The Kenya Union of Post-Primary Education Teachers (KUPPET) has presented a strong case to the Teachers Service Commission (TSC) for significant changes in the 2025-2029 Collective Bargaining Agreement (CBA). The union is demanding higher salaries, revised allowances and better working conditions citing economic pressures and systemic stagnation in teacher welfare.
The proposed CBA—dated October 31, 2024—is to replace the current 2021-2025 agreement which is due to expire next year.
Two-Year CBA Cycle
KUPPET is pushing for a two-year CBA cycle for the first time in history, arguing that more frequent reviews will enable closer monitoring and adjustment of employment terms. This, the union says, will allow the government and stakeholders to respond faster to the economic realities affecting teachers.
Economic Strain on Teachers
KUPPET notes that teachers have been disproportionately affected by recent statutory deductions including the 1.5% housing levy and 2.75% social health insurance fund. These deductions introduced in 2024 have eroded teachers’ take-home pay leaving households already struggling with rising cost of living in more financial stress.
Despite these pressures core allowances—house, commuter, hardship and travel—have not been revised since 2016-2021 CBA. The union says this is unacceptable especially with Kenya’s changing economic environment, inflationary trends and high urban living costs that are widening the gap between teachers’ salaries and their living expenses.
Inequities in Public Sector Pay
KUPPET has also highlighted pay disparities between teachers and other civil servants terming the imbalance as unjustifiable. Despite being critical to the national development agenda, teachers in post-primary institutions are underpaid and undervalued leading to frustration, low morale and in some cases attrition from the profession.
No Performance Reward System
The union faults TSC for not developing a structured framework to recognize and reward performance. Teachers despite their dedication and achievements are stuck in career limbo due to lack of clear progression paths or performance-based promotions.Without recognition for academic qualifications, innovation, leadership or impact, teachers across all job groups are demotivated. KUPPET says this lack of incentives has led to stagnation and low productivity in the education sector.
Reason for Salary Increase
The union says recent trends in GDP per capita and inflation justify a full salary review. The economic growth Kenya is experiencing should be reflected in better pay for educators who are shaping the future of the country.
Also the implementation of Competency-Based Curriculum (CBC) has added more administrative and academic workload on teachers. The extra workload often without commensurate remuneration has led to stress and burnout.
No Reward for Professional Development
Many teachers are pursuing higher education qualifications including postgraduate diplomas, masters and PhDs to upgrade their skills and remain relevant in the changing education landscape. But KUPPET notes that these investments go unrewarded in the pay structure or promotion criteria and therefore there is no motivation for continued professional growth.
Transformative Change
KUPPET is calling on TSC and Ministry of Education to offer competitive remuneration packages, expand career development opportunities and design a merit based reward system for teachers. These are the reforms we need to attract and retain qualified teachers, improve education quality and make the profession sustainable in the long term.
With the 2025-2029 CBA negotiations underway, the ball is in TSC’s court. Teachers are watching closely, hoping this time their demands for dignity, fairness and recognition will be met.
