Ever trained a new colleague, showing them the ropes, only to find out their starting salary is higher than yours? That feeling, ndio hiyo “I make less money than the person I’m training.” It’s a real workplace puzzle.
We’ll look at why this happens in Kenyan companies, from market rates to negotiation gaps, and share thoughts on how to navigate this tricky situation without burning bridges.
Why This Salary Gap Happens in Kenyan Companies
It’s not always about your performance. Often, it’s because the job market has shifted. A common misconception is that your employer is deliberately cheating you, but the reality is more about market forces and internal company policies. New hires are brought in at current market rates, which can be higher than what existing staff earn.
The “Market Rate” vs. “Loyalty Penalty” Trap
Companies in Nairobi, especially in tech or finance, often pay the going rate to attract new talent. If you joined when the market was lower and haven’t had a significant raise, a new hire with similar skills might command KES 50,000 more. Your loyalty, sadly, doesn’t always pay the bills.
Internal Salary Bands and Compression
Many structured firms have set salary ranges for each role. If you were hired at the lower end and your increments have been minimal, you might hit a ceiling. Meanwhile, to secure a new candidate from a competitor, HR might offer them a salary at the top of that same band, creating instant inequality.
What You Can Actually Do About It in Kenya
Discovering this pay gap can be disheartening, but before you react, it’s wise to understand your position and the practical steps you can take. Rushing to your boss angry won’t help; you need a strategy grounded in facts and a clear of your rights and the local employment landscape.
First, gather your evidence privately. This isn’t about gossiping at the office kitchen. Check your employment contract and any past appraisal forms. In Kenya, your right to fair remuneration is protected under the Employment Act, but “fair” is often interpreted relative to your contract and company policy, not necessarily what the new person earns.
- Research the Market: Use local job boards like BrighterMonday or Fuzu to see the current salary range for your role in Nairobi, Mombasa, or Kisumu. If a similar role is advertised at KES 150,000 and you’re earning KES 100,000, you have concrete data.
- Document Your Value: List your key achievements, extra responsibilities, and especially the training you provide. Quantify your impact where possible—like projects completed or revenue generated.
- Know the Process: Schedule a formal discussion with your manager or HR, not a casual complaint. Frame it as a review of your compensation based on your market research and increased contributions. Avoid directly comparing yourself to the new hire initially.
Common Pitfalls to Avoid When You Discover the Pay Gap
Confronting the New Hire Directly
This is a major mistake that creates tension and can backfire. Don’t ask them, “How much are you earning?” It puts them in an awkward position and makes you look unprofessional. Instead, focus your energy on gathering market data and preparing your case for management.
Assuming Malice from Your Employer
It’s easy to feel personally betrayed, but often the gap is a result of systemic issues like outdated salary structures, not a plot against you. Going into a discussion with accusations will shut down the conversation. Approach it as a business discussion about your value and market alignment.
Threatening to Quit Without a Plan
Saying “I’ll leave if you don’t match it” without a solid backup plan is risky. The job market si rahisi, and you need to have actual offers or savings to make that threat credible. First, have the factual discussion. If it fails, then quietly start your job search while still employed.
Neglecting Your Own Career Development
Sometimes the gap exists because the new person has a more current certification or skill. Don’t get stuck. Use platforms like eCitizen to check for government-sponsored training or invest in a relevant course to boost your own market worth, making your case stronger.
the Kenyan Context: Practical Steps and Norms
In Kenya, how you handle this situation matters culturally and legally. First, understand that discussing salaries is still somewhat taboo in many offices, so discretion is key. Your Use often comes from quietly proving your worth, not from public complaints.
If you decide to formally raise the issue, ensure you have a recent, clean record. Check your NITA or other professional training certificates are up-to-date, as these are tangible proofs of your skill level that employers recognize. Also, be aware of the typical appraisal cycle in Kenyan companies—many conduct reviews mid-year or towards November/December before budgets are set. Timing your discussion just before this cycle increases your chances.
A practical tip only a local would know: before any major meeting, subtly network with trusted senior colleagues who have been at the company longer. They might give you insight into whether this is a common pattern and if the company has ever made salary adjustments for existing staff. This intelligence, gathered over chai, can guide your strategy better than any generic online advice.
The Bottom Line
Discovering you earn less than someone you’re training is a tough but common reality in the Kenyan job market. The core lesson is to approach it strategically, not emotionally, by grounding your case in market research and your documented value to the company.
Your next step? Before you do anything else, take 30 minutes today to quietly research the current salary range for your role on a local job board and jot down your key achievements from the last year. This is your foundation.
Frequently Asked Questions About I make less money than the person I’m training in Kenya
Is it legal for my employer to pay me less for the same work in Kenya?
The Employment Act guarantees equal pay for equal work, but proving “equal work” can be tricky. It depends on your specific contracts, job descriptions, and experience levels, not just job titles.
If you suspect discrimination based on gender, tribe, or disability, you can seek advice from the Kenya National Commission on Human Rights (KNCHR).
Should I discuss my salary with my colleagues to find out?
While not illegal, it’s generally not advised in most Kenyan workplace cultures as it can create conflict. Your employment contract may even have a clause discouraging it.
It’s safer to use external market data from job sites for comparison rather than internal gossip that could damage professional relationships.
How long should I wait to address this after discovering the gap?
Don’t react immediately. Take 1-2 weeks to gather your evidence and research. Time your discussion strategically, ideally just before your company’s annual performance review cycle.
Rushing in without preparation can make your case seem emotional rather than professional and well-reasoned.
What if my employer refuses to adjust my salary after I present my case?
You then have a clear decision to make: accept the situation or begin a discreet job search. Update your CV and start looking for opportunities that value your skills at the current market rate.
Remember, it’s easier to negotiate a better salary with a new employer than to force a significant adjustment from a current one who has refused.
Can a lawyer help me with this, and how much would it cost in Kenya?
Yes, an employment lawyer can advise on your contractual rights. However, legal action should be a last resort due to cost and potential career repercussions.
Initial consultation fees can range from KES 3,000 to KES 10,000. Consider it only if you have a very strong case of discrimination or breach of contract.
