tools and have some well-earned fun after a long year. So try not to spend the whole party discussing office politics.

Like you, your colleagues, staff and clients will have a life outside of the 9-to-5 grind. Exercise your curiosity and ask about their families, hobbies and interests. You might just find you have something in common besides a talent for crafting PowerPoint presentations or publishing news stories in record time.

Also, avoid negative conversations about colleagues or work-related issues. Keep the tone positive and light-hearted.

In light of gossip, avoid oversharing personal information. While it's good to be friendly, avoid disclosing overly personal details that might make others uncomfortable and in some cases, use it against you.

A good rule of thumb for office parties (and life in general)? If you can’t say something nice, say nothing at all.

Isolate yourself

Make an effort to socialize with colleagues, even if you're naturally more reserved. Avoid spending the entire event in isolation.

Addicted to your phone? Sorry, but it is anti-social and disrespectful to your workmates to spend the night glued to your phone. Resist the urge to scroll, or worse – upload overly ‘festive’ photos to social media, by turning your phone off and keeping it somewhere safe until it’s time to order your Uber.

Leave too early

Leaving the party too soon may give the impression that you're not interested in being part of the team or celebrating with your colleagues. Stay for a reasonable amount of time, at least until any official proceedings, games and award ceremonies have concluded.

If you don’t want to be crowned the office party animal, quietly leave when the going’s still good. This implies you leave when you’re still having fun, but before you make any bad decisions.

Be too reckless

As stated above, keep in mind that this is a professional event and getting wild and crazy may not be in your best interest, especially in this era of smartphones.

You do not want a photo/video of a ‘drunk you’ dancing to Rema's Calm Down on top of a table while hurling insults at your boss/supervisor going viral on social media. Your reputation or career will never recover from this and you might lose your job, worse yet, if you are a guest, this could ruin future opportunities for you.

Imagine the embarrassment you would feel if you walked into an interview and the interviewer said, “You look familiar…I remember you from somewhere….uh huh…aren’t you the drunk guy from XYZ Ltd’s office party?”

Setting for an end-of-year office party. /SGM EVENTS

Speaking during the official opening of the Youth Connekt Africa summit held in Nairobi, the Head of State admitted to going into loggerheads with employers who still subscribe to the idea of traditional jobs.

According to him, this implied dressing in official wear that includes a tie and a suit on some occasions, going to an office which could be several kilometres away from home and an employer having his exclusive office space within a company.

Ruto argued that the employers appeared allergic to the new norm which has seen a rapid shift in workplace culture which includes among others dressing casually to the office and in other cases, working remotely.

President Ruto calls out employers forcing their employees to return to physical offices#ViralVideos#YouthConnektAfrica2023 pic.twitter.com/lD4Ocy9I14

— Viral Tea Ke (@ViralTeaKe) December 9, 2023

"The trouble I run into sometimes is that there are people who are used to traditional jobs. They believe that a job is when you have a tie, you've gone to an office and you have a boss sitting somewhere.

"They cannot fathom that you can be in a t-shirt, in your home, in your house and you're working," he slammed.

Reportedly, 90 percent of companies plan to implement return-to-office policies by the end of 2024, according to an August report from Resume Builder, which surveyed 1,000 company leaders, with nearly 30 percent stating that their company will threaten to fire employees who don’t comply with in-office requirements. 

However, when companies force people to return to the office, they destabilize their workforce which ultimately hurts the company seeking to retain and motivate talent. 

Here are four ways a mandated return to office damages the workforce:

• Higher attrition. 42 percent of companies with return-to-office mandates suffered more employee attrition than they had anticipated, according to a Unispace report.
• Harder recruiting. 29 percent of companies enforcing office returns struggled with recruiting
• More turnover. 76 percent of employees will quit if their companies pull the plug on flexible work schedules, according to a Greenhouse report.
• Perceived pay cut. Workers view an end to flexible work as equivalent to a 2 percent to 3 percent pay cut.

Furthermore, to express his dissent against companies clinging on to old office beliefs, President Ruto slammed a court ruling compelling Kenyans working in foreign organisations to get appointment letters.

"We have a very interesting case in Court in Kenya where the court has ruled that if you are working in Nairobi for a company in the US, you must get an appointment from the company in the US.

"Do you know how ridiculous that is? Are you interested in a letter of appointment or are you interested in working and earning a salary?" he posed, though without mentioning the court that had issued the ruling.

Ruto believed that the ruling was outrageous and showed how current laws were yet to accept the new norm in the workspace brought about by technology.

As a result, he announced that his administration was working on amending part of the Constitution of Kenya which aims to recognise remote jobs and working from home in the country, adding that remote and online jobs would open up the youth to several untapped opportunities.

"We have a new model of jobs that our laws did not see. Shortly we will be changing the law in Kenya so that we can appreciate that there are remote jobs.

"What matters is that you are working, it does not matter whether you are wearing a suit, or your hair is combed. What matters is you know what you are doing and you're doing it well," he added.

According to the National Guidelines on Workplace Mental Wellness report obtained by Viral Tea, the committee will be appointed from within the organization responsible for implementing and evaluating the workplace mental wellness program.

This will be guided by the Kenya Mental Health Policy 2015-2030 and all existing mental health policies and laws and occupational health and safety.

Health CS, Susan Nakhumicha during an engagement with USAID on November 30, 2023. /MINISTRY OF HEALTH

The committee will include members who will represent Mental Health Professionals, Human Resource Management, Trade Union Representatives, Occupational Health and Safety and Finance and Administration

Also included will be members representing persons with lived experience, Mid-level and Senior Management and any other officers as may be deemed necessary by the appointing authority.

"Membership will have a minimum of five and a maximum of nine members. The members will serve for a term of at least three years, with the possibility of renewal for one term," the report read in part.

Should the recommendation sail through, the committee will be responsible for developing the organization’s Mental Wellness policy and program for approval by management, developing an annual work plan for management approval and planning the promotion and prevention activities.

The committee will also determine a care and referral pathway, plan training for staff and managers on mental health, substance use and psychosocial issues, identify prevention priorities, interests, and needs of staff and disseminate relevant information, education, and communication (IEC) materials

Furthermore, the members will be charged with advising management on effective approaches to support mental wellness, undertaking periodic reviews of the wellness policy and conducting regular surveys on mental health at the workplace.

"The development of a workplace mental wellness policy will need to be guided by a situational analysis that describes the baseline mental health status of the organization.

"Subsequently, an effective communication strategy must be employed to ensure staff are aware of this policy. This will be followed by the appointment of wellness champions who will interact with affected staff and the management to ensure the program is accepted and embraced," added the report.

The committee will also draft a costed work plan, and an accompanying itemized budget for approval by the leadership, a work plan that will include clear tasks to be performed, expected milestones, deliverables, budgetary requirements and the timeline.

With approval from the leadership, the committee led by the finance expert will explore the budgetary resources available from the organization. Where the internal resources are deficient, the committee will explore other sources of funds, such as applying for grants and partnering with organisations. 

A 2021 report titled Kenya Mental Health Investment Case by the Ministry of Health estimated that in 2020, mental health conditions cost the Kenyan economy Ksh62.2 billion.

These annual costs included Ksh5.5 billion in health care expenditure and Ksh56.6 billion in lost productivity due to premature mortality, absenteeism, and presenteeism.

Furthermore, the report found that mental health challenges among public servants greatly affected their performance and productivity thereby leading to poor delivery of services to members of the public.

With the modern workplace continuing to evolve, the relentless pursuit of success and productivity has unintentionally made companies overlook the mental well-being of their employees.

Read also: Toxic Workplace: 15 Signs It's Time To Quit Your Job, According To ChatGPT

In their press statement dated Friday, November 24, FKE lamented that the changes as a result of the Finance Act have had an overall negative impact on cash flows.

Financial positions of enterprises have also been negatively affected, which include the direct impact on the payroll, impact on demand for general wages review, risk of business closure and increased laying off of employees.

"The weakening of the shilling has aggravated the situation further and has adversely affected businesses that rely on imports, including imports of machinery and equipment necessary for our manufacturing industries.

FKE CEO Jacqueline Mugo speaking during the release of the Skills Needs Survey report on November 21, 2023. /FKE KENYA

"The Kenya shilling lost 21% of its value between 13th September 2022 and 22nd November 2023. The exchange rate of the Kenya shilling against the USD has hit a high of 152.45 compared to 121.05 at the same time in 2022. This has been largely attributed to capital flight and reduced inflow of foreign currency due to the low value of exports," stated FKE in part.

The employers body further lamented the dire state of employment in the country, noting that it is still reeling from the aftereffects of the Covid-19 pandemic and many are yet to regain the financial muscle.

It revealed that on a daily basis, it receives notifications from employers regarding their intent to declare redundancy, adding that between October 2022 and November 2023, 70,000 jobs have been lost in the formal private sector, according to a survey FKE undertook to determine the impact of the increased costs on jobs.

"40 per cent of employers have reported that they are planning to reduce the number of employees to meet the increasing costs of operating in Kenya," FKE warned.

The body also lamented that the cost of capital in the country remains high making it hard for the private sector to operate. This cost has been affected by various factors such as interest rates, inflation, market conditions, and government policies.

"On 26th June 2023, the Central Bank of Kenya raised its benchmark rate by 100 basis points to 10.5% in 2023, bringing borrowing costs to their highest since August 2016. This has made the cost of credit to businesses go beyond reach thus affecting business growth," added FKE.

"The overall year-on-year inflation rate as measured by the Consumer Price Index (CPI) was 6.9 per cent, in October 2023. Credit risk remains elevated with Gross Non-Performing Loans (NPLs) to Gross Loans Ratio standing at 15 per cent at the end of the third quarter of 2023, an increase from 13.3 per cent recorded at the beginning of 2023."

The increase in business costs has largely been driven by tax measures, global geopolitical developments, and climate change, and even though FKE revealed that Kenya may not be able to have much control over global geopolitical developments and climate change, the country can work on its tax measures to reduce the cost of doing business in the country.

FKE thus called for the review of the Value Added Tax (VAT) on Petrol, PAYE and Corporate tax. 

"We propose that the VAT on petrol revert to 8 per cent as it was before the enactment of the Finance Act 2023. The increase in VAT on petrol has a regressive effect on the economy," FKE urged.

"We also appeal to policymakers to consider reducing the PAYE to a maximum of 25 per cent. This is because food inflation remains the highest contributor to the cost of living."

The enactment of the Finance Act, of 2023 introduced a raft of tax measures in what President William Ruto's government said was to expand the tax base to increase revenue base and save the country from overreliance on loans.

Other than the doubling of VAT on fuel from 8 to 16 per cent, the new Act required Kenyans to make a monthly contribution of 1.5 per cent of their gross pay towards the affordable housing programme. To reverse the negative effects of the new taxes on the cost of doing business, FKE proposed that the government review the taxation model and cap the amount at Ksh5,000 as was initially proposed.

The Federation also called for a review of the corporate tax to the previous 25 per cent from 30 per cent to help attract investors and help corporates plough the money back into their businesses and create more employment.

"The additional investment will result in more tax revenue. In addition, we seek the removal of the minimum turnover tax. This tax is going to exacerbate informality and destroy micro businesses that employ 84 per cent of wage employees in Kenya.

"Businesses are closing down, and we are seeing employees increasingly becoming working poor. We are currently in a situation where businesses are not able to meet their operational costs and at the same time employees are not able to make ends meet," the employers body added.

According to the Skills Needs Survey Report 2023, 49.1 per cent of companies want effective written and oral communication, which they believe is the most lacking social skill among job applicants.

Critical thinking and teamwork were ranked second and third respectively at 41.7 per cent and 25.7 per cent.

"Social skills such as effective communication (49.1%), critical thinking (41.7%), teamwork (25.7%), and time management (23.4%) were identified as crucial by the surveyed enterprises," read the report in part.

Other skills identified include creativity (22.1%), problem-solving (21.1%) and conflict resolution (20.7%).

In terms of a fast-paced work environment, the technical functioning of employees is an asset at the workplace.

From the survey, FKE revealed that 36% of the respondent enterprises identified management skills and computer use proficiency as the most lacking social skills in job applicants. This was followed by mastery of foreign language (28%).

"In establishing the actions taken by organizations in order to reduce non-proficiency among the staff, the findings revealed that most of the organizations (73.1%) organized for training.

"Other actions included implementing performance assessment and benefits (45.3%), Changing /improving supervision (34.9%), carrying out new recruitments (25.5%) and changing work organization (12.1%)," added the report.

Other actions included carrying out appraisals, counselling, assigning duties daily and giving deadlines for different tasks,

Also included are coaching and mentorship, carrying out employment engagement surveys, staff transfers, on-the-job training, reshuffling of workers, promotions and career development and team building.

FKE referred to a 2019 research which highlighted ten suggested solutions that can help minimise the skills and training gaps for industries and other organizations to be successful.

The ten suggested solutions to address the causes of skill and training gaps and mismatch between available jobs and potential employees are increasing science, technology, engineering and mathematics (STEM) education and diversity in the STEM industry

Employers were also urged to be involved in curriculum development with college students recommended to improve their communication skills through extramural courses as well as effective training for new employees upon employment;

"Learning how to learn skills by students through professional development; Effective marketing of available jobs.

"Companies to invest in training and development of new and old employers; Effective and efficient estimation of STEM worker demand," added the report.

Also suggested was clarity on the skills employers need; as well as participation in externship and on-the-job training by educators.

Those who indicated that their organizations training their staff were asked to indicate the mode of the training their staff go through. From this, 56% of Kenyan companies encouraged on-the-job training, with 53.7% organizing internal courses, seminars or workshops.

44.3% organized external courses, seminars or workshops, 24.6% preferred self-directed studies and 15.7% exclusively participated in online courses administered by external facilitators

These trainings were offered in partnership with training institutions and other institutions offering training services as indicated by 58.9% of the companies sampled in the survey.

The survey, designed to capture the changing demands for skills, specifically targeted FKE members across diverse sectors, with a robust participation of 521 enterprises.

The report is titled the Skills Needs Survey and was released on Tuesday during a media event in Nairobi attended by local media houses including Viral Tea.

FKE revealed that most companies are struggling to retain staff and not hiring new prospects to bolster their operations due to the lack of qualified candidates in their region of operations.

Also blamed for the job freezing was high salary expectations by candidates coming as companies face economic downturns coupled with the high cost of living currently experienced across the country.

FKE CEO Jacqueline Mugo during the release of the Skills Needs Survey report on November 21, 2023. /MARVIN CHEGE.VIRALTEAKE

"Among the reasons for non-employment or retention of staff was lack of qualified candidates in the companies’ region was singled out as another top cause (29%) and high salary expectations by candidates (26%)," stated the report in part.

”With technological changes, labour market dynamics are evolving faster than ever and the mismatch between workers' skills and those required by available jobs has become a top priority policy concern. As such, many employers report difficulties finding suitably skilled workers, even though the unemployment rate is high," FKE CEO Jacqueline Mugo weighed in during the release of the report.

Furthermore, the report exposed some of the consequences of skills deficits experienced by enterprises. They included inhibition of business expansion (25%), loss of revenue 24% and loss of customers or market share (21%).

On the bright side, however, the FKE report shed light on the steps companies are taking to compensate for the lack of skills required to drive their companies in the digital age, which in many cases leads to staff haemorrhage, some of which has made headlines.

"Some of the measures by enterprises in bridging skills gap includes training employees to increase their competence (48%) and employing new staff who are already in the Kenyan job market (27%)," added the report.

The survey further confirmed that 20% of the enterprises had hard to fill vacancies. As such, most of the companies resorted to employing job applicants with qualifications lower than what they were looking for.

The findings revealed that 2% of the positions in the enterprises were hard to fill with most of the positions being in the Manufacturing sector.

"Most hard-to-fill vacancies requiring a TVET skill level are in architecture, building and construction (2.3%), engineering (2.3%) and transportation, distribution and logistics (2.9%) while those that mostly require first level university education are in information & technology (7.1%) and finance and business management (7.3%).

"Most hard-to-fill vacancies requiring a master’s degree qualification are in media, communication and public relations (1%) while those that mostly require a doctorate degree qualification are in science and mathematics (0.4%)," added the report.

The study concluded that the most demanded skills among employers were Engineering skills offered by TVET institutions specifically computer and software engineering, electrical and electronics engineering and mechanical and production engineering.

The hard-to-fill vacancies requiring a university-level education were information & technology and finance and business management.

Statistics as well as reality on the ground point out that the Kenyan job market is worsening by the day as employment opportunities continue shrinking and job losses go on the rampage owing to difficult business environments and shifts in work techniques, mostly to digital.

During COVID-19, close to 1.7 million nationals lost their well-paying careers which pushed them to menial jobs.

The only trend that has seemed to remain in the job market is that you become attractive to future employers when you're already employed, as compared to when you are jobless.

Two men stalking a woman at work. /FOTOSEARCH

It is against this backdrop that many employees choose to remain in jobs to earn a living and in anticipation of bigger opportunities, despite those jobs overworking and underpaying them as well as stagnating them.

However, circumstances may force someone to leave the comfort of a monthly cheque to brave the unknown even if it means struggling to afford the bare necessities as working in a toxic environment has the potential to cost you your life.

A 2020 study in the International Journal of Environmental Research and Public Health determined a toxic workplace "can be detrimental and lead to unnecessary stress, burnout, depression, and anxiety among the workers." Further, it found that negative employee well-being will spread to other workers and bring down the quality of the work they do.

The study also found the inverse: Employee well-being increases work performance, and a workplace that actively supports employees "brings sustainability to organizational performance."

A toxic working environment makes your job tiresome and you constantly have no energy to work. Monday mornings and any other mornings are your worst part of the week and in some cases, the toxicity may be subtle.

Ever heard of the phrase "when you love your job, you never have to work a day in your life"? Stories of Kenyans' experiences in toxic workplaces have been on the rise on social media platforms as they continuously come out to expose oppressive behaviours by both local and foreign employers in the country.

Leaving a toxic workplace is often a challenging decision, but it can be necessary for your well-being and professional growth.

As such, Viral Tea consulted Chat Generative Pre-trained Transformer, popularly known as ChatGPT, a fast-growing Artificial Intelligence (AI) platform and provided us with 15 signs that it may be time to consider leaving a toxic workplace:

1. Consistent Negativity: If the workplace is filled with constant complaining, gossip, and a generally negative atmosphere, it can be emotionally draining.

2. Poor Leadership: If the management or leadership team is ineffective, unsupportive, or engages in abusive behaviour, it can be a major red flag.

3. Bullying or Harassment: If you experience or witness bullying, harassment, discrimination, or other forms of mistreatment, it's a clear sign of a toxic environment.

4. High Turnover: Frequent employee turnover is often a sign that the workplace isn't conducive to long-term employment. If colleagues are leaving left and right, it may be time to consider your own exit.

5. Lack of Growth Opportunities: If your career has stagnated, and you don't see any room for growth or advancement in the organization, it might be time to explore new opportunities.

6. Excessive Workload: Consistently being overworked, facing unrealistic expectations, or feeling overwhelmed can take a toll on your physical and mental health.

7. Micromanagement: If you're constantly being micromanaged and not trusted to do your job, it can be frustrating and demoralizing.

8. Toxic Colleagues: Toxic colleagues can be just as damaging as a toxic work environment. If you're dealing with constant conflict or undermining behaviour, it can be a strong indicator to leave.

9. Health Issues: If the workplace is causing or exacerbating physical or mental health problems, such as anxiety or depression, it's a serious sign that it's time to go.

10. Violation of Values: When your workplace's values and ethics clash with your own, and you're asked to do things that make you uncomfortable or go against your principles, it's a sign that it might be time to move on.

11. Lack of Recognition: If your hard work goes unnoticed and unappreciated, it can be demotivating and lead to job dissatisfaction.

12. Financial Strain: A toxic workplace can sometimes lead to financial difficulties, especially if you're not being compensated fairly, or your expenses (e.g., therapy, health costs) due to stress increase.

13. Lack of Work-Life Balance: If the job consistently intrudes on your personal life and you have no work-life balance, it can negatively affect your overall well-being.

14. Feeling Trapped: If you feel trapped in your job and dread going to work every day, it's a clear sign that it's time to look for a healthier work environment.

15. Inconsistent Policies: If policies are constantly changing, and there is a lack of consistency and transparency in how the workplace is managed, it can create frustration and confusion.

Remember, it's important to carefully evaluate your situation and consider your personal circumstances before making a decision.

Leaving a job can have significant consequences, so it's often a good idea to have a plan in place and explore new opportunities before making the move. In Kenya, leaving a job in the middle of an unemployment crisis can carry huge risks as not only do opportunities come in low frequency, but you also find yourself competing against millions of job seekers.

Additionally, seeking support from friends, family, or a career counsellor can be helpful in making the decision to abandon your workplace. Remember, no paycheck is worth your life.

The ruling was made after Scoline Anyango Ojung’a moved to court to sue Nairobi Womens Hospital, her employer, who terminated her on the basis of her religion.

Ojung'a had revealed to the court that she is a practising Seventh-Day Adventist (SDA), meaning Saturdays are considered her days of worship, or Sabbath Day in simple terms, in line with her faith.

A Seventh Day Adventist (SDA) church in Nairobi. /PEOPLE DAILY

“Consequently, Seventh Day Adventists do not work on this day. In order to observe this practice, the Claimant states that she asked the Respondent to excuse her from work on Saturdays," read the judgement.

Ojung'a had disclosed that she entered an agreement with her employer which allowed her to work the first Saturday of every month and after that allocate subsequent Saturdays in the month to her worship.

She further noted that she was willing to work on Sundays as the hospital was in operation seven days a week as an essential service provider.

"To compensate for the Saturdays that she was going to be off duty in any given month, the Claimant indicated her availability to work on Sundays since the institution works seven days a week," read the court papers.

On February 23, 2018, she sought to be excused from a meeting that was to take place the following day as the event not only clashed with her worship day but also threatened to interfere with church activities she had scheduled on that day.

As a result, she sent a text message to a member of her employer’s management team on the matter, only for her request to excuse herself from the meeting to be rejected.

Ojung'a thus termed the refusal to allow her to attend her worship day as a violation of her freedom of religion.

The ELRC deemed unfair the hospital's decision to terminate Ojung'a's employment for failure to attend the meeting that coincided with her prayer day.

"I have observed in the preceding parts of this decision, it is clear to me that the Respondent not only terminated the Claimant’s employment without valid reason but also violated the Claimant’s freedom from discrimination and freedom of religion," the court ruled.

The ruling set another precedent in terms of promoting a healthy work-life balance and aims to bar employers from intruding on the personal time of their employees at any given point.

On January 25, 2023, Nandi Senator Samson Cherargei introduced the Employment (Amendment) Bill, 2022 which sought to impose a heavy Ksh500,000 fine on employers or a one-year jail term, or both in the event they call them outside regular working hours.

The Bill sought to amend Section 27 of the Employment Act, 2007 to introduce ‘the right to disconnect’ by employees, effectively giving workers the power to ignore work-related calls, messages and emails during out-of-work hours.

It also pushed for employers to put in place a policy to explain circumstances when they may contact employees during out-of-work hours and specify the nature of compensation for employees who work beyond the regular working hours.

The bill also sought to bar punishment by employers on employees who fail to heed to their demands of working overtime.

Speaking to Citizen TV's Jeff Koinange during the JKLive show, Owalo believed that Kenyans do not need permanent jobs, especially from the government, in an era of digital technology.

According to the ICT CS, the country was venturing into the newfound gig economy where one for instance can work at a certain job in the morning, another in the afternoon, and the last one during evening hours while earning an income and growing the career of oneself.

“We are going to have a gig economy, which is a situation where you can be working for three different entities at the same time," he stated.

ICT CS, Eliud Owalo speaking during a meeting with the UNDP Innovation Officer in the Regional Bureau for Africa, Dr Eleni Z. Gabre-Madhin, and the UNDP Resident Representative, Anthony Ngororano on June 28, 2023. /FACEBOOK.ELIUD OWALO

“It does not make sense anymore in this era of technology for somebody to be working for one individual under permanent and pensionable terms.” 

The CS further noted that the government was laying down the necessary infrastructure to accommodate the fast-growing tech sector which will blow open a window of opportunity for Kenyans.

Owalo reckoned that President William Ruto's government can leverage digital technology to generate 1 million jobs for the youth.

“We have the potential of creating 1 million jobs through digital laboratories for the youth. We have had meetings with Members of Parliament and County Assemblies to set the digital labs at every ward,” Owalo explained his vision to tackle unemployment.

Despite the court order, businesses expressed worry regarding the doubling of value-added tax (VAT) on fuel products to increase operating costs, as it will raise energy, transport and manufacturing costs.

Also in the spotlight is the contentious Housing Levy whose introduction via a 1.5 per cent monthly rate on workers' salaries will see the employers having to match the same amount, which threatens to increase wage costs.

"There is a trend among some employers of quiet hiring, where HR professionals look for potential hires on online platforms based on social engagements and so on, so be proactive in the communities you find yourself in and be careful about the kind of content you post," Yusuf Saleh, a Human Resources (HR) strategist, revealed during a Citizen Digital Twitter space on Tuesday, July 4.

What Is Quiet Hiring?

Quiet hiring is when an organisation leverages current employees' capabilities to acquire new skills without recruiting new full-time staff. This allows employers to keep a steady headcount by focusing instead on nurturing and promoting in-house talent and can also give current employees the chance to upskill and experiment with new tasks.

While it can refer to bringing on short-term contractors, it usually means giving current employees more responsibilities beyond their current job description. Some examples include moving to other positions or taking on different projects internally.

According to Gartner, this focus on mobilising internal talent to address organisational needs can be a win-win for both the company and the employees. If done correctly, it can fulfil employees’ career aspirations and boost their loyalty while keeping payroll costs under control.

However, the pitfalls of quiet hiring lie in asking too much from employees who may already feel overworked and burning out - a key reason behind the 2022 trend of quiet quitting - or in giving them extra responsibilities beyond their current job description without a proper promotion or raise.

How to benefit fully from quiet hiring

Quiet hiring can also help reduce the pressure, for employees, of having to apply for a new role in a competitive job market.

Instead of having to compete with external candidates, workers can be approached for new opportunities within their organisation based on their skills and expertise. This can provide a sense of stability while offering opportunities for professional development.

However, as organisations continue to adopt quiet hiring, it is essential for employees to remain vigilant and ensure that they are not being taken advantage of.

“If the company asks you (an employee) to switch to some other role looking after evaluating your work and if you feel that the role being offered is of a better grade, then do state your conditions concerning work hours and internal appraisal,” an HR expert told CNBCtv18.

However, quiet hiring is not meant to exploit employees but rather to offer them space for professional growth, meaning organisations must strike a balance between building employees’ skills and protecting their well-being, a matter that could successfully give their organisations a distinct competitive advantage.

In a Twitter thread, Njoroge, who was Azimio la Umoja's ICT chief and handled matters dealing with technology in the August 9, 2022, general elections, recounted his meeting with six wealthy men where he posed a question to them regarding why they were not creating job opportunities, especially for the youth in the country.

In response, one of them allegedly pointed an accusing finger at the unemployed Kenyans claiming that they were 'thieves', describing his own experience running a manufacturing and trading business.

"They burst into laughter as if I have said something funny, then one said 'The people shouting no food and jobs are all thieves!!' I was like really!! He continued……”I run a manufacturing business and a trading business.

East African Data Handlers. Group MD and CEO, George Njoroge. /THE INFORMER

"The biggest challenge in my manufacturing business is not Kenya's power or infrastructure, the biggest challenge is getting honest workers," he wrote.

Njoroge further explained that his fellow bosses hire prospects who appear to be on a mission to steal as much as possible from the company, referring to inflated voices, recording less than the actual number of units produced, among ways he claimed they find in their power to beat the system. 

He further revealed that most of the fraud uncovered is committed by a group of staff who collude with each other across all departments; from production to sales, to finance, and even top management. 

"There was a year I overhauled management 3 times in a year. But I've found a solution. I now use Indian expatriate management. They are more competent, so honest and so straightforward. 

"I thought they were expensive at first with all the visa fees, accommodation, and house staff, but now that losses due to staff theft have been reduced to a minimum, and efficiency increased, the Indian management has turned out to be cheaper than the previous African management," he went on.

Since that move, he noted that he allocated sensitive positions to the Indian employees, leaving the Africans with non-sensitive positions, further sympathising with indigenous Kenyan companies which hire so many Indians at the expense of their fellow citizens.

Njoroge shared that his biggest challenge in the trading business is getting honest staff, a form of trading he adds occurs in the open market and involves staff having access to huge sums of money running into a few millions of shillings. 

"I know how much I pay to security companies to provide escorts for the staff, not to prevent robbery, but to ensure that the staff go straight to the bank to deposit the money after the day's sales and not disappear with my money.

"This money spent on security companies is even enough to be declared as profit. We have to spend on CCTV, biometric scanners and other things that wouldn't be needed if staff weren't looking for the slightest opportunity to steal," he went on.

He noted that the situation worsened to the point that he made honesty his main criterion for employing staff over the likes of competency, certificates and skills which can be learnt over time.

Njoroge then revealed why some investors abroad are hesitant in setting up businesses in Kenya, citing a lack of trust.

"We always complain about the economy and how there are no jobs. I know people abroad who would have loved to set up job-creating businesses in Kenya or across different African countries but they can't because they can't get any trustworthy person to run it

"I know people in Kenya with so much money, they want to start factories and other job-creating businesses but they can't because they are occupied elsewhere and can't get any trustworthy person to run these businesses. So instead of investing in the real economic sectors and creating jobs, they'll just opt to buy treasury bills, while the thieves are shouting no jobs and foodstuffs too expensive," he added.

He reiterated that the dishonesty that was barring efforts to address the unemployment crisis was the same deterring African organisations from contributing towards the growth of the continent and the creation of millions of jobs.

"Many big businesses would have been born in Kenya or East Africa if we could engage in partnerships, but we can’t because you can't trust anyone. Start a poultry farm and they will be stealing your eggs. Some will even go ahead to be killing the chickens so that they'll be allowed to take them home.

"Start an Events entertainment company or tourism ticketing or even gaming centre at your village shopping centre and they'll be pocketing your money and diverting your potential customers elsewhere," he went on.

He argued that profits increase by 10 times when a business owner is within the presence of his firm compared to when he is away from his firm, adding that "Because they're eating your money and eating their future."

"Buy and lease out a vehicle to a driver to use and watch as he'll finish you completely and your vehicle is actioned by the bank. Start a restaurant, the same thing will happen. More than half of the total food ingredients will end up in their personal kitchens," he continued.

Njoroge opined that even attendants in ordinary kiosks, or village supermarkets will find a way to steal from the small investors, referring to some local supermarkets which had crippled businesswise owing to employee theft. 

"You'll see every employee quote their evil mantra, i.e. the wicked saying "That a person eats where they work." Just imagine, justifying theft at work, killing their own jobs and the development of the business. And you'll see these people point their crooked fingers at politicians when they're not any different. 

"I usually say the reason most Kenyans haven't stolen billions of government money, is simply because of lack of the opportunity. The few honest Kenyans, both in government and the private sector, are looked upon as stupid people," he continued.

Njoroge concluded by calling for honesty to be taught to pupils and students as part of the Kenyan school curriculum for businesses to thrive successfully.

Both his Twitter statements amassed over 997,100 views cumulatively and triggered mixed reactions, with several netizens alleging that the dishonesty was a result of poor working conditions and low pay, among others.

A video shared by Citizen Digital showed huge queues consisting of thousands of candidates outside the security firm's headquarters in Embakasi seeking to fill 150 slots.

G4S was seeking to employ Kenyans in positions like Courier clerks, controllers, Customer service, Security Officers, and credit controllers, among others. 

Some were seen to be clad in suits and ties, while others wore official dresses while braving the cold weather in their quest to get the advertised job positions.

Here is the video:

Thousands of Kenyans turn up for a job interview at G4S headquarters in Embakasi, Nairobi to fill about 150 slots pic.twitter.com/kFCu8UnnYg

— Citizen TV Kenya (@citizentvkenya) June 16, 2023

"Na bado hustler government inataka kujengea watu manyumba (and the hustler government still wants to build houses for people) instead of creating an enabling environment that can create job opportunities," multimedia journalist, Marvin Gakunyi led Kenyans in reacting to the clip on Twitter.

"But why did they shortlist such huge numbers for only 150 slots?" Lawrence Kitema wondered.

A user, Jon Reacher, responded "They don't shortlist. You just avail yourself. Then they use different criteria kuchuja wasee (to strike out candidates). I have been there for such an interview several times but I was unsuccessful."

State Of Employment In Kenya

A recent report by the Kenya National Bureau of Statistics (KNBS) revealed that around two-thirds of jobless Kenyans gave up looking for work or starting businesses, disheartened by lower opportunities in a tough economy that has seen many firms freeze hiring to survive.

Keni on Wednesday, April 5 took to her social media handles to share a one-minute, 12-second video offering a glimpse of her day working as a Brand Ambassador for Light Art Club, which has offices at Westlands in the Nairobi Central Business District (CBD).

After a ride up the lift to the office, she is greeted by a caricature of the late businessman Bob Collymore coupled with an array of signatures and neighbouring a choice of sweets depending on someone's mood for the day.

After greeting her co-workers and taking a seat at her workstation, Keni grabs a cup of coffee drawn from an automated machine that produces coffee depending on someone's preference, and here she chooses mocha. She then walks to the balcony to bask in the sun while enjoying her beverage.

Watch the video:

Day in the life working with @LightartClub pic.twitter.com/XanfUp0VuP

— keni ψ (@ChristineKeni) April 5, 2023

She then gets down to work, choosing a selection of songs from her favourite artist, Lil Maina, looks at her weekly planner and makes her presentation on her first meeting of the day presenting ideas.

Keen Kenyans might notice that among the trends she listed for the day include Maandamano (she wrote it as Maandamanzz) in response to the Azimio la Umoja demonstrations, which were called off temporarily to allow for bipartisan talks with the government.

Keni, on expressing that she felt sleepy, got onto some cushions to take a nap for hours before waking up to play video games through a PlayStation console provided by the office.

She then enjoys some lunch; chicken wings with a side of chips (French Fries) while browsing through her phone before getting back to work and shooting video content for the company. After a cup of water, she then heads out of the office on her way home.

Keni's clip received some recognition on Instagram but it was on Twitter that it went viral, viewed by over 922,400 times by the time of publishing this story. In addition, Kenyans On Twitter (KOT) flooded her mentions, with some begging her to give them a job in the company.

"Everyone is asking what they do here, so what do they do here?" Beth Kasinga posed.

"Basically, all creatives' work Spaces have a fun, easy work environment.

"Sure I also don’t know what they do but this looks like an advertisement/brands marketing agency. What I am sure of is they are handling big Kenya’s top brands," a user responded to her.

Riding on Keni's virality, Light Art Club announced a vacancy for an admin for its Twitter account, on condition that users come up with a joke that would please the company.

Founded in 2020, Light Art Club is a one-stop youth community, with the mission to connect youth in Africa through social communities, social commerce and digital services. It is designed to make connections and collaborations simple for the youth and their allies.

"We offer an integrated experience through a combination of digital and physical spaces and connect with partners, providing resources and support systems. Our ultimate goal is to create a strong network and enable people to initiate positive change driven by the fact that inspired people empower others," it explains on its LinkedIn bio.

Light Art Club recently partnered with the What Women Want Summit hosted by Pinky Ghelani as their digital content partner. The three-day summit in March focused on empowering women through various discussions designed to honour women at the conclusion the International Women's Month.

Among personalities who were in attendance include KBC and NTV anchors Shiksha Arora and Smriti Vidyarthi as well as former Sports Cabinet Secretary (CS) Amina Mohamed's daughter, Firyal Nur.

Smriti Vidyarthi in attendance at the What Women Want summit on March 25, 2023. /INSTAGRAM.LIGHT ART CLUB

A recent report by the Kenya National Bureau of Statistics (KNBS) revealed that around two-thirds of jobless Kenyans have given up looking for work or starting businesses, disheartened by lower opportunities in a tough economy that has seen many firms freeze hiring to survive.

The data covering the quarter that ended December showed that 2.01 million out of the total of 2.97 million jobless Kenyans aged between 15 and 64 who qualify for the labour force were not actively looking for employment.

The number of graduates or retrenched workers who have given up looking for work has increased from 1.33 million in the quarter to June 2020 when businesses shed jobs and froze hiring at the peak of Covid-19 economic hardships. They accounted for 67.71 per cent of the people without jobs, from 65.08 per cent in September and 54.1 per cent in June 2020.

Speaking during an episode of ManTalk show on YouTube on Thursday, February 2, Thuo, who is a former recruiter and professional career coach, revealed that she places USIU students on top of her hiring list, which was a change of perception as to how she viewed the international university's students a decade ago.

Thuo described the experience of a student at the university whereby it makes its students all rounded and instils a number of qualities that she believed were preferable to the current job market, regardless of the academic qualifications one gets after graduation.

The all-roundedness she did describe included good communication, adaptability and outside-the-box thinking, which are traits preferable to companies hiring employees in the modern age.

USIU students during a graduation ceremony on September 24, 2022. /TWITTER.EXPERIENCE USIU

"Right now I hire like USIU only, like in a group of people I just want to check 'did you go to USIU?' you're like on top of my list. But you see like 10 years ago, I didn't think that was...I thought it was the university where the people who don't do well normally go.

"The thing about a university like USIU...it makes you an all-rounded person and there's so much a hiring manager can do with that. It doesn't matter if you didn't get like a first class, there's so much someone can work with, with someone who is like a good communicator, innovative, can think outside of the box, adaptable, coachable and all those things...so that all roundedness, important," she stated.

Thuo's comments were however not received well by a business coach on Twitter, named Filsan, who put her, as well as other entrepreneurs, to task regarding hiring candidates who have graduated from a specific university.

"Hiring manager says she only hires USIU graduates. A couple of yrs ago, it used to be Strathmore and UON graduates who were preferred. 

"Entrepreneurs, why do you prefer hiring USIU graduates, and what do the other universities have to do to catch up with employers' requirements? What exactly does 'well-rounded' mean? How does a USIU graduate handle a situation at work differently than students from other universities?" she posed while embedding a snippet of the interview which went viral

By the time of publication, the clip was viewed over 127,000 times as hundreds of Kenyans On Twitter (KOT) went on to call out Thuo for sidelining graduates from other universities at a time USIU was among the top trends on Twitter.

"Conscious bias & hiring discrimination such as this *might* only get you one thing - a team without diverse thoughts & experiences as to how to approach issues and decision making. But, enjoy yourself," one user opined.

"Good native advertising. Sasa endeni (Now you can all go to) USIU," journalist Kenfrey Kiberenge weighed in.

"You cannot entirely base your hiring based on personality and bring every other aspect after, But anyway,

"As a legit HR practitioner, why would you admit to such a bias and unprofessionalism? Furthermore, hiring should be on merit and skills nothing else," other comments read.

Viral Tea did spot checks on Thuo's LinkedIn profile and found that she graduated with a Bachelor of Arts in Psychology (Industrial and Organizational Psychology) from USIU in 2009.

She began as an intern at Altima Africa Ltd before working as a teller at a local bank. She then moved to Mustard Seed School in Nakuru to work as a school psychologist before getting her big break at the International Business Machines (IBM) Corporation, nicknamed Big Blue, an American multinational technology corporation.

There, Thuo worked in Human Resources as an HR specialist and as part of the HR Leadership Development Programme, both based in Kenya.

Afterwards, Thuo moved to Netanya Limited in 2015 as an HR consultant before starting her own venture dubbed Joan Winning CV as a Career coach where she engages her services as a Career Coach where she provides one on one consulting services on Resume and LinkedIn optimization, interview skills improvement, personal branding and building connections.

"As a Career Coach, I aim to bridge the global unemployment gap by assisting my clients to find the right career paths. My excellent understanding of Psychology combined with progressive experience in HR management enables me to know exactly what recruiters and hiring managers seek.

"To ensure that my clients land their dream jobs, I provide fresh, crisp CVs, cover letters and masterclass LinkedIn profiles that wow recruiters. Additionally, I intensively prep my clients for interviews," describes her bio in part.

Thuo has had successful placements at local telco companies, banks and government parastatals such as the Kenya Pipeline Company (KPC), Kenya Ports Authority (KPA) and KenGen as well as USIU and Kenyatta University and served clients in countries such as Uganda, Tanzania, South Africa, Nigeria and the United Kingdom (UK)

She offers services including Career Coaching, Career Development, Interview Preparation and Recareering and also has over 169,000 followers on LinkedIn and over 111,000 followers on Instagram. She also has a YouTube channel.

Here is the video:

The Employment (Amendment) Bill, 2022, was introduced by Nandi Senator Samson Cherargei in Parliament and aims to bar employers from intruding into the personal time of their employees to promote a healthy work-life balance.

The Bill is also seeking to amend section 27 of the Employment Act, 2007 to introduce ‘the right to disconnect’ by employees, effectively giving workers the power to ignore work-related calls, messages and emails during out-of-work hours.

It is also pushing for employers to put in place a policy to explain circumstances when they may contact employees during out-of-work hours and specify the nature of compensation for employees who work beyond the regular working hours.

Nandi Senator Samson Cherargei. /PEOPLE DAILY

The Federation of Kenya Employers (FKE), through Executive Director Jacqueline Mugo, accused the Senate of micromanaging private enterprises and objected to the proposal to have employers develop policies to regulate phone usage by employees after hours, arguing that, if the phone belongs to the employer, employees are under obligation to answer.

A woman working in an office. /FILE

The court barred NSSF from making mandatory deductions from workers' salaries, deeming the move unconstitutional.

The court argued that it was in violation of the labour rights and insisted that workers should have a right to choose a pension scheme without worrying about contributions to NSSF.

A woman working in an office. /CLASSIC 105

NSSF deducts Ksh200 monthly from workers across the country, which it saves as part of their retirement benefits.

"Sections 20 of the NSSF Act No.45 of 2013 which makes it mandatory to register and contribute to the fund and oblige the petitioner's members (and other employees who have an adequate alternative pension or social security schemes) to join the pension or social security schemes operated by the 1st Respondent violates rights of employees and employers' free choice contrary to Article 49 of the Constitution and is hereby declared null and void," the court verdict read in part.

"An order of injunction is hereby issued prohibiting and restraining the respondents by themselves, their servants, agents, assigns or any person claiming through them or otherwise from demanding, compelling and or requiring mandatory registration, enrolment or listing of any employer or employee whether registered as a member of any retirement benefits scheme or not to register, enrol or list and contribute their earnings or any part thereof in terms of the NSSF Act No.45 of 2013," it added.

Further, the Employment and Labour Relations Court found that sections of the law that gave NSSF a monopoly in the market were illegal. 

The directive was aiming to grant both workers and employees free will to register for the retirement saving scheme of their choice.

Following the ruling that trimmed its mandate, the social security fund maintained that it was established in line with labour laws and thus vowed to challenge the ruling at the Court of Appeal.

President William Ruto had hinted at reforming the sector to allow workers to increase their contributions, saying that the country's social security scheme was falling behind.

"Today you will not believe that we are among the least pensions scheme on the continent. When you look at Tanzania, they have a better pensions scheme yet we have a better economy and likewise Uganda too," he stated during a meeting with Kenya Kwanza leaders in Naivasha.

"We have to rejig and see the way forward, the people from our professionals will be here tomorrow with those from NSSF to take us through what we have to do."

A directive that would have seen the increase of monthly contributions to Ksh2,068 to help NSSF build a bigger retirement pool was thrown out by the High Court.

President William Ruto arrives at Naivasha County for the Kenya Kwanza Parliamentary Group meeting. /WILLIAM RUTO

As everyone starts trickling into the office, it can be difficult to switch back to the pre-pandemic harmony that may have existed in one’s place of work. 

For the most part, we’ve grown used to working in our own space, on our own. To now suddenly have to share space with people who are not in our bubble, can be daunting for many. While it is known to breed germs, it could also breed hostility. 

So, just how can employees create a harmonious workplace? How can business managers and bosses ensure that there aren’t any dishwasher wars taking place between colleagues?

Viral Tea spoke to a few business leaders for tips and advice on creating a calm and clean workplace for all. 

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