Preparing RecruitFinds
Loading the next page.
2 Oct 2026
By RecruitFinds
Receiving a job offer is exciting, but sometimes the salary offered is lower than you expected. This does not necessarily mean the negotiation is over.
Many Kenyan employers have fixed salary bands, particularly large companies, NGOs, banks, government-related organisations and established businesses. A hiring manager may genuinely be unable to increase the basic salary beyond the approved budget.
When that happens, there may still be room to negotiate the overall value of the employment package.
Instead of focusing only on basic salary, candidates can discuss benefits such as medical insurance, transport support, airtime, flexible working arrangements, additional leave, professional training, performance bonuses and learning allowances.
The important thing is to approach the discussion professionally. The goal is not to make the employer feel pressured. It is to show that you are interested in the opportunity while asking whether the overall package can be improved.
Before negotiating, look beyond the monthly salary.
For example, an offer might include:
Basic salary
Housing or house allowance
Medical cover
SHA-related statutory coverage
Transport allowance
Airtime or communication allowance
Pension or retirement contributions
Annual leave
Sick leave
Flexible or hybrid working
Performance bonuses
Training and professional development
Meal or lunch benefits
Insurance benefits
Company equipment
Some of these benefits may already be included in the offer.
In Kenya, statutory employment obligations should also be distinguished from optional benefits. For example, the Employment Act contains provisions relating to sick leave, annual leave and housing, while SHA contributions operate under the statutory health-insurance framework.
Therefore, do not negotiate for something as though it is an extra company benefit if the employer is already legally required to provide it.
Medical cover can be one of the most valuable parts of a compensation package.
If an employer says the basic salary cannot be increased, you can ask whether the medical package can be improved instead.
Do not simply ask:
"Can you give me better medical?"
Be specific.
Ask about:
Inpatient limits
Outpatient limits
Dental cover
Optical cover
Maternity benefits
Dependants
Specialist consultations
Hospital networks
Waiting periods
Emergency treatment
The existence of SHA does not mean every employer's private medical package is identical. Employers may have additional private insurance arrangements on top of statutory health coverage.
"Thank you for sharing the offer. I understand that the basic salary is within the approved range. If there isn't flexibility on the salary, would it be possible to discuss the medical cover, particularly the level of dependant and outpatient coverage?"
This keeps the conversation constructive rather than demanding more money.
Transport can represent a significant monthly expense, particularly for employees travelling long distances to the workplace.
If the employer cannot increase your salary, you can ask whether there is an existing transport allowance, commuter benefit or transport arrangement.
For example:
"I completely understand the salary structure. Since the role requires me to commute to the office every day, may I ask whether there is any transport allowance or commuter support that could be included in the package?"
This is better than saying:
"The salary is too low because transport is expensive."
The first approach asks about an existing or possible benefit. The second can sound like a complaint.
Flexible working can have considerable financial value even when it does not appear on a payslip.
For someone who normally spends money on transport, lunch and other daily commuting costs, one or two remote-working days each week can reduce expenses.
However, remote work depends heavily on the nature of the position. A field officer, receptionist, driver or laboratory technician may have limited flexibility, while some administrative, technology, finance, customer-support and professional roles may be more suitable for hybrid arrangements.
Instead of demanding permanent remote work, consider asking for a trial arrangement.
"I understand that the role requires collaboration with the team. Would you be open to a hybrid arrangement, perhaps one remote day per week, if my responsibilities can be handled effectively? I'm also happy to start fully on-site and discuss this after the probation period."
This gives the employer an easier option than immediately agreeing to permanent remote work.
For positions that require frequent calls, WhatsApp communication, internet usage or communication with customers, clients and field teams, an airtime or communication allowance may be worth discussing.
This is particularly relevant for:
Sales representatives
Recruitment officers
Field officers
Customer-service staff
Business-development professionals
Community workers
Relationship managers
Remote employees
A professional way to ask is:
"Since the position involves regular communication with clients and candidates, could we discuss whether the company provides an airtime or communication allowance?"
This frames the request around the requirements of the job rather than personal spending.
Professional development can be valuable, particularly for someone building a long-term career.
Instead of asking for more cash, you could ask the employer to fund:
Professional certifications
Short courses
Industry conferences
Technical training
Professional membership
Workshops
Online learning platforms
For example:
"If there is limited room to adjust the salary, would the company be open to supporting a professional certification relevant to the position after I have completed my probation?"
This can be particularly useful when the employer sees the training as an investment in your performance.
If salary and other benefits are fixed, additional leave can sometimes be another area for discussion.
You could ask whether the company has flexibility around:
Extra annual leave
Birthday leave
Study leave
Compassionate leave
Volunteer days
Personal days
Do not confuse an employer's optional additional leave with statutory leave entitlements. Kenyan employment law provides minimum statutory entitlements, so your negotiation should focus on benefits above the applicable minimums.
A simple request could be:
"I appreciate that the salary structure is fixed. Would there be any flexibility around an additional few leave days as part of the overall package?"
Sometimes the employer cannot increase the starting salary but may agree to review it later.
This can be especially useful when you are entering a new role and the company wants to see your performance first.
Do not settle for a vague promise such as:
"We'll review your salary later."
Ask for clarity.
For example:
"Would it be possible to agree on a formal salary review after six months, based on clearly defined performance targets?"
This gives both sides something concrete to work with.
Ideally, the review should have:
A specific timeframe
Clear performance expectations
Measurable targets
A defined review process
Remember that a review is not automatically a guaranteed salary increase unless the employer expressly agrees to one.
For hybrid or remote positions, equipment can have significant value.
You could ask whether the company provides:
Laptop
Monitor
Internet support
Headset
Phone
Software subscriptions
Office furniture
If the role requires you to use your personal computer and internet connection, you can ask whether the employer provides an equipment or internet allowance.
For example:
"Could you please confirm whether the company provides the laptop and internet support required for the role, or whether employees are expected to provide their own equipment?"
This is especially important before accepting a remote position.
Do not negotiate everything at once.
If you ask for a higher salary, transport allowance, private medical cover, more leave, remote work, airtime, training and a bonus simultaneously, the conversation can become difficult.
Instead, identify the two or three benefits that would make the biggest difference to you.
For example:
Candidate A: Salary is fixed → requests hybrid working.
Candidate B: Salary is fixed → requests improved medical cover.
Candidate C: Salary is fixed → requests professional certification funding.
Candidate D: Salary is fixed → requests a six-month salary review.
The strongest request depends on the job and your circumstances.
The best time to negotiate is generally after the employer has expressed a clear intention to hire you or has issued an offer.
At that point, the employer already understands your qualifications and has decided that you are suitable for the role.
If you are still at the initial application stage, demanding benefits can be premature.
Once an offer arrives, review the entire package before responding.
You can say:
"Thank you for the offer. I'm very interested in joining the organisation. I have reviewed the package and wanted to ask whether there is any flexibility around a few aspects of the benefits."
This opens the conversation positively.
"Thank you for the offer. I'm genuinely interested in the position and appreciate the package you've proposed. I understand that the basic salary may be fixed within the company's structure. If there is no flexibility on salary, would it be possible to discuss other benefits such as medical cover, transport support or a flexible working arrangement?"
"Thank you for the offer. I'm happy with the opportunity and would be keen to join the team. Since the salary appears to be fixed, would you consider including [specific benefit] as part of the overall package? I believe this would make the offer more workable for me."
"I appreciate the offer and I'm excited about the opportunity. I understand that the starting salary is within the approved range. Would it be possible to agree on a formal compensation review after six months based on agreed performance targets?"
Avoid statements that can unnecessarily create tension.
Do not say:
"I won't accept this salary."
Instead say:
"Is there flexibility in the overall package?"
Do not say:
"Another company is offering me more."
Unless you genuinely have another offer, do not make this claim.
Do not threaten to reject the job simply to force a better package.
And do not exaggerate your expenses to justify your request.
Negotiation works better when the employer understands exactly what you are requesting and why.
A job offer is more than the number printed next to "basic salary."
When the employer cannot increase the salary, candidates can explore other components of the package, including medical cover, transport support, airtime, hybrid working, professional training, additional leave, equipment and future salary reviews.
The most effective approach is to identify the benefits that have genuine value to you, choose a small number of realistic requests and communicate them respectfully.
Instead of approaching the conversation as a demand for more money, approach it as a discussion about making the complete employment package work for both sides.
A simple sentence such as "If there is limited flexibility on the basic salary, would we be able to discuss the other components of the package?" can open the door to a much more productive conversation.
