If HR feels overdue, it probably is.
At Zenara Solutions Limited, we understand that navigating the complexities of human resources can be challenging. We’ve compiled answers to the most common questions about our people-centered approach and how our practical HR strategies can help your organization thrive.
Kenya's Employment Act (Cap 226) sets minimum standards for contracts, leave, termination, and workplace conditions but many SMEs don't realize how often day-to-day practices violate these requirements. We start with an HR compliance audit that checks your contracts, payroll structure, leave records, and disciplinary procedures against current statutory requirements including NSSF rates, NHIF contributions, and PAYE obligations. We then produce a prioritized action plan and implement the changes with you, including updated template documents. Ongoing, we can serve as your fractional HR partner reviewing any new hiring, termination, or policy changes before they create legal exposure.
It means HR that works for both the employer and the employee not just compliance paperwork that protects one side. In practical terms: job descriptions that attract the right candidates, contracts employees actually understand, performance systems that motivate rather than demoralize, and disciplinary processes that feel fair even when the outcome is difficult. In our experience, businesses that treat HR as a people investment not just a legal requirement see lower turnover, fewer disputes, and stronger team performance. That's the measurable difference we aim for with every client.
Yes and this is one of the most common requests we receive from Kenyan businesses. Most SMEs start with informal check-ins that don't scale, then jump to annual appraisals that employees dread and managers rush through. We audit your current process, identify the gaps (missing KPIs, unclear rating criteria, no link to pay or promotion), and redesign the system around your business goals. You receive an appraisal form, a manager guide, a performance improvement plan (PIP) template, and an Excel tracker ready to use in your next review cycle.
At minimum, every Kenyan employer must have a written employment contract for each employee, a register of employees, records of statutory deductions (NSSF, NHIF, PAYE), and documented leave records. Beyond the legal minimum, you should have a disciplinary and grievance policy, a code of conduct, and — if you have more than 10 employees — a health and safety policy. Our HR Compliance Starter Kit includes all of these, fully customized to your business, for a flat fee. Many of our clients discover during their first audit that they are missing several of these — which is a risk they didn't know they were carrying.
