People and work
Make workplace decisions that can withstand scrutiny.
Practical employment advice, contracts, HR documentation and dispute support for employers and employees in Kenya.
Triage · about 2 minutes
Workplace readiness check
Three practical questions. The result is indicative guidance, not legal advice, and nothing is submitted.
- The team has outgrown informal arrangementsContracts, policies, leave, performance and management decisions need a consistent legal foundation.
- A difficult decision is approachingYou are considering discipline, redundancy, termination or a change to employment terms.
- A dispute has already startedA demand, complaint, investigation or court claim requires a documented response strategy.
Your indicative route
Scope & deliverables
What we take responsibility for.
Starting points, not packages forced onto every matter. The final scope is confirmed in writing.
Employment documentation
- Contracts or policy review
- Priority compliance corrections
- Implementation notes
TimingUsually delivered in agreed document batches
Decision support
- Facts and process review
- Required notices or meeting documents
- Risk-managed decision route
TimingSeek advice before the decision is communicated
Employment dispute support
- Claim and evidence assessment
- Response or negotiation strategy
- Representation within agreed scope
TimingDeadlines and procedural status control urgency
Live tool
Count the working days first.
A quick weekday count here; the full calculator also removes Kenyan public holidays and produces a computation you can download.
Process timeline
Know what happens on both sides.
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Understand the employment record
YouShare the contract, policies, correspondence and key dates.
HTLAWe separate the legal issue from the workplace assumptions around it.
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Choose a fair process
YouConfirm the operational objective and constraints.
HTLAWe identify the required procedure, documents and decision risks.
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Document the outcome
YouFollow the agreed steps and keep the record complete.
HTLAWe prepare or review communications and support implementation or resolution.
Fee range
Fees set within the Advocates Remuneration Order.
Professional fees exclude VAT and official or third-party disbursements unless the written quote says otherwise.
| Instruction | Fee guidance | Timing |
|---|---|---|
| Employment documentation | Fixed quote after team and document scope | Usually delivered in agreed document batches |
| Decision support | Quoted according to urgency and complexity | Seek advice before the decision is communicated |
| Employment dispute support | Staged quote after early case assessment | Deadlines and procedural status control urgency |
Documents are shared through a private, encrypted intake link, never by email.
Before you instruct
Practical questions.
Clear answers help you decide whether to share documents, book advice or keep researching.
Information on this page is general guidance and does not create an advocate–client relationship. Formal advice begins after conflict checks and written engagement.
Can you review our employment contracts and policies?
Yes. We scope the review by workforce, document set and the operational risks you need the documents to address.
Should we obtain advice before terminating an employee?
Early advice is usually safer because the process, evidence and communication can matter as much as the underlying reason.
Do you act for employees as well as employers?
Yes, subject to conflicts and the merits and scope of the matter.
Can you assist with an urgent demand or court deadline?
Yes, where capacity and conflict checks allow. Send the document and deadline immediately so urgency can be assessed.