Hire employees and engage independent contractors in Kenya through Charter Pay's Employer of Record (EOR) and Contractor of Record (COR) services. We coordinate onboarding, contracts, payroll and workforce administration tailored to local requirements.
Talk to our teamKenyan employment arrangements require attention to written terms, role classification, right-to-work checks, statutory registrations and applicable employee protections. Confirm the appropriate engagement model before onboarding.
Employers in Kenya must assess local payroll withholding, statutory deductions and contribution reporting. The correct treatment depends on the individual, employing entity and current rules.
Where an independent contractor model is appropriate, consider the substance of the working relationship, contractual responsibilities, invoicing and applicable taxes. Charter Pay's COR solution supports contractor agreements, onboarding, classification review and payment administration.
We coordinate the agreed service through locally informed processes. Charter Pay's role is managed delivery, not a self-service software subscription.
Share the role, start date, worker relationship and whether you already have a Kenyan employing entity.
We assess employment or independent contracting, confirm the local delivery arrangement, and clarify documentation and compliance responsibilities.
Once the engagement is approved, we coordinate onboarding, records, payroll or contractor administration according to the agreed scope.
The Employment Act 2007 establishes core employment protections. Document the role, place of work, remuneration, working schedule, probation arrangements and the employee's entitlements in suitable written terms.
Check the working-hours rules and relevant sectoral wage orders before setting salary or overtime. Minimum wages vary by job category and location; confirm the current rate for the employee's role.
After 12 consecutive months of service, employees are generally entitled to at least 21 working days of annual leave. The Employment Act also provides three months' maternity leave and two weeks' paternity leave, subject to statutory conditions.
Run payroll in Kenyan shillings (KES) and assess PAYE, National Social Security Fund contributions and applicable health and housing levies. Remittance rules, bands and effective dates require a current check.
Follow contractual and statutory notice requirements, the reason for dismissal, procedural fairness and final-pay rules. Redundancy and other separations may trigger additional consultation, notice and payment duties.
Non-citizens must have suitable immigration permission before working locally. Independent contractor status depends on how work is actually performed, not merely the wording of the contract.
Legal framework: Employment Act 2007; applicable wage orders and current Kenya Revenue Authority, NSSF and other statutory guidance.
General guidance for planning only; confirm current law and the worker’s circumstances before relying on it.
Annual taxable income (KES)
NSSF: 6% of pensionable earnings, capped at KES 6,480 monthly under the 2026 tiers. SHIF: 2.75% of gross monthly salary. Affordable Housing Levy: 1.5% of gross monthly salary.
NSSF: matching 6%, capped at KES 6,480 monthly. Affordable Housing Levy: 1.5% of gross salary. NITA: KES 50 monthly per employee.
PAYE uses progressive annual rates. Eligible resident individuals receive monthly personal relief of KES 2,400. Work injury protection and statutory filings also require assessment.
For general reference, not a payroll quotation or legal advice. Confirm current rates, salary bases and filing responsibilities before processing payroll.
Tell us whether you need employment, contractor engagement or payroll administration in Kenya. We'll outline the country-specific next steps.
