Workers in independent commissions have issued a 14-day ultimatum to the Salaries and Remuneration Commission (SRC), demanding negotiations for a Collective Bargaining Agreement (CBA) to address long-standing salary and allowance concerns.
In a letter dated April 16, 2026, the union said staff in the commissions have never had the chance to negotiate improved pay through a legally binding CBA and has given the Salaries and Remuneration Commission 14 days to respond, citing the rising cost of living and inflation as the driving force behind the demand for better pay and allowances.
“We look forward to hearing from you as soon as possible, but not later than fourteen (14) days, bearing in mind the high cost of living and inflation affecting the employees of the Commission,” said Njeru Kanyamba, Kenya Independent Commissions Workers Union (KICOWU) Secretary-General.
KICOWU argues that workers attached to independent commissions have long operated without structured negotiations on pay, leaving them vulnerable as economic pressures mount.
In the CBA proposal submitted to the SRC, workers in independent commissions are seeking wide-ranging reforms covering salaries, allowances, welfare benefits, working conditions, and union rights, setting the stage for comprehensive negotiations between the two parties.
The union is proposing a general salary increase of between 20 per cent for top earners and up to 50 per cent for the lowest-paid employees, with graduated adjustments across all job groups, arguing that staff have not benefited from recent reviews despite rising inflation and cost of living.
“We propose a general wage increase of 20 per cent for the highest grade of the Union members and 50 per cent for the lowest graded Union members on graduated application for the intermediate grades with effective from July 1, 2026, to reflect the rising cost of living and inflation rates. Our members have not had a recent salary review like the other Public Service employees,” it read.
Beyond basic pay, the proposal calls for significant increments in allowances, including house allowance increases of between 20 and 50 per cent, commuter allowance adjustments of up to 100 per cent for some job groups, and extraneous allowance increases ranging from 50 to 100 per cent.
The union is also proposing a major shift in leave allowance, replacing the current fixed rates with an equivalent of one month’s basic salary annually for all employees.
On health benefits, the proposal seeks a review of the current medical cover, which it says has remained unchanged for over a decade, to include inpatient limits of up to Sh4 million for Category B employees and Sh3 million for Category C, alongside expanded mental health services such as counselling, rehabilitation, and employee assistance programmes, as well as wellness initiatives including gym and social club memberships.
“The cost of medication and hospitalization has increased greatly and the benefit has remained static for over ten years since it was approved. We therefore propose that the Employer review the Benefit to be commensurate with the prevailing costs for health, dental, and optical insurance cover for employees and their eligible dependents,” read the proposal.
The union further wants the introduction of annual step increments based on salary levels, as well as a Cost of Living Adjustment (COLA) mechanism tied to the Consumer Price Index (CPI) to ensure salaries keep pace with inflation.
On retirement benefits, the union proposes retaining existing pension contribution rates while introducing gratuity payments for employees during probationary periods. In terms of working conditions, the proposal maintains a 40-hour work week but calls for overtime compensation at one-and-a-half times the normal rate on weekdays and double pay for work done on Sundays, public holidays, and rest days, with the option of equivalent time off.
The proposal also outlines enhanced health and safety measures, including the establishment of a joint union-management safety committee, the right for employees to refuse unsafe working conditions without retaliation, provision of personal protective equipment at no cost, and mandatory annual training on anti-harassment and diversity. On job security, the union is seeking guarantees that employees will be protected and the union involved in the event of restructuring, mergers, or acquisitions.
Further, the union is pushing for stronger workplace protections through zero-tolerance policies on harassment, discrimination, and bullying, and wants a more structured grievance handling system with clear steps from informal resolution to binding arbitration. It is also seeking expanded leave provisions, including paid union leave for officials, broader compassionate leave to cover extended family members, and provisions for unpaid leave under special circumstances.
On union rights, the proposal demands automatic deduction of union dues, access to new employees during onboarding, and involvement in key workplace policies. The union has proposed that the agreement run for four years and has called for negotiations to begin within 14 days of submission.
Additionally, the document outlines a negotiation strategy advising union representatives to prioritise non-financial issues initially, rely on data such as inflation and industry benchmarks to justify demands, and maintain some high demands as bargaining tools to allow room for compromise during negotiations.
“The Union proposes that the term of this new Collective Bargaining Agreement be fora period of four (4) years. We look forward to scheduling the first bargaining session at your earliest convenience to discuss these proposals in detail or indicate your acceptance of our proposal and propose a date for the signing of the Collective Bargaining Agreement (CBA) but not later than 14 days from the date of receiving this proposal,” it read.
These include the National Lands Commission, Teachers Service Commission, Judicial Service Commission, Independent Electoral and Boundaries Commission, and Ethics and Anti-Corruption Commission. It also includes Auditor General, Director of Public Prosecutions, and Controller of Budget.
