Many different factors go into someone choosing one job over another, but you can make your company stand out by providing high-value benefits and compensation.
Meeting Kenya’s compensation laws and providing statutory benefits as part of your Kenya benefits management plan will also help you stay compliant.
Kenya compensation laws
Instead of using a national minimum wage, Kenya’s compensation laws vary by position and city. For example, cleaners, gardeners, general workers, sweepers, and similar workers in Nairobi, Mombasa, and Kisumu should make at least KES 135.86 KES an hour. Cooks, waiters, miners, stone cutters, logger line cutters, and others also in Nairobi, Mombasa, and Kisumu must make at least KES 147.95 KES an hour.
Guaranteed benefits in Kenya
Guaranteed benefits in Kenya are required by law and must get dispersed to all employees. It’s best to add these benefits to your Kenya benefits management plan first before including any supplemental benefits. Kenya celebrates 10 national holidays that employees should get time off for. Employees are also entitled to paid annual leave, accruing 1.75 days each month they work. Companies can also provide 21 days over 12 months.
Maternity and paternity leave are another statutory benefit. Expecting employees should get 3 months of paid maternity leave but need to give 7 days of written notice before going on the leave and present a medical certificate. Fathers get 2 weeks of paid paternity leave.
Kenya benefits management
One of the best ways to make your company stand out is by providing additional benefits that aren’t required by law. For example, you can include a performance-based or 13th-month bonus in the employment contract. You can also source a private healthcare plan for employees since the country has a public and private healthcare system. If you’re not ready to source an entire plan, you can offer a monthly stipend for employees to find their own private insurance.
Restrictions for benefits and compensation
Expanding to Kenya without the help of a global Employer of Record (EOR) means you need to set up your own subsidiary before providing compensation and benefits. However, it can take a couple of months to register your subsidiary and delay your time to start operating in Kenya. G-P can help you start working in a fraction of the time, without the hassle of entity setup. Plus, we’ll make sure you stay compliant every step of the way.
Partner with G-P to build your everywhere workforce.
As your partner in global expansion, G-P will handle payroll and compliance, so you can focus on growing your team and scaling your business. Our market-leading global employment platform is powered by the first fully customizable suite of global employment products and backed by the industry’s largest team of in-country HR and legal experts to streamline payroll management and help you offer competitive, compliant local benefits.
Learn more about our platform and request a proposal today.