Clear Law. Fair Fees. Fast.

Employment Law that prevents disputes.

Q: Do I need written contracts for all employees?

If someone works for you for more than 3 months, Kenyan law requires a written contract. Written terms reduce disputes and protect both sides.

Q: How should I handle a termination?

Follow fair procedure: clear reasons, notice, a hearing where required, and proper documentation. Skipping process often triggers unfair termination claims.

Q: Can employees sue for unfair dismissal?

Yes. Employees can file claims at the Employment and Labour Relations Court. Where procedure or reasons are unfair, the court may award compensation.

Q: Do you represent both employers and employees?

Yes. We advise employers on compliance and disputes, and we also represent employees and executives in unfair termination, discrimination and benefits disputes.

Q: Can disputes be settled out of court?

Often yes. Negotiation and mediation can be faster, cheaper, and better for reputations than litigation.

Contracts, policies, disciplinary processes, terminations, mediation and ELRC representation. Built to protect businesses, and to enforce employee rights when fairness breaks.

Run an HR risk check

Current review turnaround: < 24 hours

Best for

Growing employers

Also for

Executives & staff

Delivery

Digital-first

Choose your lane

Employer support or employee advocacy

Same clarity. Different playbook.

For employers

Build compliance that survives disputes

Contracts and HR policies aligned to Kenyan labour law
Disciplinary, performance and termination playbooks
Workplace investigations and grievance handling
Proactive audits: fix risk before it becomes a claim

Step 1: Diagnostic

Employment Risk Check

Check what exists today. We’ll show what to fix, in what order.

Written contracts in place

Clear terms: job, pay, leave, notice, confidentiality, IP (where needed).

HR policies exist and are used

Disciplinary, leave, overtime, harassment, grievance, data use.

Disciplinary process is documented

Warnings, hearings, minutes, evidence handling, outcome letters.

Terminations follow a checklist

Reasons + process + notice + dues + handover + final documentation.

Records are clean and accessible

Attendance, leave, payroll, warnings, appraisals, letters, emails.

Dispute resolution route exists

Internal grievance path, then mediation/settlement strategy if needed.

When disputes arise

Fast resolution. Clean records. Strong outcomes.

Most employment disputes are won or lost in the paperwork and the process before court ever happens.

Early negotiation and mediation

Protect reputations. Reduce cost. Preserve relationships where possible.

Demand letters and settlement strategy

Clear positions, smart concessions, and documentation that holds up.

Representation at ELRC

Strategic pleadings, evidence discipline, and focused litigation.

Quick estimator

What kind of help do you need?

Fast direction before Pricing, based on typical scope. Not a quote.

Disclaimer

This estimator gives a broad, non-binding range for orientation only. It is not legal advice, and does not create an advocate-client relationship. Final fees depend on facts, documents, urgency, and scope confirmed after intake.

Matter type Urgency

We keep things practical: clear scope, clear turnaround times, clear fees.

How it works

A calm, structured workflow

Employment matters need speed, but also discipline. This keeps you protected.

Intake

We gather facts, timeline, key documents, and goals.

Risk & strategy

We map legal risks and choose the best path: settle or fight.

Execution

Docs, letters, hearings, filings, negotiations. Clean and timely.

Closure

Settlement terms or judgment. Then prevention plan going forward.

Clarity

Employment FAQs

Do I need written contracts for all employees?

If someone works for you for more than 3 months, Kenyan law requires a written contract. It reduces confusion and protects both parties.

How should I handle a termination?

Focus on process and documentation: reasons, notice, hearing where needed, and proper letters. Skipping steps often triggers expensive claims.

Can employees sue for unfair dismissal?

Yes. Claims can be filed at the Employment and Labour Relations Court. Where procedure or reasons are unfair, courts may award compensation.

Do you represent both employers and employees?

Yes. We help employers build compliant HR practice and defend disputes. We also help employees enforce rights in unfair termination, discrimination, and benefits disputes.

Can disputes be settled out of court?