Human Resources,Labour & Social Welfare

Background (Role of the committee)

The committee handles all matters relating to Labor, Human Resource and Social Welfare of workers in Counties. The Committee promotes the rights of the workers, their remunerations, promotions and general welfare of workers in Counties as per the Labor Laws in Kenya.

On another level, the committee provides technical assistance in terms of information, research, policy analysis and capacity building for County Governments across a range of Human Resources policy issues.

The Human Resource, Labor & Social Welfare division covers issues in the areas of pensions, capacity development, quality of services,

Legal Framework

The primary sources of legislation of the committee’s activities is the Constitution of Kenya, 2010. The other key sources of legislations include:

  • County Government Act, 2012
  • Employment & Labour Relations Act, 2007
  • Occupational Safety and Health Act, (OSHA) 2007
  • Work Injury Benefits Act, (WIBA) 2007
  • Public Service Commission Act, 2017


Approach to undertaking Committee’s business

The committee functions through: -

  • Engagement with stakeholders at national and international level to promote the devolution of Labor and Human Resource services at County level.
  • Engagement with County Governments to identify capacity building priorities in Human Resource Management.
  • Intergovernmental forums between Counties and the National Government to support building of the identified capacity priorities in Counties.


Status Briefs (Current agendas/issued being addressed by the committee)

The committee engages in regular information sharing initiatives with stakeholders including the Governors, County Governments, and Ministry of East African Community (EAC) Labor & Social protection, Ministry of Public Service, Youth and Gender Affairs. (The statement does not communicate the status brief of the committee. Here you need to mention the current agendas being pursued by the committee and how far you have gone. Eg the issues on CBA)


Opportunities that the Committee offers

The committee offers a platform for peer consultation, sharing of best practices, experiences, and learning through capacity building opportunities (workshops/seminars) for Counties. This promotes peer exchange for Governors, Deputy Governors, County Executive Members and staff.


Impact/Breakthroughs/Key Achievements

The committee considers, reviews and monitor policies and legislation on matters relating to Human Resources, Labor & Social Welfare services and make relevant recommendations. Among those achieved include: -

  • Developed Recognition and Collective Bargaining Agreements for Doctors.
  • Developed Job Descriptions for ECDE Teachers, Draft Scheme of Service for Ward Administrators, Review Job


Description for County Health Staff

  • There has been documentation of best Practices and success stories in devolution for Human Resource Management. These have been shared across Counties.
  • In collaboration with the National Government, the committee has developed capacity building framework for strengthening Human Resource Development at the County level.



The committee develops and maintains a variety of resources on human resource issues including: -

  • Short focused documents that provide analysis of state policies, issues, and trends
  • Recommendations for interventions on Human Resource, Labor and Social Welfare of Workers
  • Facilitation of Inter-County Consultation on issues of Human Resource through the County Public Service Boards Forums.
  • Counties Recognition and Collective Bargaining Agreements


Current Sector Challenges

  • Limited financial resources: Most County Governments do not factor in Human Resources budget initiatives hence Human Resources issues e.g. CBA negotiations process remains underfunded.
  • Transfer of County officers to other departments: Setbacks occur when County officers experienced in Human Resources issues are transferred to other departments hence creating a skills gap within the dockets.
  • Slow uptake and implementation of proposed legislation affecting the Human Resources sectorial areas: Devolved governments have faced challenges in harmonizing the implementation of county legislation and assimilation of national policies and legislation.
  • Weak collaboration between the Committee and the County Officials: The committee has faced difficulties in coordination & liaison of activities between the national government and the county governments.
  • Uncoordinated transition process of human resource from National Government to County Governments, for example, transfer of files and pending promotions.
  • Slow uptake of proposed legislation affecting Human Resource at County Level
  • (These points are the same with those of gender committee, are they realistic to this specific committee? I feel you should include the practical challenges the committee has faced lately)


Key lessons from the Committees Cycle (2013-2017)

    Need for strengthened collaborative engagement between the two levels of government for better service delivery

    • Expansion and extension of partnership opportunities with stakeholders
    • Enhanced public participation and sensitization of the devolved functions handled by the committee
    • Consolidation of gains made through documentation of the achievements and challenges. (These points are the same with those of gender committee, are they realistic to this committee? I feel here you need to be more practical eg issues of strikes and the like)


    Priorities and support required from Committee leadership from September, 2017

      The key priority areas for the committee include

      • Establish a harmonized pension scheme for County Governments
      • Need to insulate the delivery of Essential Services from interference from industrial actions to safeguard the rights of citizens
      • Capacity building and sensitization through workshops/trainings on Human Resources initiatives
      • Conducting committee specific research/studies/survey, data collection and validation
      • Orientation for members of the committee – governors and County Secretaries and County Officers in charge of HR under the committee
      • Development of model laws/policies for counties through lobbying and advocacy; review and position of CoG on policies and legislations developed at the national level
      • Partnership development in stakeholders’ analysis and mapping
      • Intergovernmental forums both in horizontal and vertical and donor meetings
      • (These points are the same with those of gender committee, are they realistic to this committee?)

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