LATEST: Minimum Salary for House Helps in Nairobi 2026

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What the law says: In Kenya the employment of domestic workers is covered under general labour regulation. According to a document from the Kenya National Commission on Human Rights, the “Regulation of Wages (General) (Amendment) Order” provides minimum wage levels for domestic workers based on region:

  • Domestic workers in cities (such as Nairobi, Mombasa, Kisumu, Nakuru) were historically entitled to KES 13,572.90 per month.

  • Those in municipalities had a lower minimum (around KES 7,240.95 in earlier versions).

  • More recently, a wage order published in November 2024 sets the minimum monthly pay for domestic/house-servant workers in major cities at KES 16,113.

LATEST: Minimum Wage for House Helps (domestic workers) in Kenya
LATEST: Minimum Wage for House Helps (domestic workers) in Kenya

So as of late 2024, the legal minimum in major cities is about KES 16,113 per month for domestic workers in the city category. That is the baseline legal figure for full-time domestic work in a city like Nairobi.

However, this minimum does not always distinguish between live-in vs live-out, full-time vs part-time workers in the statutory wording (or at least the publicly-accessible notes). The minimum applies to “maids, house servants, children’s ayah, cleaners etc.” in the city category.

What this means for full-time live-in vs live-out house helps

Since the law gives a baseline figure, but many employers and domestic workers operate under various arrangements, here is how to interpret for your situation (especially relevant to your business operating in Nairobi).

Full-time live-in domestic worker

  • A “live-in” house help works full time and is accommodated in the employer’s residence (rooms, meals provided).

  • For such a worker in Nairobi, the baseline legal minimum would be ~ KES 16,113/month (as per 2024 wage order) if correctly applied.

  • Because board (accommodation & meals) is provided in a live-in arrangement, sometimes employers factor that in (i.e., the cash pay might be somewhat lower if meals & accommodation are also part of the package). But legally, the cash component should not fall below the minimum wage threshold unless meals/accommodation are clearly defined and agreed.

  • Additional costs to consider: weekly rest days, statutory contributions (like NHIF, NSSF), overtime if hours exceed normal. The law requires domestic workers to have at least two days off per week.

  • In practice many live-in domestic workers are paid less than the legal minimum, especially migrant or rural-urban domestic workers. For example, a report found some earning as little as KES 1,500–5,000 monthly.

Full-time live-out domestic worker

  • “Live-out” means the worker lives elsewhere and comes to the employer’s home daily; meals/accommodation are not part of the package (or may be partly provided).

  • In this case, legally the minimum still applies (~ KES 16,113/month in cities). But since meals/accommodation are not part of the package, the cash salary should at least meet that baseline. If you provide meals or transport allowances, that may be in addition, or you may negotiate accordingly with the worker.

  • For live‐out it's prudent to include meal or transport allowance (or clearly define working hours and duties) and ensure salary meets or exceeds the legal minimum.

Part-time/Hourly domestic workers

  • The law is less specific and more complicated when the worker is not full-time or is paid hourly/weekly. The minimum monthly wage standard may not directly apply to part-time workers in the same way. It becomes a matter of pro-rata payment and contract clarity: hours worked, duties, rest days, etc.

  • Employers should ensure that hourly/part-time wages still reflect fair pay relative to full-time equivalents (i.e., if someone works 4 hours a day instead of 8, the rate should still be equitable).

  • Because many part-time/domestic helpers are informal, there is higher risk of under-payment.

Key considerations for your bureau & for employers

Since your business (House Girls Village & Bureau) places domestic workers in Nairobi households, here are important points you should incorporate and communicate:

  1. Ensure contract or written agreement – Even if domestic work is informal, having a clear written contract specifying salary, working hours, rest days, accommodation/meal provisions (if live-in), leave and termination notice helps protect both employer & worker.

  2. Weekly rest / leave & statutory contributions – Domestic workers in Kenya are entitled to at least two days off each week. If not granted, higher pay may apply (per some legal notices).  Also employer contributions to NHIF/NSSF may apply.

  3. Accommodation & meals for live-in workers – If you employ live-in, clearly state whether meals and accommodation are included, whether they count as part of remuneration or additional. Some employers include meals but still provide a full cash salary at or above minimum. Good practice is: clear definition and ensure total compensation is fair.

  4. Duties & working hours – Make clear what “full-time” means (e.g., 8 hours work/day, 5 days/week) or whether day duties vary. Avoid over-work (16–18 hour days have been reported in exploitation cases) which can lead to legal/ethical issues.

  5. Market positioning & your value-add – As a professional bureau you can emphasize your placed workers meet fair wage standards, are trained, vetted, and you guide employers on compliance. This strengthens your brand (trust, reliability) and distinguishes from informal hiring.

  6. Transparency in salary expectations – Many employers still pay far less than the legal minimum. It’s good for your blog/ educational content to highlight the minimum wage requirement (KES ≈ 16,113 in cities) so clients understand fair salary levels and your bureau can help match that standard.



Read also: What Exactly Does Your House Help Want?

Challenges & gaps in practice

  • Legal minimums exist but enforcement is weak in many domestic-work households. Reports show many workers are paid well below minimum (sometimes below KES 5,000) especially migrant or unmanaged domestic workers.

  • For part-time or irregular domestic help the law is less clear, so households sometimes pay informal rates that don’t align with full-time equivalents.

  • Households may struggle with rising costs if salary minimums increase significantly (some articles mention “cost of house helps beyond many homes”).

  • Live-in arrangements raise ethical concerns about long hours, lack of rest, unclear boundaries, which can lead to worker fatigue or exploitation. Good agencies (like yours) can help manage safe, fair live-in environments.

Summary & what it means for you

  • For a full-time domestic worker in Nairobi (city category), the legal minimum salary is approximately KES 16,113 per month (as at late 2024).

  • If the worker lives in your home (live-in), you should still ensure fair cash salary + clear accommodation/meals provision.

  • If the worker lives out (live‐out), salary should meet the minimum; you may add allowances for transport/meals as needed.

  • For part-time/ hourly help, calculate fair pay by relating hours and duties to full-time baseline, and set clear terms.

  • As House Girls Village & Bureau, you can promote that you match or exceed legal minimums, train workers, ensure fair terms — this builds trust with clients and workers.

  • In your blog you might highlight: “We recommend employers in Nairobi budget KES 16,000–18,000+ per month for full-time live-out house help, and slightly adjust for live-in with meals/accommodation.”

  • Keep updating your guidance as labour laws change (wage orders may be revised) and communicate any added allowances or premium for specialised duties (childcare, cooking, nanny, multiple children, etc.).

You may Read: 6 Signs your House Help is Seeing your Husband

Location: Nairobi, Kenya

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