TSC Tables Salary Increase Plan Under 2025–2029 CBA; Unions Push for Faster Rollout
TSC Tables Salary Increase Plan Under 2025–2029 CBA; Unions Push for Faster Rollout, The Teachers Service Commission (TSC) has introduced a new salary increment plan ranging from 16% to 32% for Kenyan teachers under the 2025–2029 Collective Bargaining Agreement (CBA). The commission has proposed the adjustments be implemented gradually over a four-year period. However, teacher unions are pressing for a compressed two-year timeline, citing the rising cost of living.
The proposal has sparked optimism and debate across the education sector, with unions welcoming the figures but firmly rejecting the lengthy implementation schedule.
Details of the TSC CBA Offer
TSC’s new proposal aims to harmonize pay across job groups, with lower cadres expected to receive a 16% raise and senior teachers projected to gain up to 32%. This comes after prolonged union advocacy and sustained pressure to improve teacher remuneration amid economic challenges.
Unions such as KNUT and KUPPET have emphasized that the phased plan does not sufficiently address immediate financial needs, especially in light of inflation and increased taxation. As a result, they are calling for the entire salary increment to be rolled out by 2027.
Why Unions Oppose the Four-Year Plan
- The proposed four-year timeline is viewed as too slow to offset the current economic burden on teachers.
- Union officials argue that inflation will diminish the actual value of the raises if stretched over four years.
- A two-year implementation is considered feasible, especially given the increased allocation to the education sector in the 2025/26 national budget.
“Delaying the rollout only continues to frustrate teachers who have already endured years of stagnation,” a union leader noted.
Teachers’ Mixed Reactions
Teachers across the country have responded with cautious optimism. While many welcome the figures, concerns remain that the TSC’s phased approach may delay tangible benefits. Skepticism has emerged, especially following previous CBAs where promised adjustments were either delayed or partially implemented.
Proposed Salary Adjustments by Job Group (Estimated)
| Job Group | Estimated Increment |
| B5 to C1 (Primary School Teachers) | 16%–20% |
| C2 to C3 (Secondary School Teachers) | 20%–26% |
| C4 and above (Senior/Head Teachers) | 26%–32% |
These proposed raises are designed to close pay disparities, retain skilled educators, and promote career progression.
Budgetary Support and Potential Funding Sources
- The 2025/26 national budget allocates additional resources to education, making the proposed CBA financially viable.
- Unions believe the World Bank’s education support grants could be used to finance the early stages of implementation if the two-year model is adopted.
Implications for Teacher Motivation and Education Quality
Analysts note that competitive salaries are key to reducing teacher attrition and improving performance in classrooms. Many qualified educators have either left the profession or migrated abroad due to unsatisfactory pay.
If implemented effectively, the new CBA could:
- Boost morale among teachers.
- Enhance retention of skilled personnel.
- Strengthen public education quality across the country.
Next Steps in the CBA Process
- The proposal has been submitted to the Salaries and Remuneration Commission (SRC) for review.
- A tripartite meeting involving TSC, SRC, and the unions is expected soon to resolve differences.
- Should consensus be reached, teachers may begin receiving revised salaries by January 2026.
The 2025–2029 CBA proposal by TSC presents a significant opportunity to reshape teacher compensation and morale in Kenya. However, implementation speed remains a sticking point. A swift and fair rollout will be essential in turning this proposal into a meaningful and lasting change.
As discussions progress, the teaching fraternity remains hopeful that this agreement will not only be signed—but also fully honored.
