Ever seen that line “Other Duties As Assigned” on a job description and wondered, “Hii ni nini sasa?” It’s that vague phrase that can mean anything from a small favour to a whole new job.
We break down what employers truly mean by it, your rights, and how to navigate it in the Kenyan workplace. Knowing this can save you from burnout and help you set professional boundaries.
The Legal and Practical Meaning of “Other Duties”
In Kenya, this clause is legally binding and allows your employer to assign you reasonable, related tasks. However, many Kenyans think it means they must do literally anything asked, even if it’s completely outside their field. That’s a misconception; the duties should be reasonably connected to your role and skills.
What “Reasonable and Related” Looks Like
For example, a marketing officer in Westlands might be asked to help set up a company booth at the Nairobi International Trade Fair. That’s related to marketing. But asking that same officer to go fix the CEO’s personal car at the garage is likely unreasonable and unrelated.
Your Rights Under Kenyan Employment Law
The Employment Act is your guide. A duty becomes unreasonable if it requires a fundamental change in your job description or poses a safety risk. You have the right to discuss and clarify any assignment that feels completely out of scope.
How to Handle “Other Duties” in Your Kenyan Workplace
Knowing your rights is one thing, applying them is another. You need a practical strategy to manage these requests without damaging your professional relationships. It’s about being smart, not stubborn.
Here is a simple approach when you get a questionable task:
- Clarify the Request Politely. Ask, “Just to help me prioritize, how does this task connect to my main objectives for this quarter?” This frames it as a question about efficiency, not refusal.
- Assess the Reasonableness. Is it a one-off favour during a crunch, or a permanent new duty? If it’s becoming a pattern, like being asked to handle all company M-Pesa transactions for a KES 50,000 float, it’s time for a chat.
- Document the Pattern. Keep a simple record. If these extra duties are significantly increasing your workload, you have evidence for a discussion about role review or compensation during your performance appraisal.
Remember, if a task is unsafe, unethical, or illegal—like being told to forge a KRA PIN certificate—you have the right and duty to refuse immediately under Kenyan law.
Common Pitfalls Kenyans Fall Into With “Other Duties”
Saying “Yes” to Everything to Be a Team Player
Many think agreeing to every task shows dedication. In reality, it leads to burnout and sets an unsustainable precedent. Instead, learn to politely negotiate deadlines or ask for prioritization when your plate is full.
Assuming All Extra Work Deserves Extra Pay Immediately
Not every additional task warrants a salary top-up. A reasonable, temporary duty during a project crunch is often part of the job. The line is crossed when it becomes a permanent, significant addition to your core responsibilities without review.
Keeping Quiet and Suffering in Silence
The worst mistake is harbouring resentment without communication. If extra duties are affecting your primary work, schedule a calm discussion with your supervisor. Reference your original job description and present your concerns factually, not emotionally.
Confusing Company Culture with Legal Obligation
Just because “everyone does it” at your office in Industrial Area, like running personal errands for the boss, doesn’t make it a legal duty. Distinguish between voluntary office culture and contractual obligations. You can opt out of the former without breaching your contract.
“Other Duties” Within Kenyan Work Culture
In Kenya, the line between professional duty and personal favour can blur, especially in smaller companies or family-run businesses. The unspoken cultural expectations is key to managing your workload without causing offence.
Be aware of timing. Requests for significant extra duties often spike during certain seasons. For example, you might be asked to help with year-end inventory just before Christmas or to support marathon logistics if your company is a sponsor. These are often intense but temporary.
Here’s a practical tip: Use the probation period wisely. In your first three to six months, observe how the clause is applied. If you see colleagues constantly doing tasks completely unrelated to their roles, that’s a red flag about the company culture. It’s easier to address your concerns or even decide the fit isn’t right during this period.
If a dispute arises and you need to seek advice, your first stop should be the Labour Office in your county. They offer free advisory services. For official mediation, you would file a claim through the Online Case Management System of the Employment and Labour Relations Court. Knowing this pathway can give you confidence in your position.
The Bottom Line
The phrase “Other Duties As Assigned” is a standard part of your contract, but it’s not a blank cheque for your employer. In Kenya, it must be interpreted within reason and in line with the core responsibilities you were hired for. Protecting your professional boundaries is not being difficult; it’s being professional.
Take a moment today to review your original job description and compare it with what you actually do. This simple act of awareness is your first step towards a more balanced and fair work life.
Frequently Asked Questions About What “Other Duties as Assigned” on a Job Description Really Means in Kenya
Can I be fired for refusing an “other duty” I think is unreasonable?
Not directly, if your refusal is justified. However, an employer could cite insubordination. It’s safer to discuss your concerns in writing first, citing how the task falls outside your agreed role, before an outright refusal.
Document the request and your professional response. This creates a record you can present to a labour officer if the dispute escalates unfairly.
What if these extra duties are making me work overtime every day?
Kenyan law requires overtime pay for work beyond the normal hours. If these “other duties” consistently force you to work late, you should be compensated. The Employment Act is clear on this.
Track your extra hours for at least two weeks. If the pattern is consistent, present this log and request either proper overtime pay or a redistribution of workload.
Does this clause mean I can be transferred to a different department permanently?
No, a permanent transfer to a completely different role with new core functions usually requires a new contract or a mutual agreement. The “other duties” clause is for supplementary tasks, not a fundamental job change.
If asked to move departments, request a formal letter detailing the new job description, reporting lines, and any changes to your compensation for your review and agreement.
Who can I talk to for free advice if I’m struggling with this at work?
Your first point of call should be the nearest County Labour Office. They offer free advisory services on employment rights and can guide you on the mediation process.
You can also seek guidance from the Federation of Kenya Employers (FKE) or your trade union if you are a member, before considering legal action.
Can this clause be used to make me do personal errands for my boss?
Generally, no. Tasks like picking up dry cleaning or buying personal groceries are not reasonably related to any organisational objective. This is an abuse of the clause and your professional relationship.
Politely decline by suggesting it falls outside your work purview. If pressured, frame it as needing to focus on your core deliverables to meet your performance targets.
