Ever felt like your paycheck just can’t keep up with the cost of living? The news about Nakumatt employees getting a 12% raise is a real example of workers successfully pushing for better pay.
This piece breaks down how such negotiations happen and gives you practical tips you can use. Whether you’re in retail or any other sector, knowing your rights and strategy is key to improving your own situation.
What Does a Pay Rise Really Mean in Kenya?
A pay rise isn’t just a bigger number on your payslip; it’s an adjustment to your basic salary or allowances to match your value and the rising cost of living. A common misconception is that it’s a gift from your boss—it’s not. It’s a recognition of your contribution and market forces. The Nakumatt 12% case shows it’s a negotiated outcome, often tied to collective bargaining agreements.
The Role of Unions and Collective Bargaining Agreements (CBAs)
For many formal sector workers, like those at Nakumatt, pay rises are secured through unions negotiating a CBA. The Kenya Union of Commercial, Food and Allied Workers (KUCFAW) would have been involved. This process sets terms for all unionisable employees for a fixed period, making individual negotiation less necessary but not impossible.
Your Legal Grounds and Market Rate
Your right to fair remuneration is protected under Kenyan labour laws. However, there’s no automatic annual increase unless your contract or CBA states so. The key is knowing your market rate—what other companies in Westlands or Mombasa pay for your role. Websites like BrighterMonday offer salary insights, but talking to peers in your industry gives the real picture.
The Practical Steps to Prepare for Your Pay Negotiation
Before you even schedule that meeting with your manager, you need to do your homework. Walking in unprepared is a sure way to get a polite “we’ll see” instead of a solid offer. Your preparation must be as thorough as a KRA audit, proving your case with evidence, not just emotion.
First, document your achievements concretely. Don’t just say you’re a hard worker. Show how you increased sales by 15%, streamlined a process saving the company KES 50,000 monthly, or successfully managed a key client project. Gather emails, reports, or any recognition as proof.
Second, research your value objectively. Use local salary surveys from firms like Deloitte East Africa or the Kenya National Bureau of Statistics reports. Check what similar roles pay at competitors like Naivas, Quickmart, or in your specific industry. Remember, the national minimum wage is reviewed annually, but your professional salary should be benchmarked higher.
Finally, understand your company’s financial health and timing. Asking for a raise when the company is reporting losses is tough. The best time is after a successful project completion or during annual budget planning cycles. Know the formal process—does it require a written proposal through the HR system on the eCitizen platform?
Common Pitfalls That Can Derail Your Pay Rise Request
Threatening to Quit Without a Backup Plan
Using an ultimatum like “give me a raise or I leave” can backfire badly, especially if you’re not ready to walk. Management might call your bluff. Instead, frame the conversation around your value and future with the company, keeping the dialogue professional and open.
Comparing Yourself to Colleagues in the Office
Saying “John earns more than me” creates conflict and is often against company policy on salary confidentiality. It shifts focus from your merit. Base your request on market data for your role in Nairobi or Mombasa and your documented contributions, not office gossip.
Accepting a Vague Promise for “Next Year”
Agreeing to wait for a future review without clear terms is a classic stall tactic. If management proposes a future increase, get the specific timeline, percentage, or conditions in writing, perhaps as an addendum to your contract. A verbal “tutaongea kesho” is not a guarantee.
Neglecting the Total Compensation Package
Focusing only on basic salary can make you miss out. If the cash increase is limited, negotiate for other benefits like a larger commuter allowance, enhanced medical cover for your family, more leave days, or professional development funding. Sometimes the full package adds more value.
Kenyan-Specific Timing and Legal Protections for Pay Negotiations
In Kenya, timing your request is almost as important as the request itself. The best window is often just after the annual national budget reading in June, when companies are adjusting their financial plans. Another good time is at the start of the financial year in January. Avoid the December holiday season when budgets are tight and managers are distracted.
Know your legal standing. The Employment Act, 2007 protects you from victimization for discussing pay or being in a union. If you face unfair treatment after a pay rise discussion, you can report the matter to the Ministry of Labour and Social Protection through their offices in your county or via the eCitizen labour portal. Document all communication.
A practical tip: Understand how pay rises affect your statutory deductions. A salary bump pushes you into a higher Pay As You Earn (PAE) tax bracket with KRA and increases your NSSF contribution. Use the KRA tax calculator online to see your net take-home pay after the increase, so you’re not caught off guard.
The Bottom Line
The Nakumatt case proves that a well-researched, collective approach gets results. Your pay rise is not a favour; it’s a professional negotiation grounded in your proven value and an of the Kenyan job market. Confidence comes from preparation.
Your next step is simple: start a confidential document today and list every major achievement you’ve delivered in the last year. This is the foundation of your case. Share this article with a trusted colleague who also deserves better—sawa?
Frequently Asked Questions About Getting the pay rise you deserve nakumatt employees get 12 raise in Kenya
What if my employer outright refuses to discuss a pay rise?
First, remain professional and ask for the specific reasons in writing. This gives you clarity on whether it’s a performance or company policy issue.
If you suspect unfair labour practices, you can seek advice from a union or file a query with the Ministry of Labour’s office in your county, a process that typically starts with a conciliation meeting.
How long should the whole negotiation process take?
From preparation to a final answer, a reasonable timeline is 2 to 4 weeks. This allows for research, drafting your case, scheduling a meeting, and management’s deliberation.
If your company has a formal annual review cycle, the decision might be tied to that schedule, which could mean waiting several months for the outcome to be implemented.
Can negotiating for a raise get me fired?
No, it is illegal to terminate your employment solely for initiating a good-faith discussion about your remuneration under Kenyan labour law.
However, ensure your approach is professional and based on merit. Document all interactions in case of any retaliatory actions, which you can challenge.
Do I need to involve a lawyer or pay fees to negotiate?
For most individual negotiations, you do not need a lawyer or any upfront fees. Your preparation and evidence are your strongest tools.
Costs only arise if a major dispute escalates to the Employment and Labour Relations Court, where you might need legal representation.
If I get the raise, when should I expect to see it in my payslip?
The increase should be reflected in the next full payroll cycle after the official approval, provided you gave sufficient notice. Confirm the effective date in writing.
Remember, a higher gross salary means slightly higher PAE and NSSF deductions. Use the KRA calculator to estimate your new net pay so you aren’t surprised.
