University Lecturers and University Staff Launch Nationwide Strike as Salary Disputes and CBA Negotiations Collapse
Teaching and learning activities in public universities across Kenya face disruption after lecturers and other university employees began a nationwide strike on Friday, October 2, 2026. The industrial action follows the collapse of negotiations between university staff unions and employers over the 2025–2029 Collective Bargaining Agreement (CBA).
The strike marks a new chapter in a prolonged labour dispute that has placed the welfare of university employees, government funding commitments and the future of higher education at the centre of national debate. Thousands of students are now facing uncertainty as lecturers, administrative workers and other university employees withdraw their services in protest over what they describe as delays and inadequate proposals from their employers.
The Universities Academic Staff Union (UASU), Kenya University Staff Union (KUSU) and Kenya Union of Domestic, Hotels, Educational Institutions, Hospitals and Allied Workers (KUDHEIHA) announced the nationwide strike after rejecting the latest counter-offer presented by the Inter-Public Universities Councils Consultative Forum (IPUCCF).
The unions maintained that the proposal failed to address several issues raised during negotiations. They also argued that the proposed salary adjustments and benefits did not adequately reflect the rising cost of living and the responsibilities carried by university employees.
The announcement followed a meeting between union representatives and the employers’ forum at Machakos University. However, the meeting ended without an agreement, further widening the disagreement between the two sides.
The unions subsequently instructed their members to withdraw their labour from midnight on Thursday, October 1, with the strike taking effect on Friday morning. They also urged employees across public universities to remain united and participate in the industrial action until their demands are addressed.
For thousands of students, the timing of the strike presents another difficult moment in an academic environment already facing several challenges. University students depend on lecturers and other employees for lectures, examinations, academic supervision, registration, clearance and other essential services.
The withdrawal of these services could therefore affect more than classroom learning. Students preparing for examinations, those undertaking research projects and final-year students waiting to complete their academic programmes could all experience delays if the dispute continues.
Disagreement over salary increments and allowances
At the heart of the dispute is the proposed 2025–2029 CBA, which is expected to establish the salary structure and working conditions for employees in public universities over the four-year period.
The unions have argued that the negotiations have taken too long without producing an agreement that adequately addresses their members’ concerns. They say discussions should have progressed much faster following commitments made under an earlier return-to-work formula.
According to the unions, the parties signed a return-to-work formula on November 5, 2025, which provided a framework for moving forward with negotiations. However, union representatives accused university employers and relevant government institutions of failing to honour commitments that would facilitate the conclusion of the new agreement.
UASU, KUSU and KUDHEIHA have also rejected the proposed salary adjustments, arguing that the figures do not adequately protect employees against the increasing cost of living.
During the October 1 announcement, UASU National Organising Secretary Jacob Musembi said the unions considered the latest counter-offer inadequate. He argued that the proposed four per cent annual increment was below the prevailing inflation rate, which the unions placed above six per cent.
The unions maintained that such an adjustment would not sufficiently protect their members’ purchasing power, particularly as employees continue to face rising costs of housing, food, transport, education and other basic necessities.
However, the employers’ recommendations submitted to the Salaries and Remuneration Commission (SRC) provide a different picture of the proposed salary adjustments. According to the reported IPUCCF recommendations, the forum settled on an 8.25 per cent cumulative increase in basic salaries over the 2025–2029 CBA period, implemented through annual adjustments of two per cent.
The employers’ forum reportedly considered several options before settling on its recommendation. These included a two per cent increase across all job grades, a combination of two and three per cent increases for different grades, and a three per cent increase across all grades.
The unions, however, have maintained that the proposed adjustments fall significantly below their expectations.
Their original salary demands were substantially higher. UASU proposed basic salary increases ranging between 36 and 68 per cent, while KUSU sought increases of between 36 and 113 per cent. KUDHEIHA presented demands ranging from 75 to 193 per cent.
The considerable difference between the unions’ demands and the employers’ recommendations illustrates the financial disagreements that have complicated negotiations.
House allowances have also emerged as another important issue. IPUCCF reportedly recommended a three per cent increase across the board, arguing that the allowance had remained unchanged since the 2010–2013 CBA despite changes in the cost of living and rising rental prices, particularly in urban areas.
For university employees living in towns and cities, housing expenses account for a significant part of their monthly expenditure. The unions therefore want allowances to reflect the economic realities facing their members.
Medical cover and university staffing also at the centre of the dispute
Apart from salary increments, the unions have raised concerns about the proposed medical benefits.
They have argued that the medical package presented by employers is inferior to the benefits enjoyed by other public servants. Their position is that university employees should receive medical protection that adequately covers their healthcare needs and those of their dependants.
Medical benefits remain an important component of employment agreements, especially for workers who depend on employer-supported insurance arrangements to access healthcare.
The unions have therefore insisted that the proposed package must be reviewed before the new CBA can be accepted.
Staffing levels have also become a major point of disagreement. Union representatives argue that public universities have experienced increased student enrolment without a corresponding increase in the number of academic employees.
This situation, according to the unions, has placed additional pressure on lecturers and academic departments.
Public universities serve thousands of students pursuing different undergraduate, postgraduate and professional programmes. As enrolment increases, institutions require sufficient lecturers, researchers, technical employees and support staff to maintain the quality of teaching and other academic services.
Where staffing levels fail to match student numbers, lecturers may have to handle larger classes, supervise more students and take on additional administrative responsibilities.
The unions have argued that recruitment should form part of the discussions surrounding the new agreement. They want employers to address staffing shortages rather than concentrate only on salary adjustments.
The issue is particularly significant for students who require regular academic supervision, practical training, laboratory access and individual attention from lecturers.
Universities also depend on experienced academic staff to conduct research, publish scholarly work, develop programmes and contribute to national development.
The unions therefore believe that addressing staffing challenges is necessary for both employee welfare and the long-term performance of public universities.
Funding questions complicate negotiations
The disagreement over the CBA has also exposed concerns about how the government intends to finance the proposed agreement.
In September, UASU raised concerns over the absence of a written funding commitment from the Ministry of Education and the National Treasury.
The union said the Salaries and Remuneration Commission had informed university-sector unions that neither institution had provided written confirmation that funding for the agreement would come through the National Exchequer.
According to the union, this prevented the SRC from issuing the constitutional advice required to facilitate financial counter-proposals during negotiations.
UASU has insisted that the government should provide a clear commitment on funding before the parties proceed with the agreement.
The union has also opposed proposals that could result in university employees being paid through student fees or alternative funding arrangements. It argues that lecturers in public universities should retain their status as public officers and that their remuneration should be protected through the National Exchequer.
The union has further called for its participation in developing human resource instruments affecting public universities.
These concerns have added another layer to the negotiations because the disagreement is no longer limited to the amount employees should receive. It also concerns the source of funding, the employment framework and the long-term financial responsibilities of the government and university councils.
For the employers, reaching an agreement must also take into account the financial resources available to public universities and the wider government budget.
The two sides therefore face the challenge of finding a settlement that addresses employees’ demands while establishing a funding arrangement that can support implementation throughout the agreement period.
Government signals willingness to engage lecturers
As the strike commenced, President William Ruto indicated that the government was prepared to engage university lecturers to address the dispute.
Speaking during a media interview in Mombasa, the President said his administration would hold discussions with the lecturers and work towards resolving the outstanding issues.
Ruto acknowledged that some of the grievances raised by university employees dated back several years. He referred to concerns originating in 2017 and said his administration would take responsibility for addressing the outstanding matters.
His remarks came as unions maintained that they had exhausted available channels of engagement and could no longer postpone industrial action.
The government’s willingness to engage the unions could provide an opportunity for renewed negotiations. However, the central question remains whether the parties can agree on the financial and administrative arrangements required to conclude the CBA.
The strike has demonstrated the difficulties involved in negotiating employment agreements within public institutions, particularly where salary demands, government funding and institutional resources must be considered together.
For students and parents, the immediate concern is whether the government and university employers can find a solution before the disruption affects the academic calendar more extensively.
Students face uncertainty as universities experience disruption
The consequences of the strike are likely to extend beyond the employees directly involved in the negotiations.
Public universities play an important role in Kenya’s education system, admitting thousands of students every academic year. They provide higher education, professional training, research opportunities and other services that support the country’s workforce.
When lecturers and other employees withdraw their services, the entire academic environment can experience interruptions.
Students attending lectures may find their classes suspended, while those preparing for examinations could face uncertainty over assessment schedules. Postgraduate students may also experience difficulties accessing supervisors and research facilities.
Final-year students could be particularly concerned about possible delays in completing their programmes. Many depend on timely academic assessments and graduation dates to pursue employment opportunities, professional training or further studies.
The strike could also affect students who rely on university administrative services. Registration, examination processing, clearance, library operations and other institutional activities depend on employees whose work may be affected by the industrial action.
Parents and guardians may equally face additional financial pressure if students remain in university accommodation or continue paying for other expenses while academic activities are suspended.
The situation also presents challenges for students who travel long distances to attend university. Any prolonged disruption could force them to reconsider their accommodation and travel arrangements.
Although the immediate focus of the dispute is the welfare of university employees, its wider consequences highlight how industrial disagreements can affect thousands of people who are not directly involved in negotiations.
A prolonged dispute raises questions about the future of higher education
The latest strike also brings renewed attention to the working conditions of employees in Kenya’s public universities.
Lecturers and university staff perform responsibilities that extend beyond delivering classroom lessons. They supervise research, assess students, develop academic programmes, manage institutional operations and support the administration of higher education.
Their working conditions therefore have a direct relationship with the quality and continuity of services offered by universities.
When disagreements over remuneration and employment conditions remain unresolved, institutions risk experiencing repeated disruptions. Such interruptions can affect students’ academic progress, university planning and public confidence in the higher education system.
The staffing question is equally important. Universities need sufficient academic and non-academic employees to serve growing student populations. Recruitment, retention and professional development are therefore central to maintaining institutional capacity.
At the same time, public universities operate within financial constraints that require careful planning. The government, university councils and employee representatives must consider how salary adjustments and other benefits can be financed over the duration of the CBA.
A sustainable agreement would need to address these issues clearly, including the implementation timetable, funding responsibilities and mechanisms for resolving future disagreements.
The ongoing dispute also raises questions about the effectiveness of return-to-work agreements and negotiation frameworks. Such agreements are intended to create a path towards resolving labour disputes and preventing repeated industrial action.
However, where commitments are not followed by tangible progress, trust between employers and employees can weaken.
The latest developments therefore place pressure on all parties to demonstrate a willingness to return to meaningful negotiations.
What happens next?
With the nationwide strike now underway, attention is turning to the possibility of renewed talks between the unions, university employers and the government.
The unions have maintained that their members will continue withdrawing their services until their demands are addressed. Their position indicates that the dispute may not end immediately unless the parties reach an agreement on the outstanding issues.
The government, through the relevant ministries and public institutions, will also face pressure to provide clarity on the funding arrangements and the financial proposals available for negotiations.
For students, the most important development will be any agreement that allows normal academic activities to resume. However, a return to classrooms would not necessarily mean that all the underlying labour concerns have been resolved.
The parties would still need to agree on the terms of the 2025–2029 CBA and establish a clear implementation framework.
Ultimately, the university lecturers’ strike is about more than salary increments. It reflects a wider disagreement over employee welfare, institutional staffing, medical benefits, allowances and the financial commitments required to sustain public higher education.
As the disruption unfolds, thousands of students, parents and university employees will be watching closely to see whether the government and union representatives can find common ground.
Until a settlement is reached, Kenya’s public universities face uncertainty over the continuation of normal academic activities, while the future of the 2025–2029 CBA remains a central issue in the country’s higher education sector.
