The teaching profession in Kenya is poised for a major shift. After protracted negotiations and mounting pressure from teacher unions, the Teachers Service Commission (TSC) and education stakeholders have finally anchored a fresh Collective Bargaining Agreement (CBA) that promises to redefine how much teachers earn, how they get promoted, and how government prioritizes their welfare.
In this post, we explore the key provisions of the new salary scale, break down who gains and how, highlight the phases of implementation, and reflect on the challenges ahead.
Background: Why this Deal Matters
For years, Kenyan teachers have grappled with stagnant pay, opaque promotion systems, and a disconnect between their compensation and the cost of living. Many educators—especially those at entry levels—felt undervalued and overburdened. Meanwhile, heads of institutions and administrators sometimes appeared to benefit disproportionately under earlier agreements.
The 2025–2029 CBA is widely seen as an attempt to redress those imbalances. It injects roughly KSh 33 billion into the salary package over the life of the agreement. The deal was struck on July 18, 2025, following long, sometimes tense negotiations involving TSC, the Kenya Union of Post-Primary Education Teachers (KUPPET), the Kenya Union of Special Needs Education Teachers (KUSNET), and other stakeholders.
That said, unlocking good intentions into real, sustained change will require disciplined implementation, accountability, and continued oversight by teachers and unions.
The Salary Scale: What Teachers Will Earn
One of the headline features of the new CBA is the upward adjustment of both minimum and maximum salaries across teacher job groups, from the lowest cadres (B5/C1) to top-tier administrators (D5).
Here’s a distilled breakdown of the new pay structure:
Highlights and General Ranges
- The highest-paid teachers (Job Group D5) will earn up to KSh 167,415 per month.
- Entry-level teachers — those at the bottom of the scale — will see increases of nearly 29.6%, pushing salaries from around KSh 23,000 to approximately KSh 29,000 for the lowest cadres.
- The increment is not uniform: senior levels see a ~5% increase in basic salary.
- The whole package is to be rolled out in phases over the duration of the agreement (2025–2029).
Detailed Job Group Changes
According to reports, the pay increases are structured across four financial years (2025/26 to 2028/29). Some of the illustrative changes:
| Job Group | Role Examples | 2025/26 (min–max) | 2028/29 (min–max) |
|---|---|---|---|
| B5 | Entry primary teacher | KSh 25,075 | Up to ~KSh 30,448 |
| C1 | Secondary Teacher III / Junior secondary | ~KSh 31,787 | ~KSh 35,336 → ~KSh 47,261 |
| C2 | Graduate Secondary / Senior Teacher I | KSh 39,074 – 50,201 | Up to KSh 41,420 – 57,230 |
| C3 | Senior Teacher I / Secondary Teacher I | KSh 46,698 – 60,874 | ~KSh 49,781 – 66,233 |
| C4 | Deputy Headteacher I / Senior Master IV | KSh 53,864 – 70,947 | ~KSh 58,585 – 77,120 |
| C5 | Headteacher & Senior Master II | KSh 64,140 – 83,770 | ~KSh 69,745 – 96,130 |
| D1 | Deputy Principal / Curriculum Support Officer | KSh 79,213 – 97,103 | ~KSh 80,984 – 99,272 |
| D2 | Deputy Principal II / Senior CSO | KSh 93,189 – 113,633 | ~KSh 95,271 – 116,070 |
| D3 | Principals / Senior Principals in big schools | ~KSh 106,736 – 130,434 | ~KSh 109,224 – 133,347 |
| D4 | Senior Principals / Large school heads | ~KSh 119,128 – 147,383 | ~KSh 121,789 – 150,675 |
| D5 | Chief Principals / top administrators | KSh 132,365 – 163,748 | Up to ~KSh 135,321 – 167,415 |
Other summaries show:
- Job Group C1: KSh 35,300 – 47,300
- Job Group D5: KSh 150,000 – 167,415
Meanwhile, for primary, secondary, and ECDE teachers, the scale shows examples such as:
- B5 (Primary Teacher II): ~KSh 23,830 per month
- C3 (Senior Teacher I / Secondary Teacher I): KSh 43,154 – 53,943
- C4 (Senior Master IV): KSh 52,308 – 65,385
- C5 (Senior Master III): KSh 62,272 – 77,840
- D5 (Chief Principal): ~KSh 131,380 – 159,534
It should be noted that some of these figures appear drawn from earlier or in-between stages and may not fully reflect the newly negotiated full CBA bands.
Phasing & Implementation
One of the most critical components of the agreement is how the increases will roll out. It is not a one-time jump, but a phased adjustment over four fiscal years.
This gradual approach is designed to lessen the strain on the national budget, spread the fiscal burden, and allow for smoother absorption into government payrolls. The increases will apply to both the minimum and maximum of each job group’s basic salary scale.
Implementing in phases also allows for recalibration if unforeseen macroeconomic pressures arise (inflation, revenue shortfalls, etc.). But the flip side is that some teachers might feel the pace is slow—especially those at the lower end.
Key points include:
- KSh 33 billion is allocated across the CBA lifespan.
- The first tranche already takes effect immediately, with changes expected in paychecks by end of July 2025.
- Annually, around KSh 8.4 billion will be set aside for the increments.
So while the full benefits won’t come instantly, the improvements begin immediately.
What Stays, What Changes: Allowances, Promotions, and Policies
The CBA is not just about basic salaries. Here are some key non-salary elements:
Allowances
Allowances will largely remain unchanged under the new agreement. That said, teachers will still receive:
- House Allowance – varies by grade and region (higher in Nairobi, lower in rural areas)
- Commuter / Transport Allowance – to help cover travel costs
- Hardship Allowance – for teachers posted in underserved or remote areas
- Annual Leave Allowance – as per grade-based policy
Although basic pay is rising, for many teachers the overall perceived boost will depend heavily on how allowances interact with their base.
Abolition of the Career Progression Guidelines (CPG)
One of the more politically charged issues has been the Career Progression Guidelines (CPG), introduced in 2018. Many teachers criticized CPG for being rigid, opaque, and punitive—tying promotions to specific training or performance appraisals that were sometimes controversial in execution.
Under the new CBA, the CPG system is to be gradually eliminated, replaced by a more equitable, transparent promotion and appraisal system developed in consultation with stakeholders. This is seen as a major win for frontline teachers, especially those who felt blocked under the old system.
Promotions & Appraisal
Moving forward, promotions will increasingly hinge on performance, experience, additional qualifications, and demonstrated competencies. The new system aims for fairness and clarity, removing some of the subjectivity that characterized past promotions.
Harmonization for ECDE Teachers
Historically, Early Childhood Development Education (ECDE) teachers worked under county governments with pay scales that often lagged behind primary/secondary peer groups. The new agreement seeks a harmonized structure under TSC to reduce disparities, though debates remain whether ECDE teachers are being fully equated.
In sum: while allowances persist, the structural reform in promotions and the removal of CPG are viewed as deeper systemic shifts.
Who Gains the Most — and Who Might Feel Left Behind?
Big winners
- Lower cadre teachers: Those who were stuck on very low basic salaries will see the biggest percentage gains (nearly 30%). This helps narrow the inequality between entry-level teachers and senior administrators.
- Mid-level teachers: The steady upward mobility across job groups means that those in mid-tier ranks will see consistent improvements over the life of the CBA.
- Teachers in hardship / remote regions: While allowances don’t change per se, the jump in base pay makes the hardship differential more meaningful relative to baseline compensation.
Potential concerns / laggards
- Top administrators: Their percentage increases are modest (~5%), so while their absolute pay is high, the relative increment is smaller.
- Teachers expecting instant transformation: Because the increases are phased, full benefit accrual takes time — frustration can arise if delays or budget slippages occur.
- ECDE teachers: While harmonization is promised, some still question parity with teachers in primary/secondary roles.
- Allowance-dependent teachers: For some teachers (especially in Nairobi or hardship areas), allowances form a larger chunk of total earnings. Since those are largely untouched, the real-life benefit may feel muted.
Implications & Challenges to Monitor
Achieving a well-signed CBA is one thing; executing it faithfully is another. Some of the major risks and points of attention include:
- Budget fidelity and absorption
The government must allocate and release the incremental funds annually (KSh 8.4 billion per year) and ensure these are absorbed into the payroll. Otherwise, teachers may face delays or partial disbursements. - Inflation and cost of living
Kenya’s inflationary dynamics could erode the real value of increments, particularly in later years of the CBA cycle. The phased rollout may exacerbate this for those at earlier bands. - Transparency and accountability
The elimination of CPG and the advent of new appraisal / promotion systems require oversight to guard against favoritism, delays, or manipulations. - Equity in practice
Rural and hardship areas must receive attention not just via allowances but through support mechanisms (transport, housing, infrastructure) so that the CBA benefits those teaching in challenging settings. - Ensuring harmonization for ECDE teachers
The promise to bring ECDE teachers into the TSC fold must be matched by resources, capacity building, and clarity on roles and equivalencies. - Sustainability beyond 2029
What happens after the CBA lapses? Systems must be built so that teachers aren’t left stranded waiting for the next renegotiation. - Union vigilance
The teachers’ unions (KUPPET, KUSNET, KNUT) must remain vigilant, monitor implementation, and hold both TSC and government accountable.
What Teachers Should Do Now
- Verify your new payslip
Come end of July / start of next payroll, teachers should verify that the new basic salary matches the CBA bands. Report discrepancies early to TSC or union offices. - Stay informed about promotion/appraisal changes
The new promotion system will be rolled out gradually. Engage with union briefings, TSC circulars, and training opportunities so you’re ready. - Document and track allowances & benefits
Make records (payslips, contracts, memoranda) so any anomalies can be flagged. For teachers in hardship or remote areas, ensure that allowances are being applied correctly. - Advocate actively in your school / district
Institution-level implementation may vary. Teachers can organize to ensure that principals and TSC officers adhere to the CBA in their region. - Plan financially
While salary increases bring more income, it is wise to adjust budgets, savings, and long-term planning in view of rising costs and next phase increments.
Looking Ahead: Will This Raise the Teaching Profession?
The success of this agreement could pivot on several outcomes:
- Higher morale and retention
More competitive pay could reduce teacher attrition, especially in high-need, rural, or hardship areas. - Better teaching quality
With improved welfare, teachers may be more motivated to invest in their continuous professional development, benefiting learners. - Greater investment in education
The government’s commitment to honoring this deal could signal stronger prioritization of education in national budgets and policy. - Benchmarking for future deals
How well this CBA is implemented may shape future salary negotiations not just for teachers, but across public servants.
However, if rollouts are inconsistent, delays creep in, or if inflation erodes gains, the credibility of the deal may be undermined. The teaching profession (and its unions) must continue pushing for accountability.
Conclusion
The 2025–2029 TSC salary agreement is a watershed moment for education in Kenya. It marks a conscious effort to recognize the contribution of teachers more equitably, especially for those on the lower rungs of the pay ladder. The promise is not just higher pay, but a fairer, more transparent system — one that abandons the controversial CPG in favor of merit and equity.
Yet, the true test lies ahead: how faithfully this agreement is implemented, how well the system adapts to economic pressures, and whether teachers ultimately benefit in real, sustained terms.
As a teacher, union member, or educational stakeholder, staying informed, engaged, and proactive will be key. This is more than a salary deal — it is a social contract between the state and those entrusted with nurturing the next generation of Kenyans.
Frequently Asked Questions (FAQs) on the New TSC Salary Scale 2025–2029
1. When does the new TSC salary scale take effect?
The new TSC salary structure officially came into effect in July 2025. Teachers are expected to see the first changes reflected in their payslips by the end of that month. However, since the agreement is being implemented in phases, the full increments will be realized progressively through to 2029.
2. How much money has the government allocated for the new CBA?
The government, through the Teachers Service Commission (TSC), has set aside about KSh 33 billion for the implementation of the 2025–2029 CBA. Approximately KSh 8.4 billion will be distributed annually to facilitate salary adjustments across all teaching cadres.
3. Who benefits the most from the new salary scale?
The biggest beneficiaries are entry-level teachers in Job Group B5 and C1, who will see salary increases of nearly 30%. Mid-level teachers in groups C2–C4 also enjoy notable increments, while top administrators in group D5 receive more modest percentage increases (about 5%), though their absolute salaries remain the highest.
4. What is the new salary for the highest-paid teachers?
Teachers in Job Group D5 — typically Chief Principals and top-level administrators — will now earn up to KSh 167,415 per month by the end of the implementation period. Their starting point is around KSh 135,000.
5. How much does a new primary school teacher earn under the CBA?
A newly employed teacher in Job Group B5 (Primary Teacher II) will now earn between KSh 25,000 and KSh 30,448 depending on their experience and years of service. This is a major boost from the previous starting point of about KSh 23,000.
6. Will allowances increase under the new agreement?
No. The allowances such as House Allowance, Commuter Allowance, Hardship Allowance, and Leave Allowance remain the same. However, since the basic salary has gone up, these allowances will have a greater impact on the overall take-home pay.
7. What happens to the Career Progression Guidelines (CPG)?
The controversial Career Progression Guidelines (CPG), introduced in 2018, will be phased out. They will be replaced with a new, fairer appraisal and promotion system that is expected to focus more on merit, performance, and qualifications rather than rigid checklists.
8. How will promotions work under the new system?
Promotions will be tied to experience, performance appraisals, and additional academic or professional qualifications. Teachers can expect clearer and more transparent criteria compared to the CPG system, which was widely criticized as opaque.
9. Are ECDE teachers included in the new CBA?
Yes. One of the highlights of the new deal is the effort to harmonize ECDE teachers’ salaries with those of primary and secondary teachers under TSC. While progress has been made, some disparities may still exist depending on county implementation and budget allocations.
10. How will the salary increments be phased?
The salary increases will roll out in four stages, one for each financial year from 2025/26 to 2028/29. This means that teachers will not receive the full increment all at once, but in gradual increments until the end of the CBA period.
11. Will inflation affect the new salary increments?
Yes. While the salary adjustments are significant, the impact of inflation and rising cost of living may reduce the real value of these increments over time. This is why teachers’ unions continue to push for periodic reviews and adjustments.
12. What should teachers do if their payslip does not reflect the new salary?
Teachers are advised to check their payslips carefully once the first phase of the CBA is implemented. If discrepancies are noted, they should report immediately to their TSC County Director or seek assistance from their union representatives to ensure corrections are made.
13. How does the new salary scale compare with other public service sectors?
With the new increments, teachers’ pay is now more competitive compared to other civil servants. However, unions still argue that considering the workload and critical role teachers play in shaping Kenya’s future, there is still room for improvement.
14. What happens after the 2025–2029 CBA ends?
Once the current agreement lapses in 2029, teacher unions will enter fresh negotiations with TSC and the government to establish a new salary and welfare package. The success of this CBA will likely shape the bargaining power and expectations for future agreements.
15. Why is this CBA considered historic?
This deal is viewed as historic because it provides the highest percentage increment for entry-level teachers in decades and eliminates the unpopular CPG system. It also signals a stronger commitment by the government to invest in education and improve teacher morale.
