After a week of halted operations and unrest in Kenya’s higher education sector, the Universities Academic Staff Union (UASU) and the Kenya Universities Staff Union (KUSU) have called off their strike following a successful negotiation with the government. The strike, which began as a response to stalled salary increment demands and other unresolved employment issues, ended with a return-to-work formula that promises significant gains for university employees. The negotiated agreement is seen as a victory for the staff, with provisions for salary hikes, harmonization of retirement ages, and assurances against victimization for those who participated in the strike.
This article takes an in-depth look at the reasons behind the strike, the details of the agreement, and its potential impact on Kenya’s higher education system, both for the staff and the institutions they serve.
Backdrop to the Strike: Why It Happened
Kenya’s public universities have long been plagued by funding shortfalls, bureaucratic inefficiencies, and unresolved labor disputes. University staff, both academic and non-academic, have consistently raised concerns over insufficient pay, lack of career progression opportunities, and delayed payment of allowances. These challenges, coupled with the rising cost of living in Kenya, had reached a tipping point, prompting the UASU and KUSU to call for a strike at the beginning of the month.
The strike saw widespread participation from teaching and non-teaching staff across various public universities, paralyzing academic activities and creating concerns among students and parents regarding the potential disruption of the academic calendar. The unions accused the government of failing to honor previously agreed-upon Collective Bargaining Agreements (CBAs) and ignoring staff demands for better working conditions.
The primary demands included salary increments, harmonization of retirement ages across various cadres, and a withdrawal of a court case that the government had lodged against the striking workers. Despite initial resistance from the government, pressure from stakeholders and public outcry paved the way for negotiations between the unions and the inter-ministerial committee formed to resolve the matter.
Key Provisions of the Agreement
Following several rounds of discussions, the parties reached a consensus, leading to the signing of a return-to-work formula. The agreement addresses the key grievances that prompted the strike and lays out the path for improved working conditions for university staff.
1. Salary Increment: A Step Towards Better Compensation
The highlight of the agreement is a phased salary increment that will see university employees receive much-needed financial relief. Employees in grades 13A to 15A are set to receive a 7% salary hike, while those in grades 10A to 12A will get a 10% increment by October of this year.
This increment, while viewed as a positive step forward, is still below the expectations of some employees, who had hoped for a more substantial increase. However, both unions have welcomed the move as a victory in light of the government’s previous reluctance to discuss salary adjustments. The unions stressed that this salary revision should be seen as the beginning of a broader conversation about improving compensation for university staff in the future.
2. Withdrawal of Court Case and Assurances Against Victimization
An important aspect of the agreement is the employer’s commitment to withdraw unconditionally the court case that had been filed against striking university workers. The unions had earlier raised concerns that the legal action was not only unjust but also an attempt to stifle their right to strike.
In addition to withdrawing the case, the employer has agreed not to victimize or take any disciplinary action against those who participated in the strike. This provision is seen as critical in restoring trust between the university staff and their employers. Ensuring that there will be no repercussions for strike participants is vital to ensuring that such actions can be avoided in the future and that staff can return to work without fear of retribution.
3. Harmonization of Retirement Age
One of the most significant outcomes of the negotiations is the harmonization of the retirement age for university staff. Under the new agreement, KUSU members of staff in teaching laboratories and university librarians will retire at 65 years, while academic staff members will enjoy an extended retirement age.
Graduate Assistants, Tutorial Fellows, and Assistant Lecturers will retire at 70 years, while Senior Lecturers, Associate Professors, and Professors will retire at 74 years. This harmonization addresses a long-standing disparity in retirement ages across different ranks and staff categories. For academic staff, especially in senior positions, the extended retirement age is seen as a move to retain experienced scholars and maintain the academic standards of Kenyan universities.
The unions have celebrated this harmonization as a major victory for their members, particularly for those in academia, where career progression can often take longer, making later retirement a much-needed provision.
4. Formation of a National Implementation Committee
To ensure that the agreed-upon details of the Collective Bargaining Agreements are properly executed, the agreement also provides for the creation of a National Implementation Committee. This committee will be composed of representatives from both the unions and the employer, and its role will be to oversee the execution of the agreement and ensure that all parties adhere to the terms.
The formation of this committee is a significant step toward ensuring accountability and preventing future disputes. It provides a structured platform for dialogue between the unions and university management, which could help avoid the need for strikes in the future.
Impact on University Operations
The immediate effect of the agreement is that academic activities will resume in all public universities across Kenya. Lecturers and other university staff are expected to return to work, and students can breathe a sigh of relief as the academic calendar gets back on track. The agreement’s provisions, particularly the salary increments and harmonized retirement ages, are also likely to improve staff morale, leading to a more motivated workforce in the long term.
However, questions remain about the sustainability of these agreements. Public universities in Kenya continue to face funding challenges, and it is unclear how these salary increments will be financed, particularly given the government’s existing fiscal constraints. In the past, university administrations have had to rely on internal sources of revenue, including tuition fees from self-sponsored students, to meet their financial obligations. With declining student enrollment and pressure to reduce tuition costs, universities may find it challenging to implement these salary hikes without additional government support.
Long-Term Implications for the Higher Education Sector
The agreement between UASU, KUSU, and the government marks a significant step forward in addressing the grievances of university staff. However, it also highlights some of the deeper structural issues facing Kenya’s higher education sector.
Public universities have long struggled with inadequate funding, which has resulted in a host of challenges, from delayed salary payments to under-resourced facilities. While the negotiated salary increment is a welcome relief for staff, it does not address the root causes of these challenges. There is an urgent need for the government to rethink its funding model for higher education and to consider alternative ways of ensuring that public universities remain financially sustainable.
Moreover, the harmonization of retirement ages for academic staff could have broader implications for the sector. While it allows universities to retain experienced scholars for longer, it could also limit opportunities for younger academics looking to rise through the ranks. Universities will need to find a balance between retaining experienced staff and providing career progression opportunities for the next generation of scholars.
Conclusion: A Temporary Victory?
The end of the week-long strike is a relief for all stakeholders in Kenya’s higher education system. The negotiated agreement has addressed the immediate concerns of university staff, particularly in terms of salary adjustments and retirement age harmonization. However, the agreement represents only a partial solution to the broader challenges facing the sector.
For Kenya’s public universities to thrive in the long term, there is a need for sustained investment in higher education, both in terms of funding and infrastructure. The government must also work closely with university administrations and staff unions to ensure that future negotiations are handled proactively, rather than reactively, to avoid the disruptive effects of strikes.
As the dust settles from this latest dispute, university staff and students alike will be hoping that this agreement lays the groundwork for a more stable and prosperous future for Kenya’s higher education sector.
