County government employees in parts of Kenya are seeing pay boosts with the February 2026 payroll following the implementation of the 3rd Salary Review by the Salaries and Remuneration Commission (SRC), which periodically adjusts public sector compensation.
Homa Bay County confirmed that February payslips reflect the revised salary scales. County Head of Public Service Bernard Muok said the increases follow national government policy directives guided by SRC recommendations. Employees were advised to carefully review their payslips and contact the Directorate of Human Resource Management and Development for clarification, as adjustments differ by job group, years of service, and allowances. Muok noted, “Staff are advised to review their February 2026 payslips to note the changes,” highlighting the responsibility of individuals to verify their new pay.
Turkana County similarly announced that the approved salary review for the 2024/2025 financial year is effective from February 2026. An internal memo confirmed that adjustments align with SRC circulars and public service remuneration guidelines. The county emphasized adherence to regulatory directives, noting that salary revisions outside SRC frameworks are not permissible. Compliance ensures counties avoid legal disputes or audit issues.
The adjustment brings relief to thousands of county employees who have awaited implementation for months. Payroll delays often arise from budget approvals, administrative processes, and system updates. With rising living costs, even modest increases can ease financial pressure, especially for lower and middle job groups. However, the overall impact varies depending on the scale of adjustments, statutory deductions, allowances, and net take-home pay. Employees are encouraged to examine these details closely.
The SRC has constitutional authority to set and review public officer remuneration, balancing fairness with fiscal sustainability. Its reviews consider inflation, comparative benchmarks, and wage bill management. While critics argue salary reviews lag behind inflation or strain budgets, supporters note they prevent arbitrary pay adjustments and standardize compensation across counties and state agencies. The 3rd Salary Review is part of this structured approach, implemented once SRC circulars and national policy directives are issued.
Salary increases have significant fiscal implications. Personnel costs consume a large portion of county budgets, so payroll adjustments must align with financial allocations to prevent overspending, which could compromise development projects like roads, healthcare, and water infrastructure. Homa Bay and Turkana appear confident they can absorb the revised payroll. Other counties’ ability to implement similar changes will depend on budget capacity and administrative readiness.
County workers should not assume flawless implementation. Payroll transitions can include errors, so employees should review February 2026 payslips carefully, compare new figures with previous pay structures, verify allowances and statutory deductions, and seek prompt clarification from HR offices if discrepancies arise. Proactive verification ensures employees do not overlook mistakes that could affect their finances.
The SRC review supports the standardization of public sector pay across counties. Since devolution, disparities in compensation practices emerged, which SRC oversight seeks to harmonize. At the same time, wage bill sustainability remains a national concern, as public sector payroll constitutes a large portion of recurrent expenditure. The February 2026 implementation reflects a negotiated balance between fiscal caution and employee welfare, aiming to maintain morale while adhering to constitutional guidelines.
County government employees in Homa Bay and Turkana now see tangible changes in their February 2026 payslips following the 3rd Salary Review by the Salaries and Remuneration Commission. The adjustments provide financial relief for many workers, but their long-term significance depends on sustainable budgeting and transparent execution. Employees must verify their individual adjustments, and county administrations must maintain fiscal discipline. As other counties implement similar changes, attention will shift to how effectively local governments manage the balance between staff welfare and responsible financial stewardship.
