Lynn HR's pricing is based on the number of employees on your payroll and the complexity of your payroll structure. We offer affordable monthly packages for businesses of all sizes. Contact us for a custom quote — there are no setup fees, and the first consultation is free.

A recruitment agency in Kenya acts as a professional bridge between employers looking to hire and candidates seeking employment. The agency manages the entire hiring process on the employer's behalf — writing job descriptions, advertising vacancies, sourcing CVs, screening and shortlisting candidates, conducting initial interviews, running background and reference checks, and presenting only the most qualified candidates to the employer for final interviews. This saves businesses significant time, reduces the risk of bad hires, and gives employers access to a far wider talent pool than in-house HR teams can typically reach on their own.

For mid-level professional roles, a good recruitment agency in Kenya can typically present a quality shortlist within 5 to 10 working days of receiving a detailed brief. For highly specialised, executive, or hard-to-fill roles, the process may take 3 to 6 weeks. The speed depends heavily on the quality of the brief, the seniority of the role, the industry, and whether the agency has an existing database of pre-screened candidates. At Lynn HR Solutions, our average time-to-shortlist for standard roles is 7 working days.

Yes. Section 9 of the Kenya Employment Act 2007 requires every employer to provide an employee with written particulars of employment within two months of the employee commencing work — for any employment expected to last three months or more. While the law speaks of 'written particulars', best practice and legal protection are best served by a full written employment contract. Failure to provide a written contract exposes the employer to fines of up to KES 100,000 per employee and weakens the employer's position significantly in any employment dispute.

Under the Kenya Employment Act 2007, every employee who has completed 12 months of continuous service is entitled to a minimum of 21 working days of paid annual leave per year. This is the statutory minimum — employers may offer more in their employment contracts or HR policies, but may not offer less. Annual leave should be taken within 12 months of it accruing, although carryover is permissible with mutual agreement. An employee is entitled to be paid their full salary during annual leave. Leave days cannot be substituted with a cash payment in lieu of actual leave — except on termination of employment.

Under the Kenya Employment Act 2007, an employer may only lawfully terminate an employee's contract on three grounds: (1) Misconduct — serious violations of workplace rules or the employment contract; (2) Poor performance or incapacity — where the employee is unable to perform their duties to the required standard despite fair support and warnings; and (3) Operational requirements (redundancy) — where the role is no longer required due to restructuring, automation, or economic necessity. Terminating an employee for any reason outside these three grounds, or without following due process for each, constitutes unfair dismissal — which is actionable at the Employment and Labour Relations Court.

Yes — and more urgently than most small business owners realise. Under the Kenya Employment Act 2007, all businesses with employees are required to have documented disciplinary procedures, a grievance handling process, and certain other policy provisions regardless of company size. Beyond legal compliance, documented HR policies protect the employer in disputes by establishing clear, pre-agreed rules that have been communicated to staff. Without written HR policies, an employer has almost no defensible position when a disciplinary or grievance matter reaches the Labour Office or the Employment and Labour Relations Court. Lynn HR designs practical, legally compliant HR policy frameworks for businesses of all sizes.

Yes. The Kenya Employment Act 2007 explicitly prohibits sexual harassment in the workplace. For organisations with 20 or more employees, employers are required to have a written sexual harassment policy and a clearly communicated complaints procedure. An employer who fails to address sexual harassment after a complaint has been raised may be held vicariously liable. The Employment and Labour Relations Court has increasingly issued significant damages awards in sexual harassment cases. Lynn HR develops workplace anti-harassment policies and conducts staff sensitisation training to help businesses meet their legal obligations and build respectful workplace cultures.