- University lecturers have opposed a proposal to reduce the retirement age for professors from 74 to 70 years, warning it could worsen staff shortages in universities.
- They argue the move would weaken teaching, research and postgraduate supervision unless accompanied by long-term investment in developing the next generation of academics.
A fresh dispute has erupted in Kenya’s higher education sector after university lecturers strongly opposed a proposal to lower the mandatory retirement age for professors from 74 years to 70 years, warning that the move could trigger an unprecedented shortage of experienced academic staff and weaken the quality of teaching, research and innovation across the country’s universities.
The lecturers argue that the proposed changes, reportedly being considered by the Public Service Commission (PSC), fail to appreciate the unique nature of academic careers, where reaching the rank of professor often requires decades of study, research, publication and mentorship.
Speaking on Monday, August 3, 2026, officials representing university academic staff described the proposal as a threat to the stability of Kenya’s higher education system. They said the policy was introduced without sufficient engagement with universities and warned that its implementation would force many of the country’s most experienced scholars into retirement before adequate replacements are available.
University Academic Staff Union (UASU) Secretary-General George Osanjo said the proposal would reduce the retirement age for professors from 74 to 70 years while also lowering the retirement age for senior lecturers and other academic staff. According to him, the decision could result in a wave of exits that universities are ill-prepared to absorb.
He cautioned that many public universities are already struggling with inadequate numbers of professors, particularly in specialised disciplines such as medicine, engineering, law, agriculture and the sciences. Losing additional senior academics, he argued, would stretch institutions beyond their capacity and compromise academic standards.
The union noted that several academic programmes currently depend on only a small number of professors to provide leadership, supervise postgraduate research and meet accreditation requirements. In some departments, only two professors remain. If both are forced to retire within a short period, universities could struggle to sustain such programmes, affecting thousands of students and the institutions’ ability to offer specialised courses.
Lecturers say professors cannot be replaced overnight
Lecturers further emphasised that becoming a professor is one of the longest career journeys in the public service. Unlike many professions where promotions may occur within a few years, advancement in academia requires exceptional scholarly achievement accumulated over decades.
A university lecturer must first complete undergraduate and postgraduate studies, earn a doctoral degree, undertake years of teaching, publish quality research in internationally recognised journals, supervise postgraduate students, secure research grants and demonstrate academic leadership before qualifying for promotion to professorship.
Even after obtaining a PhD, progression through the academic ranks can take 20 years or more, depending on research productivity, publications, mentorship and institutional vacancies. Consequently, lecturers argue that professors cannot simply be replaced through immediate recruitment once they retire.
Beyond teaching, professors serve as mentors to younger academics, supervise master’s and doctoral candidates, guide curriculum development, chair university committees and drive research that informs national development. Their departure, lecturers warn, would create a significant knowledge gap whose effects could be felt for many years.
Union seeks consultations on retirement policy
The union has called upon the Public Service Commission to suspend the proposal and undertake comprehensive consultations with universities, academic unions, the Ministry of Education, university councils and Parliament before making any changes to retirement policies affecting higher education.
According to the lecturers, universities require a distinct human resource framework that recognises the specialised nature of academic careers rather than applying uniform public service regulations to all sectors.
The retirement debate comes at a time when the government is implementing broad public service reforms aimed at preparing Kenya’s workforce for future demographic and economic realities.
Recently, Public Service Cabinet Secretary Geoffrey Ruku unveiled plans to develop a long-term Public Sector Transformation Policy intended to guide recruitment, succession planning and workforce renewal over the next 20 to 30 years.
The Cabinet Secretary explained that the reforms are informed by data on the age profile of public servants, emerging skills requirements and the need to create opportunities for younger professionals entering government service.
He maintained that the reforms are gradual and are not intended to disrupt existing institutions but to ensure that the public service remains efficient, innovative and responsive to the country’s future needs.
Ruku also stated that Kenya’s youthful population presents an opportunity to gradually renew the workforce through structured succession planning while preserving institutional effectiveness.
Stakeholders call for balanced reforms
However, university lecturers insist that higher education institutions cannot be treated like ordinary government departments because their operations depend heavily on highly specialised expertise that takes decades to develop.
Education stakeholders observe that universities across the world increasingly rely on senior professors not only for classroom teaching but also for research leadership, postgraduate supervision, international collaborations and institutional governance. Many retired professors continue contributing as emeritus scholars because of their invaluable experience and academic networks.
The emerging disagreement therefore raises important questions about how Kenya can balance succession planning with the need to preserve academic excellence. While creating employment opportunities for younger scholars remains a national priority, universities argue that replacing experienced professors requires long-term investment in doctoral training, research funding and structured academic mentorship.
Analysts say that any retirement reforms affecting universities should be accompanied by deliberate policies to accelerate the development of the next generation of professors. Without such measures, institutions could face prolonged shortages of senior academics, reduced research output, weaker postgraduate programmes and declining global competitiveness.
READ ALSO:Child safety never takes a holiday: Why parents and communities must stay vigilant
As consultations continue, university lecturers remain firm that any changes to retirement policy must protect the integrity of Kenya’s higher education system while ensuring a smooth transfer of knowledge from experienced scholars to emerging academics. The outcome of the debate is expected to shape the future of university education, research and innovation for years to come.
By Hillary Muhalya
You can also follow our social media pages on Twitter: Education News KE and Facebook: Education News Newspaper for timely updates.
>>> Click here to stay up-to-date with trending regional stories
>>> Click here to read more informed opinions on the country’s education landscape
