Ever felt that sinking feeling in the office when your colleague gets the ‘good’ projects and praise, while you’re just there? This article tackles that exact, frustrating reality of workplace favouritism in Kenya.
We’ll explore why it happens, how to assess your situation without drama, and your options before making any big decision. Knowing your rights and the local job market is key, so let’s break it down.
Workplace Favouritism in the Kenyan Context
Favouritism is when a manager unfairly gives more opportunities, praise, or leniency to one employee over others, often based on personal relationships rather than merit. It’s a common issue in many Kenyan offices, from Nairobi’s Upper Hill to Mombasa’s CBD. A big misconception is that it’s always about tribe or family ties; sometimes, it’s simply about who the boss clicks with socially, making others feel invisible.
Is It Favouritism or Just Good Performance?
First, be honest with yourself. Is your colleague genuinely outperforming you, or are they just the boss’s favourite? For example, if they always get to lead presentations for clients at places like the Kenyatta International Convention Centre while your equally good ideas are sidelined, that’s a red flag. Observe if credit for team successes consistently flows only one way.
Your Legal and Professional Standing
Kenyan labour law, through the Employment Act, protects against discrimination. However, proving favouritism as unlawful discrimination can be tricky unless it’s linked to protected grounds like gender or tribe. Before any drastic step, ensure you have a record. Document specific incidents with dates, what happened, and how it affected your work. This is crucial whether you decide to address it internally or seek advice from the Federation of Kenyan Employers.
Practical Steps Before You Even Think of Quitting
Quitting in anger is easy, but it’s rarely the smart first move, especially in Kenya’s competitive job market. Before you hand in that letter, you need a clear strategy. This involves assessing your position, having a difficult conversation, and knowing exactly what you’re walking away from.
First, get your facts straight and prepare for a professional discussion. Here is a practical checklist:
- Gather Evidence: Keep a private log of specific instances—missed promotions, unequal task allocation, public praise disparities. Note dates and impacts.
- Self-Reflect: Honestly assess your own performance. Could there be a skills gap? Be ready to discuss your contributions objectively.
- Schedule a Private Meeting: Request a one-on-one with your boss. Frame it as seeking clarity on your career path and performance expectations, not an accusation.
- Know Your Worth: Research market rates for your role on local platforms like BrighterMonday. If you have a three-month emergency fund (roughly KES 300,000 for many mid-level Nairobians), you have more negotiating power.
If the discussion fails and the environment becomes toxic, understand your exit. Know that your terminal benefits, calculated per your contract and the Employment Act, are your right. Ensure your NSSF and NHIF contributions are in order before you leave any job.
Common Pitfalls to Avoid When Dealing with Favouritism
Confronting Your Boss Publicly or Gossiping
Calling out your boss in an open office or during a team meeting in Westlands will backfire terribly. Similarly, complaining to every colleague at the tea point creates drama and labels you as problematic. Instead, address concerns privately and professionally, focusing on your work experience, not your colleague’s character.
Assuming Quitting Solves Everything
Many Kenyans think leaving is the ultimate power move. But without a plan, you risk jumping from the frying pan into the fire. The job market is tough, and a gap in your CV can raise questions. Never quit in anger; always have a signed offer or a solid financial runway first.
Ignoring Your Own Performance Gaps
It’s easy to blame favouritism for everything. But be brutally honest: are you meeting all your KPIs? Is your colleague simply more proactive or skilled in certain areas? Use this as a motivator to upskill through platforms like eCitizen’s HELB portal for courses, making yourself undeniable.
Expecting HR to Always Take Your Side
While HR should be neutral, their primary role is to protect the company. Walking into their office at the headquarters with just emotions and no documented evidence won’t get you far. Approach them only after you’ve tried to resolve it directly and have a clear, factual record of the bias affecting business.
Your Rights and the Job Market in Kenya
If you decide to leave, doing it right protects your future. First, know your terminal dues. Under Kenyan law, you are entitled to all accrued leave days paid out, any unpaid salary, and a service gratuity if your contract provides for it. Don’t let any employer tell you otherwise. Before resigning, discreetly request a statement of your pension contributions from your provider, be it NSSF or a private scheme, to ensure everything is updated.
Timing your exit is also key. The Kenyan job market often has more opportunities at the start of the year (January-March) as companies activate new budgets, and again around September. Use this period to quietly apply. Update your profile on LinkedIn and local boards like BrighterMonday, but be cautious—avoid using your work email or computer for job searches.
Here’s a pro-tip: If the situation becomes unbearable and you feel you’re being constructively dismissed (forced to resign), consult a labour lawyer or the Central Organization of Trade Unions (COTU) before you resign. They can guide you on whether you have a case for unfair termination, which is stronger than voluntary resignation. Having this local knowledge can be the difference between a stressful exit and a protected one.
The Bottom Line
Facing favouritism is frustrating, but quitting should be a strategic decision, not a reactive one. Your power lies in objectively assessing the situation, professionally advocating for yourself, and having a concrete plan based on the realities of the Kenyan workplace.
Before you make any move, take a deep breath and start documenting specific incidents in a private notebook today. This simple step will give you clarity and evidence, whether you choose to stay and address it or plan your empowered exit.
Frequently Asked Questions About My Boss Favors My Colleague: Do I Quit? in Kenya
Can I report favouritism to the Labour Office, and what happens?
Yes, you can report to the Ministry of Labour offices in your county. They mediate disputes. However, you typically need proof and to show you attempted internal resolution first.
The process can take several weeks or months. It’s often better to first seek advice from the Federation of Kenyan Employers (FKE) or a private labour lawyer to understand your case’s strength.
How much notice must I give if I decide to quit?
Your notice period is in your contract, usually 1 month. If not specified, the Employment Act defaults to at least 1 month’s notice, or payment in lieu of notice.
Always serve a formal, dated resignation letter. Keep a copy. Working through your notice period ensures you get your full terminal benefits and a clear record.
Will quitting affect my NSSF and NHIF contributions?
No, your contributions remain in your accounts. Your new employer will resume deductions. Ensure your previous employer has remitted all dues up to your last day.
You can check your NSSF statement online via the NSSF Mobile app. Any arrears from your old employer are their legal responsibility to clear.
What if I can’t afford to quit without another job lined up?
This is very common. Focus on the ‘quiet plan’: upskill, network discreetly, and apply for jobs while still employed. Use your lunch breaks or personal time for interviews.
Aim to save an emergency fund of at least KES 150,000 to cover 2-3 months of essential expenses in Nairobi, giving you a crucial buffer.
Can a future employer find out I left because of favouritism?
Unlikely, if you handle it professionally. Never bad-mouth your former boss or company in an interview. Frame your reason for leaving positively, focusing on seeking growth or new challenges.
Most employers in Kenya only confirm dates of employment and position held. Provide a trusted former colleague, not your immediate boss, as a reference if possible.
