The Salaries and Remuneration Commission (SRC) has gazetted new regulations introducing a structured four-year salary review cycle for State officers and other public officers, outlining how remuneration and benefits will be determined, reviewed and implemented across the public service.
In a statement on Friday, July 10, SRC said the Salaries and Remuneration Commission (Remuneration and Benefits of State and Other Public Officers) Regulations, 2026, published as Legal Notice No. 106 of June 19, 2026, operationalize the SRC Act, 2011.
“The Regulations operationalize the SRC Act, 2011, by setting out clear procedures for determining and reviewing the remuneration and benefits for all State officers, advising on all other public officers, conducting job evaluation, developing salary structures, recognizing productivity and performance, guiding collective bargaining, and monitoring implementation,” SRC said.
The Commission said the gazettement marks a significant milestone in strengthening the governance of remuneration and benefits in the public service by providing public institutions with a clear legal and procedural framework for administering salaries and allowances.
According to SRC, the regulations are designed to reinforce constitutional principles of fiscal sustainability, fairness, transparency, the attraction and retention of skilled personnel, and the recognition of productivity and performance.
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Four-Year Salary Review Cycle
Among the reforms introduced is a structured four-year remuneration review cycle aligned with the national planning and budgeting process.
The regulations also establish standardized procedures for job evaluation to ensure equal remuneration for work of equal value while promoting fairness, consistency and transparency in salary decisions.
In addition, the Commission said salary structures will be developed and reviewed using objective labour market surveys and evidence-based methodologies.
Factors to Guide Salary Reviews
Under the new framework, decisions will consider Kenya’s economic performance, affordability and sustainability of public finances, the cost of living, labour market trends, job evaluation outcomes, productivity and performance, as well as relevant government policies.
The regulations also provide a structured framework for collective bargaining negotiations involving payments from public funds by outlining the commission’s advisory and concurrence roles.
To strengthen accountability, the framework introduces clear provisions on the implementation of SRC advice, dispute resolution, monitoring and evaluation, and review of remuneration decisions across public institutions.
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SRC Outlines Implementation Plan for New Salary Regulations
The commission said the regulations place productivity and performance at the center of remuneration management as part of efforts to build a more efficient and citizen-centered public service.
“SRC Regulations place productivity and performance at the heart of remuneration management, underscoring SRC’s commitment to a high-performing, efficient and citizen-centered public service,” the Commission said.
The Commission also acknowledged the contribution of stakeholders from the national and county governments, constitutional commissions, independent offices, public institutions, employer organizations and trade unions, saying their input was instrumental in shaping the regulations.
To support implementation, SRC said it will roll out a stakeholder sensitization programme and work closely with public bodies to ensure a smooth transition to the new regulatory framework.
The Commission added that the regulations will promote consistency in remuneration decisions, strengthen accountability, support prudent use of public resources and advance fairness and transparency in the management of salaries and benefits across the public service.
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