SRC sets new rules for reviewing civil servants’ salaries and benefits
By Cynthia Lodite, July 4, 2026The Salaries and Remuneration Commission (SRC) has proposed a comprehensive framework to guide how salaries and benefits for civil servants and other public officers are set, reviewed, and implemented across the public sector.
Under the new regulations gazetted in June 2026, the SRC will review the salaries and benefits of state officers every four years.
It will also advise the national and county governments on the salaries and benefits of other public officers during the same review period.
The proposed rules place job evaluation at the centre of determining remuneration.
The new directives come days after President William Ruto mandated an immediate review of the remuneration packages tied to the civil service.
According to the commission, the proposed regulations involve undertaking job evaluations, developing salary structures and negotiating collective bargaining agreements.
“Setting and advising, Review cycle, requirement for submission of information, Considerations during setting, reviewing and advising on remuneration and benefits.
Communication and effective date, Job evaluation, Circumstances of job evaluation, Procedure for undertaking job evaluation, Information to be submitted by a public body for job evaluation,” SRC stated.
Under the framework, the SRC will oversee the setting, reviewing and advising on remuneration and benefits while introducing a structured review cycle aimed at ensuring regular and transparent assessments of public sector pay.
Key requirements
The intervention targets the economic welfare of the state workforce, expanding heavily on an earlier salary adjustment phase that was pushed through in January 2026 and backdated to July 2025.
According to SRC, the review will factor in the review of job evaluation results, the validity of job evaluation results, requests for clarification, application of job evaluation results.
The regulations further require public bodies to align their job description manuals with applicable laws and approved human resource instruments.
Where a job description is not submitted, the SRC may rely on information contained in the relevant law or apply the results of the previous job evaluation.
The Commission may also conclude a job evaluation if a public body fails to provide feedback on the findings.
In addition, public bodies seeking job evaluations must submit key documents to the Commission, including their approved organisational structure, staff establishment, career progression guidelines, a list of existing jobs and grades, approved job description manuals, and reports prepared by the job description analysis committee.