The Kenya National Union of Teachers (KNUT) has publicly pledged support for President William Ruto’s 2027 re-election, citing progress on teacher promotions 2026 and other commitments that benefit educators. KNUT says recent State House engagements and government allocations have started delivering funds for promotions and hiring, prompting the union to back the administration.
Key Takeaways
- The union reaffirmed support for President Ruto after government commitments on promotions and hiring.
- Government set aside over Ksh 2 billion for promotions and new teacher employment.
- The 2025–2029 Collective Bargaining Agreement (CBA) began implementation in July 2025 with salary increases of 16–32% in phase one.
- Teachers remain concerned about slow implementation by the Teachers Service Commission (TSC).
Teacher promotions 2026: What KNUT says
Speaking during grassroots teachers’ elections in Nandi County, KNUT Secretary General Collins Oyuu said teachers will support the President because the administration has acted to resolve long-standing issues affecting educators. According to KNUT, the government has allocated more than Ksh 2 billion to fast-track promotions and recruit new teachers.
Oyuu highlighted a Presidential directive that added Ksh 1 billion to allow promotion of 50,000 teachers instead of the earlier plan to promote 25,000. The union described this as a major step toward addressing lengthy promotion stagnation among many teachers.
Collective Bargaining Agreement (CBA) 2025–2029
The government and teachers agreed the CBA for 2025–2029 is worth Ksh 33.75 billion. Implementation is planned in two phases. Phase one began in July 2025 and teachers started receiving salary increments ranging from 16% to 32%.
To speed up delivery, the Teachers Service Commission agreed to shorten the CBA implementation cycle from four years to three years. This change aims to make salary adjustments and other benefits take effect faster for serving teachers.
Recruitment and additional benefits
The state also committed to recruiting an additional 25,000 teachers by January 2026, which would bring the total number hired since 2022 to 100,000. Alongside promotions and salary increments, the package includes non-salary benefits such as affordable housing units and improved retirement benefits.
These recruitment and welfare measures aim to reduce teacher shortages and improve retention, especially in underserved areas.
Concerns over implementation and TSC role
Despite the promises and initial funding, teacher groups have expressed frustration with the pace of implementation. The Kenya Union of Post-Primary Education Teachers (Kuppet) noted that the Teachers Service Commission has been slow to act on some of the gains secured during State House negotiations.
Akelo Misori of Kuppet said the TSC “has done very little” to fast-track agreed benefits, reflecting ongoing tension between unions and the commission over execution timelines.
What teachers and school administrators should know
- Keep documentation: Teachers should retain CBA copies and any official communication about promotions or recruitment to track progress.
- Follow official updates: Monitor TSC circulars and union notices for timelines on promotions and hirings.
- Plan for classroom needs: With new hires and promotions expected, schools should prepare induction and deployment plans to avoid disruption.
- Access teaching resources: Use available curriculum and exam resources to support classroom continuity during staffing changes.
For classroom resources and exam preparation that support teachers through these transitions, refer to national curriculum and exam materials such as the CBC exam resources for primary classes, revision materials for secondary learners like the KCSE exam revision, and practice papers for younger learners at the KCPE past exams portal.
Next steps for stakeholders
Unions, the TSC, and the Ministry of Education should maintain clear timelines and transparent reporting on fund disbursement and promotion lists. Teachers are advised to stay informed through union channels and official TSC communications, and to use reliable teaching and exam resources to sustain learner progress during the roll-out of promotions and new hires.
