Time, they say, waits for no one. Yet, for nearly 40,000 civil servants in Kenya, time off from work is something they can afford to miss. A recent Public Service Commission (PSC) report reveals a startling trend—tens of thousands of government employees have not taken leave, raising concerns about productivity, work-life balance, and even transparency within the public sector.
The findings indicate that 37,734 civil servants did not apply for leave in the past year, while an additional 2,030 applied but did not proceed. Ministries and state departments were the most affected, with 22,666 officers foregoing their annual break. The Interior and National Administration department reported the highest number of employees choosing work over rest, with over 8,000 officers from the Immigration department alone not utilizing their leave days.
Human resource experts argue that skipping leave is detrimental to both individuals and organizations. “Rest is crucial for productivity. Employees who don’t take leave risk burnout, reduced efficiency, and even health complications,” says HR professional Muthoni Ndung’u. She highlights several reasons why civil servants avoid time off: fear of being replaced, the desire to accumulate allowances, workaholism, or the need for recognition and promotions. In some cases, scandals could be the reason—officers may fear that stepping away from their roles could expose hidden misdeeds.
The issue extends beyond ministries, with over 4,400 employees in public universities also neglecting their leave days. The University of Nairobi led with 1,358 staff skipping leave, followed by Egerton (456), Maasai Mara (266), and Maseno (263). Other institutions, including Kenyatta and Jaramogi universities, also recorded hundreds of staff members not taking a break.
The Public Service Human Resource Policies and Procedures Manual mandates that civil servants take a minimum of 21 leave days annually, excluding weekends and public holidays. Employees cannot carry forward more than half their leave days, and annual leave must be taken within the designated year. However, implementation remains a challenge.
A lack of proper succession planning is another key factor. “When there is no one to take over duties, employees feel obligated to stay on,” Muthoni explains. Short staffing further complicates the situation, with officers working extra hours and days due to workforce shortages.
As the PSC pushes for compliance, government agencies have until June 30, 2025, to ensure that all officers proceed on leave. If properly enforced, this policy could restore balance, improve productivity, and uphold transparency in the civil service.
