How do you hire a Kenyan employee in 2026?

1. Issue the offer letter

   Send a written offer the same day as verbal acceptance. Include role, salary (with housing allowance terms), start date, probation of up to 6 months, and notice during probation of 7 days.

2. Complete the work-permit check

   Confirm Kenyan citizenship by collecting a national ID copy, or verify the work permit for foreign nationals before the employee starts. Retain copies of all documents.

3. Issue the written employment contract

   The signed written contract must be in place on or before day one. Teamed's standard Kenya contract covers all Employment Act 2007 requirements. Clients choose commercial terms; Teamed signs as the legal employer.

4. Complete statutory registrations

   Register the employee for NSSF, SHIF, and the Affordable Housing Levy. Collect the KRA PIN, bank details, and housing allowance arrangements. This runs across days one to seven.

5. Issue the first payslip and file deductions

   Run the first payroll at the end of the first calendar month. Remit PAYE, NSSF, SHIF, and AHL to KRA and the relevant authorities by the 9th of the following month. The employee receives their payslip and is on the payroll record.

Three traps to avoid in Kenyan offer letters:

• Quoting housing allowance separately. Kenya law requires a mandatory 15% housing allowance if the employer does not provide accommodation. Omitting this from the offer creates a mismatch when the employment contract is issued. Quote total package terms clearly.
• Undefined probation extension terms. Probation can run up to 6 months and can be extended to 12 months total, but only with the employee's written agreement. An offer that says probation will be extended without specifying consent creates disputes later.
• Overstating discretionary pay. Describing a bonus as typical or normal can make it a contractual expectation. Use language that clearly marks variable pay as at-discretion.

Teamed's standard Kenya offer letter template covers all required ground and aligns with the Employment Act 2007. Clients choose commercial elements. Teamed holds the legal-employer position and issues the final contract.

Kenyan citizens and East African Community nationals

There is no separate work-authorisation check for Kenyan citizens. The employer retains a copy of the national ID (Huduma Namba or the older national identity card) as a standard identity record. Citizens of other EAC partner states do not automatically have the right to work in Kenya without a permit, though treaty frameworks are developing.

Foreign nationals

Every foreign national must hold a Class G work permit (general employment) or another relevant permit category before starting work. The permit is applied for at the Department of Immigration Services. The process typically requires the employer to demonstrate that the role could not be filled by a Kenyan national. Processing times vary and employers should allow several weeks for new applications.

Common permit categories include the Class G general employment permit, the Class I special pass for short-term assignments, and the Class M business permit for investors and directors. Each category has its own documentary requirements and validity period.

Ongoing permit renewals

Work permits in Kenya are time-limited. Employers must track expiry dates and initiate renewal well in advance. Teamed monitors each permit expiry and alerts the employee and client ahead of the renewal deadline so no lapse occurs.

What a Kenya written employment contract must cover under the Employment Act 2007:

• Names and addresses of both the employer and the employee
• Start date of employment
• Job title or description of the work
• Place of work
• Gross salary and components including basic pay, housing allowance (at least 15% of basic if not providing accommodation), and any other allowances
• Pay interval (monthly for most employees)
• Hours of work and the working week pattern
• Annual leave entitlement (at least 21 days per year after 12 months of service)
• Sick leave terms and entitlement
• Notice required to terminate: 28 days for monthly-paid employees, or 7 days during the probation period
• Probation period terms, if applicable (up to 6 months, extendable to 12 months in writing)
• Details of any pension or occupational benefit schemes
• Disciplinary and grievance procedures

Kenya does not have a single codified document equivalent to the UK's Section 1 statement or Germany's Nachweisgesetz statement. The requirement is simply that a written contract exists and contains the substantive terms above. Teamed's standard Kenya contract satisfies all Employment Act 2007 requirements. Clients choose commercial terms; Teamed signs as the legal employer.

Key source: Employment Act 2007 via Kenya Law Reports.

Real HR and legal experts handle your Kenya hires, from the first offer letter through every monthly PAYE, NSSF, SHIF, and AHL remittance. An actual person, not a chatbot or a pooled queue. There is no setup fee and no exit fee. Employer cost passes through at cost, itemised on every invoice.

EOR payroll, contractor onboarding, and entity setup all live on one platform. A Kenya contractor who converts to direct employment keeps their record. Run the Crossover Calculator to see when your Kenya hire is ready to graduate to your own entity. Start from the Kenya hiring overview; each guide here takes one layer of Kenya employment law.

Key sources: Employment Act 2007 (Kenya Law), KRA PAYE, and NSSF contribution rates.