Offer Letter Generator — Kenya
Offer Letter Generator for Kenya — Employment Act 2007 Compliant
Kenyan employment is governed by the Employment Act 2007, which mandates written contracts for all employees. Offer letters must reference NSSF (National Social Security Fund), NHIF (National Hospital...
Local Requirements
Offer Letter Generator Requirements in Kenya
Must comply with Employment Act 2007. Include NSSF details (Tier I: 6% employer + 6% employee on first KSh 7,000). NHIF contributions based on salary brackets. PAYE as per Income Tax Act. Housing Levy (1.5% employer + 1.5% employee).
Generate Document
Fill in Your Details
Document Preview
Secure payment via Stripe. No account required.
Kenyan employment is governed by the Employment Act 2007, which mandates written contracts for all employees. Offer letters must reference NSSF (National Social Security Fund), NHIF (National Hospital Insurance Fund), and PAYE tax obligations. Kenya's tech hub 'Silicon Savannah' in Nairobi has driven demand for professional HR documentation.
A Kenyan offer letter should give the written particulars the Act requires: the job title and duties, the pay and how it is calculated, hours of work, the probation period, which may be up to six months, and the notice for termination, commonly twenty-eight days for a monthly contract. It should also note the statutory entitlements, at least twenty-one days of annual leave and three months of maternity leave, and confirm registration for NSSF and the health scheme.
Statutory deductions frame the package: NSSF under the fully implemented NSSF Act 2013, the health contribution now made to the Social Health Insurance Fund that replaced NHIF from late 2024, the Affordable Housing Levy of 1.5 percent, and PAYE to the Kenya Revenue Authority. Setting these out clearly, alongside the minimum wage for the job's location and skill category, gives the Nairobi or Mombasa hire a transparent and compliant offer.
Cities
Offer Letter Generator in Kenya
FAQ
Frequently Asked Questions
The Employment Act 2007 requires written particulars of employment including job title, date of commencement, form and duration of contract, remuneration and method of calculation, payment intervals, hours of work, leave entitlements, and notice period for termination. For casual employees, terms must be provided before commencement. The Act mandates a minimum of 21 days annual leave, paid sick leave, and maternity leave of 3 months. Offer letters should reference these statutory minimums and state any terms that exceed them.
NSSF contributions follow a tiered system: Tier I covers the first KSh 7,000 of pensionable earnings with 6% from each party. Tier II covers earnings between KSh 7,000 and KSh 36,000 at the same rate. NHIF contributions are based on gross salary brackets ranging from KSh 150/month for incomes below KSh 5,999 to KSh 1,700/month for incomes above KSh 100,000. Both are mandatory deductions that should be clearly reflected in the offer letter salary breakdown. The employer matches the NSSF contribution.
Kenya has different minimum wages based on location and skill level. Nairobi and Mombasa have higher minimums than rural areas. As of recent regulations, the general minimum wage in Nairobi is approximately KSh 15,000-16,000/month for unskilled workers. Skilled workers and specific sectors have higher minimums. The minimum wage is reviewed periodically by the government through a Labour Day announcement. Offer letters must comply with at least the applicable minimum wage for the job location and skill category.
A Kenyan offer letter should reflect the deductions that will apply to pay: NSSF contributions under the NSSF Act 2013, with the employee and employer each contributing 6 percent of pensionable pay up to the set limits; the health contribution, now 2.75 percent of gross salary to the Social Health Insurance Fund that replaced NHIF from October 2024; the Affordable Housing Levy of 1.5 percent matched by the employer; and PAYE deducted under the Income Tax Act. Stating that these apply, along with any pension or medical cover above the statutory minimum, keeps the offer transparent and avoids later disputes about take-home pay.