-
The writer contends that behind every successful learning institution is a team of dedicated support staff whose commitment keeps the wheels of service delivery turning.
-
He maintains that institutions must place the welfare of support staff at the centre of good governance.
Behind every successful school, college, university, TVET institution, high school, primary school, polytechnic, hospital, church, or public institution is a team of dedicated support staff whose commitment keeps the wheels of service delivery turning.
Cleaners, security guards, cooks, drivers, gardeners, clerks, laboratory assistants, office attendants, storekeepers, ICT technicians, domestic workers, and other non-teaching personnel work tirelessly behind the scenes to create safe, efficient, and productive environments.
Though their efforts often receive little public recognition, they remain the backbone of institutional success and deserve fair remuneration, dignity, and full protection under Kenya’s labour laws.
According to Delphine Lugalia, a Kenya Union of Domestic, Hotels, Educational Institutions, Hospitals and Allied Workers (KUDHEIHA) official serving Kitale, West Pokot, and Turkana regions, institutions must place the welfare of support staff at the centre of good governance.
ALSO READ:
AI is a tool, not a teacher replacement, Kenya EdTech experts warn
She emphasizes that employers have a legal and moral obligation anchored in the Employment Act, 2007, to pay workers on time, fairly, and in accordance with the law, while ensuring that every statutory and authorized deduction is remitted promptly to its rightful destination.
These include Pay As You Earn (PAYE), National Social Security Fund (NSSF) contributions, Social Health Authority (SHA) contributions, the Affordable Housing Levy (AHL), service gratuity, SACCO deductions, loan repayments, and union dues.She stresses that union dues must be remitted to KUDHEIHA promptly and in full, noting that they form the financial lifeblood of the union.
These funds enable the union to carry out its day-to-day operations, represent members in labour disputes, negotiate better salaries and terms of service through collective bargaining, provide legal assistance, educate members on their rights, and promote workers’ welfare.
Lugalia further notes that KUDHEIHA operates across all 47 counties in Kenya, serving workers in educational institutions at all levels, including primary schools, high schools, TVETs, colleges, universities, and polytechnics; alongside hospitals, hotels, churches, domestic work, and allied sectors. She adds that KUDHEIHA is led by Secretary General Albert Njeru, who continues to strengthen the union’s national voice in advocating for workers’ rights.
ALSO READ:
Modern toilets to replace pit latrines in Teso South schools as MP launches sanitation programme
Delphine Lugalia further emphasizes that domestic workers are workers like any other, including those employed in private homes as house helps, house managers, caregivers, caretakers, cleaners, and even some categories of security and support personnel working in private households.
She notes that these workers are often the most vulnerable and must be protected under the law, properly remunerated, and recognized as part of the formal labour force.
She further calls upon the Government of Kenya to ratify key International Labour Organization (ILO) conventions, including Convention 189 on Domestic Workers and Convention 190 on Violence and Harassment in the Workplace, stating that these frameworks would strengthen protection for workers in both formal and informal employment, especially domestic workers who are frequently exposed to exploitation, abuse, and unfair labour practices.
She calls upon all employers to uphold transparency, accountability, and fairness, stressing that respecting payroll obligations is central to protecting the dignity of workers.
Ensuring timely salary payment is a fundamental obligation of every employer. Delays in salary payment place unnecessary financial hardship on employees and their families, affecting their ability to meet basic needs such as food, rent, school fees, and healthcare. Fair labour practice begins with paying workers on time and in full.
ALSO READ:
Vihiga Boys scouts crowned Western region champions in Malava
Equally important is the prompt remittance of all statutory deductions, including SHA, NSSF, PAYE, AHL, service gratuity, SACCO deductions, loan repayments, and union dues. Once these amounts are deducted from an employee’s salary, they cease to belong to the employer and must be transmitted to the relevant institutions without delay.
Unfortunately, in some institutions, statutory deductions and other authorized payroll contributions do not reach the intended institutions in good time. Employees may discover that although deductions appear on their payslips, the funds are delayed or irregularly remitted.
Such delays undermine access to essential services, including healthcare, retirement benefits, financial services, and union protection, while eroding trust between employers and employees.
Delayed remittance of SHA contributions may result in employees being denied medical services or forced to pay cash for treatment because their health cover is inactive despite deductions having been made. Similarly, delayed remittance of NSSF contributions may affect the timely crediting and growth of employees’ retirement savings and compromise their long-term financial security.
Employers are further urged to follow due process before terminating any employee. The Employment Act requires fair procedure, including giving employees an opportunity to be heard, ensuring valid reasons for termination, and adhering to lawful disciplinary processes. Arbitrary dismissals undermine workplace justice and employee morale.
ALSO READ:
Every employee should be issued with a written employment contract or appointment letter clearly outlining the terms and conditions of service. Employers should also avoid informal cash payments without proper payroll records, as this practice often leads to non-remittance of statutory deductions and weak financial accountability.
Good payroll governance requires maintaining accurate employment records, transparent payroll systems, itemized payslips, and timely remittance of all statutory and authorized deductions. These are not optional practices—they are the foundation of compliance, accountability, and institutional integrity.
We commend the many employers who consistently comply with labour laws, pay fair wages, remit statutory deductions on time, and uphold the dignity and rights of their employees. At the same time, we urge institutions that have not yet achieved full compliance to take urgent corrective action and align themselves with the law.
We also encourage employees working in educational institutions, hospitals, hotels, churches, domestic work, and other sectors represented by KUDHEIHA to join the union for protection, legal support, and stronger collective bargaining power. With presence across all 47 counties, KUDHEIHA continues to play a key role in defending workers’ rights and improving terms of service through collective representation.
Ultimately, fair remuneration, timely salary payment, and full remittance of statutory deductions and union dues are not merely legal requirements—they are the pillars of dignity, justice, and sustainable industrial relations. Institutions that uphold these principles build trust, stability, and long-term success.
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
