Notice Pay Calculator Kenya: Notice Periods and Pay in Lieu Under the Employment Act

Updated 17 October 2026

How much notice must you give, or get, when a job ends in Kenya, and how much is pay in lieu of notice worth? This calculator applies the notice rules in sections 35, 36 and 42 of the Employment Act, 2007. Choose how you are paid, enter your pay for one pay period and any notice period written in your contract, and it shows the notice that applies and its cash value.

What the Employment Act Says About Notice

Section 35(1) links the minimum notice to how often you are paid:

• Paid daily: the contract can be ended by either side at the close of any day without notice.
• Paid at intervals of less than a month (weekly or fortnightly): the contract ends at the end of the pay period that follows the written notice.
• Paid monthly or at longer intervals: the contract ends at the end of 28 days after written notice is given.

These are minimums. Section 35(2) says they do not apply where your contract gives a longer written notice period, so if your contract says one month or three months, the longer period is what counts. Section 35(3) adds that if you cannot understand the notice, your employer must explain it to you orally in a language you understand.

Probation is different. Under section 42(4), either party to a probationary contract can end it with not less than seven days’ notice, or the employer can pay seven days’ wages instead. A probation period cannot be longer than six months, extendable once by up to six more months with your agreement.

Casual workers can qualify too. Section 37 says that a casual employee who works continuously for the equivalent of a month or more, or does work expected to take three months or more, is treated as a monthly-paid employee, so the 28-day rule applies.

Pay in Lieu of Notice

Section 36 lets either party end the contract without notice by paying the other the remuneration that would have been earned over the notice period. That works both ways: an employer can let you go immediately and pay the notice period, and an employee who walks out without notice can owe the employer the same amount, which employers often deduct from final dues.

The calculator values one day’s pay as follows: daily pay as entered, weekly pay ÷ 7, fortnightly pay ÷ 14, and monthly pay ÷ 30. It then multiplies by the notice days that apply, using whichever is longer, the statutory minimum or your contract. For monthly staff it also shows a full month’s pay, because many contracts and HR policies use “one month” rather than 28 days.

Example: a monthly salary of KSh 50,000 with no notice clause gives 28 days × KSh 1,666.67 = KSh 46,666.67 in lieu of notice. With a one-month clause, it is KSh 50,000.

Notice When You Resign

The same rules apply when you resign. Give notice in writing, keep a copy, and serve the full period or agree a shorter one in writing with your employer. If you are moving to a new job, check the start date against your notice period before you accept the offer. Our CV builder and latest jobs on Job in Kenya can help with the search.

Notice and Redundancy

Redundancy has its own rule. Section 40(1)(f) requires at least one month’s notice or one month’s wages in lieu, plus severance and leave pay. Use the severance pay calculator for that case.

Frequently Asked Questions

What is the notice period in Kenya for monthly paid staff?

At least 28 days’ written notice under section 35(1)(c) of the Employment Act, unless your contract gives a longer period.

What is the notice period during probation?

At least seven days, or seven days’ wages in lieu, under section 42(4).

Can my employer pay me instead of letting me work my notice?

Yes. Section 36 allows payment of the remuneration for the notice period instead of notice.

Can I be charged for leaving without notice?

Section 36 works both ways, so an employee who leaves without notice may have to pay the notice amount, often deducted from final dues.

Does notice have to be in writing?

For weekly, fortnightly and monthly contracts, section 35(1) refers to notice in writing. Always give and ask for written notice.

General information based on the Employment Act, 2007 as amended. Not legal advice. Your contract or CBA may give longer notice.