In Kenya, the amount of money that teachers are paid as salary varies by grade and experience. There has been significant transformation following the implementation of the 2025-2029 Collective Bargaining Agreement (CBA).
Currently, entry-level teachers are paid a basic salary ranging from Ksh 28,600 to Ksh 37,100. On the other hand, the highest paid teachers in Kenya are teachers in senior leadership positions particularly Grade D5 which is made of chief principals earning a maximum salary of 167,415.
That said, it’s important to understand that the actual take home pay is affected by deductions such as tax.
The new salary framework represents a 29.5% increment across various job groups and includes multiple allowances designed to support teacher welfare. However, many teachers report very modest net increases despite the large percentage increases as stipulated in the CBA.
It is important to understand how much teachers are paid in order to make appropriate career choices. For teachers, having a comprehension of these changes is crucial for planning their careers and managing personal finances effectively.
This guide breaks down current TSC teacher salaries, allowances, benefits, and career progression for both primary and secondary school teachers.
The 2025-2029 Collective Bargaining Agreement is valued at Ksh 33.75 billion over four years. It was signed in collaboration with major teacher unions including the Kenya National Union of Teachers (KNUT), Kenya Union of Special Needs Education Teachers (KUSNET), and Kenya Union of Post Primary Education Teachers (KUPPET).
The first implementation phase took effect on July 1, 2025 with an estimated cost of Ksh 8.4 billion in salaries and allowances. Out of this total, over Ksh 1.2 billion has been allocated to employer contributions to the Teachers' Pension Scheme and other statutory deductions.
The second phase of implementation is scheduled for July 1, 2025, affecting all teachers currently in active service across all job groups in both primary and secondary schools.
Related article: Salaries in Kenya by Job Groups as per SRC
Grade B5 teachers are the lowest-paid group teachers in Kenya. For context, these are the Primary Teacher II popularly referred to as P2 teachers. This category encompasses entry point primary school teachers who have been recently employed by the TSC.
Under the current implemented salary structure, the basic monthly pay for B5 teachers ranges between Ksh 28,600 and Ksh 37,100.
The amount of money that teachers are paid at this entry level depends on where they fall within the scale and years of service.
This new salary reflects an increase of about Ksh 4,770 to Ksh 7,313 compared to previous rates. Many teachers under this category also receive standard allowances e.g. house, commuter, and hardship allowances adding to their take home income.
Their salary can also be affected by location and specific TSC policy clusters as it will be seen in the TSC Teacher Allowances breakdown section.
Mid-Career Teachers
Grade C1 is the next step up from the entry-level teacher grade and typically applies to qualified primary teachers promoted from Grade B5 and newly recruited secondary teachers who meet the required qualifications.
In practice, a Primary Teacher I often has more experience or additional qualifications compared to a B5 teacher, while a Secondary Teacher III usually holds a diploma in education and teaches lower-level subjects in secondary schools.
Both roles focus on direct teaching responsibilities but may also include mentoring newer teachers or taking on small coordination tasks within departments or classes.
Under the current salary structure, basic pay for teachers in Grade C1 ranges from about Ksh 35,300 to Ksh 47,300 per month, reflecting increases of roughly Ksh 5,549 to Ksh 10,027 compared to earlier scales, as negotiated in the latest CBA to make teaching pay more competitive and to help address cost-of-living concerns among educators.
In addition to basic salary, C1 teachers are also eligible for allowances such as house and commuter allowances, which vary by region and school location and can meaningfully increase total take-home pay. These allowances and step increments over time help bridge the gap between classroom teaching and progression toward senior or middle-management roles.
Grade C2 represents a mid-career teaching level in Kenya’s public schools. This category is mainly made of teachers who have gained solid classroom experience and may take on additional duties. You will often find C2 teachers mentoring junior staff or supporting curriculum coordination.
The basic monthly pay for mid-level teachers such as Senior Teacher II and Secondary Teacher II under the current TSC salary structure, ranges from Ksh 41,400 to Ksh 57,200. This is an increase of Ksh 3,154 to Ksh 9,372 when you compare with earlier scales.
This salary band helps recognize a teacher's experience while positioning C2 teachers for future leadership roles such as senior teacher I or departmental head. In practice, total monthly take-home earnings are often higher when you add standard teacher allowances.
Grade C3 is the position that many experienced classroom teachers hold. This advancement is reached after progressing from earlier scales. Senior Teacher I in larger primary schools and Secondary Teacher I in secondary schools fall under Grade C3.
Teachers in this grade hold instructional leadership often heading departments, mentoring colleagues, and handling more complex classroom duties.
Under the current TSC salary structure, basic pay for Grade C3 now ranges between Ksh 49,800 and Ksh 66,200 per month. This increase reflects additional Ksh 4,110 to Ksh 7,149 when compared with previous scales. additionally, C3 teachers are also paid standard allowances like house and commuter benefits.
As teachers gain experience and take on formal leadership duties, their responsibilities and pay rise accordingly. Grade C4 is made up of Deputy Headteacher II and Senior Master IV. At this level, C4 teachers have the responsibility of supporting school administration and helping manage day-to-day operations of the school plus overseeing academic departments.
In the current TSC salary structure, basic monthly pay for C4 teachers now ranges between Ksh 58,600 and Ksh 77,100 reflecting an increase of Ksh 6,277 to Ksh 8,263 when compared to earlier scales, as part of the negotiated salary adjustments aimed at making leadership positions more rewarding and sustainable for experienced teachers.
Grade C5, which covers Headteachers and Deputy Headteacher I, carries higher responsibility, including overall school leadership, performance management, and strategic planning. Pay for C5 now runs from around Ksh 69,700 to Ksh 96,100, with increases of roughly Ksh 7,473 to Ksh 16,479 under the same agreement.
These leadership pay bands not only recognise administrative duties but also help retain experienced educators in public schools. Both Grades C4 and C5 remain eligible for standard TSC allowances (house, commuter, hardship), which vary by station and cluster and meaningfully add to total monthly take-home pay.
Grade D1 marks the entry point for senior leadership in Kenya’s public school system. This particular level is made up of educators who have moved beyond middle management into substantial administrative roles.
Senior Headteachers and Deputy Principals III are the main groups that fall under Grade D1. Their responsibility goes beyond classroom oversight. They have been accorded other duties which include shaping school culture especially in regard to discipline, ensuring curriculum standards are met, and managing staff performance.
In the latest Teachers Service Commission salary structure, basic monthly pay for this grade runs from Ksh 80,984 to Ksh 99,272. These figures represent modest increases of about Ksh 2,359 to Ksh 2,891 compared to earlier scales as negotiated in the 2025–2029 CBA.
These adjustments aim to reward leadership commitment and help the teachers cope with rising living costs. Besides basic salary, D1 teachers are also paid commuter and house allowances which can vary based on the location that one has been assigned by TSC.
Grade D2 represents a senior leadership tier in Kenya’s public education system, often held by seasoned educators entrusted with both academic coordination and strategic school management.
Teachers in this grade support overall school operations, including supervising instructional quality and stepping in for Principals when needed. Under the latest Teachers Service Commission salary structure, basic monthly pay for Deputy Principals II and Senior Master I ranges between about Ksh 95,271 and Ksh 116,012, with increases of roughly Ksh 2,775 to Ksh 3,379 compared to previous rates, as set out in the 2025–2029 Collective Bargaining Agreement.
These adjustments aim to reward leadership responsibilities and help retain experienced educators in public service. In addition to base pay, Grade D2 teachers receive standard TSC allowances such as commuter and house allowances, which vary by station and meaningfully boost total take-home earnings.
Grade D3 includes Principals and Deputy Principals I, positions that carry full responsibility for school leadership, academic performance, staff management, and compliance with TSC and Ministry of Education policies.
At this level, administrators oversee budgeting, staffing decisions, and long-term planning while remaining accountable for student outcomes.
Under the current TSC salary structure, basic monthly pay for Grade D3 ranges from about Ksh 109,200 to Ksh 133,300, reflecting salary increases of approximately Ksh 3,181 to Ksh 3,884 compared to earlier scales.
Although these increments are relatively modest, they formalize the transition into top-tier school leadership. Principals and Deputy Principals I also qualify for standard allowances such as house, commuter, and, in some locations, hardship allowances, which can significantly raise total monthly take-home pay depending on posting and school category.
Grade D4 covers Senior Principals, who typically lead large secondary schools or institutions with complex administrative and academic demands. At this level, responsibilities extend beyond day-to-day management to include strategic leadership, performance oversight, financial accountability, and coordination with education stakeholders.
Under the current TSC salary scales, Senior Principals earn a basic monthly salary ranging from about Ksh 121,800 to Ksh 150,700, reflecting increases of approximately Ksh 3,547 to Ksh 4,389 from previous pay levels. While the increments are moderate, they recognise the higher workload and accountability associated with running large schools.
In addition to basic pay, Senior Principals are eligible for standard allowances such as house and commuter allowances, and in some regions hardship allowances, which can significantly increase overall take-home earnings depending on the school’s location and classification.
Chief Principals who head very large or highly complex secondary schools fall under Grade D5. This is the highest rank a teacher can climb within Kenya's public school leadership structure.
Grade D5 teachers carry a lot of responsibilities as listed below:
Under the current TSC salary scales, Chief Principals earn a basic monthly salary ranging from Ksh 135,300 to Ksh 167,400. There salary has increased by approximately Ksh 3,941 to Ksh 4,876 compared to previous rates.
In addition to basic salary, they also qualify for standard allowances such as house and commuter allowances. They also get additional allowance if posted in hardship areas.
Also read: Kenya Police Salary in 2026: Latest Pay Grades, Allowances & Insights
|
Grade |
Job
Title |
TSC
Scale |
Minimum
Salary (Ksh) |
Maximum
Salary (Ksh) |
Salary
Increase Range (Ksh) |
|
B5 |
Primary
Teacher II |
5 |
28,620 |
37,100 |
4,790
– 7,313 |
|
C1 |
Primary
Teacher I / Secondary Teacher III |
6 |
35,336 |
47,261 |
5,549
– 10,027 |
|
C2 |
Senior
Teacher II / Secondary Teacher II |
7 |
41,420 |
57,230 |
3,154
– 9,372 |
|
C3 |
Senior
Teacher I / Secondary Teacher I |
8 |
49,781 |
66,233 |
4,110
– 7,149 |
|
C4 |
Deputy
Headteacher II / Senior Master IV |
9 |
58,585 |
77,120 |
6,277
– 8,263 |
|
C5 |
Headteacher
/ Deputy Headteacher I |
10 |
69,745 |
96,132 |
7,473
– 8,012 |
|
D1 |
Senior
Headteacher / Deputy Principal III |
11 |
81,984 |
99,272 |
2,359
– 2,891 |
|
D2 |
Deputy
Principal II / Senior Master I |
12 |
95,271 |
116,012 |
2,775
– 3,379 |
|
D3 |
Principal
/ Deputy Principal I |
13 |
109,224 |
133,347 |
3,161
– 3,884 |
|
D4 |
Senior
Principal |
14 |
121,789 |
150,675 |
3,547
– 4,209 |
|
D5 |
Chief
Principal |
15 |
135,321 |
167,415 |
3,941
– 4,876 |
Under the 2025-2029 CBA, Kenyan teachers receive monthly commuter allowances based on their job grade. The allowances range from Ksh 4,000 to Ksh 16,000 per month, designed to help cover transportation costs.
Entry-level teachers at Grade B5 and C1 receive a commuter allowance of Ksh 4,000 per month. Teachers in Grades C2 and C3 get Ksh 5,000 and Ksh 6,000, respectively. Those in leadership roles such as Deputy Headteacher II (Grade C4) and Headteacher (Grade C5) earn Ksh 8,000 monthly.
Senior leadership at Grades D1 and D2 receive Ksh 12,000. Principals and senior principals (Grades D3 and D4) are allotted Ksh 14,000 per month. Chief Principals at Grade D5 receive the highest commuter allowance of Ksh 16,000 monthly.
|
Grade |
Job
Group |
Monthly
Commuter Allowance (Ksh) |
|
B5 |
Primary
Teacher II |
4,000 |
|
C1 |
Primary
Teacher I / Secondary Teacher III |
4,000 |
|
C2 |
Senior
Teacher II / Secondary Teacher II |
5,000 |
|
C3 |
Senior
Teacher I / Secondary Teacher I |
6,000 |
|
C4 |
Deputy
Headteacher II / Senior Master IV |
8,000 |
|
C5 |
Headteacher
/ Deputy Headteacher I |
8,000 |
|
D1 |
Senior
Headteacher / Deputy Principal III |
12,000 |
|
D2 |
Deputy
Principal II / Senior Master I |
12,000 |
|
D3 |
Principal
/ Deputy Principal I |
14,000 |
|
D4 |
Senior
Principal |
14,000 |
|
D5 |
Chief
Principal |
16,000 |
The Teachers Service Commission provides house allowances to teachers based on their job group and geographical location of duty station. The rates vary significantly depending on whether a teacher is stationed in Nairobi, major municipalities, former minor municipalities, or other areas across the country.
Nairobi (Hse1): The highest rates, ranging from Ksh 6,750 for Grade B5 teachers to Ksh 50,000 for Grade D5 teachers.
Major Municipalities (Hse2): Includes Mombasa, Kisumu, Nakuru, Nyeri, Eldoret, Thika, Kisii, and Kitale. Rates range from Ksh 4,500 for Grade B5 to Ksh 35,000 for Grade D5.
Former Minor Municipalities (Hse3): Rates range from Ksh 3,375 for Grade B5 to Ksh 25,000 for Grade D5.
All Other Areas (Hse4): The lowest rates, ranging from Ksh 2,700 for Grade B5 to Ksh 20,000 for Grade D5.
|
Location
Category |
Grade B5 (Ksh) |
Grade D5 (Ksh) |
|
Nairobi
(Hse1) |
6,750 |
50,000 |
|
Major
Municipalities (Hse2) |
4,500 |
35,000 |
|
Former
Minor Municipalities (Hse3) |
3,375 |
25,000 |
|
All
Other Areas (Hse4) |
2,700 |
20,000 |
Teachers stationed in challenging environments receive hardship allowances. These range from Ksh 6,600 for Grade B5 teachers to Ksh 38,100 for Grade D5 teachers, acknowledging the difficult working conditions in remote or underserved areas.
Teachers living with disabilities who serve as guides receive a flat allowance of Ksh 20,000 across all grades. This provision ensures equal support for teachers with disabilities in all positions.
Teachers are entitled to baggage allowance for transfers, calculated based on mileage rates that vary by grade. Grade B5 and C1 teachers receive Ksh 43 per kilometer, Grades C2, C3, C4, and C5 receive Ksh 55 per kilometer. Grades D1 and D2 receive Ksh 68 per kilometer, Grade D3 receives Ksh 68 per kilometer, Grade D4 receives Ksh 68 per kilometer, and Grade D5 teachers receive the highest rate of Ksh 80 per kilometer.
|
Grade
Group |
Rate
per Kilometer (Ksh) |
|
B5,
C1 |
43 |
|
C2,
C3, C4, C5 |
55 |
|
D1,
D2 |
68 |
|
D3 |
68 |
|
D4 |
68 |
|
D5 |
80 |
Leave allowance is paid once per year in January. The amounts vary by grade: Grade B5 and C1 teachers receive Ksh 4,000, Grades C2, C3, C4, and C5 receive Ksh 6,000, and Grades D1 through D5 receive Ksh 10,000.
The 2025-2029 CBA introduces groundbreaking protections for lactating teachers, including a two-hour daily breastfeeding allowance. This provision ensures that nursing mothers are given adequate time and support while fulfilling their teaching responsibilities, promoting work-life balance and supporting maternal health.
Under the new CBA provisions, dismissed teachers are allowed to retain their pension benefits. This protection ensures that teachers who are dismissed maintain their accumulated pension entitlements, providing them with financial security even after separation from service.
This is a significant advancement in teacher protection and social security.
The new salary structure is implemented alongside existing teacher appraisal mechanisms to ensure merit-based progression and equitable distribution of remuneration.
All teachers under TSC employment are expected to adhere to the new grading for purposes of salary determination and promotion eligibility. This system ensures that advancement is based on performance and qualifications rather than seniority alone.
The Teachers Service Commission determines teacher salary grades by considering several key factors. These factors comprise of academic qualifications, experience, performance (TPAD), and seniority as guided by the Collective Bargaining Agreements.
These mentioned factors are what they use to determine the salary of teachers in Kenya and help place teachers in appropriate grade levels within the new structure.
The Salary and Remuneration Commission (SRC) is the body that has been mandated by Article 230 of the Kenyan constitutionto regularly review the remuneration and benefits for State Officers, and to advise the national and county governments on the pay for all other public officers including teachers.
In this new payment model for teachers, the SRC implemented the salary changes after conducting consultations and reviews on previous CBAs, the length of service, academic qualifications, administrative responsibilities, geographical location, and teaching assignments involving learners with special needs.
Merit-based progression under the new salary structure is tied to the existing teacher appraisal system. In simple terms, how a teacher is graded, paid and promoted from the day it was implemented depends more on performance, qualifications, and compliance with TSC requirements.
All teachers under TSC are placed within the new grading framework, which is used to determine salary levels and eligibility for promotion. Teachers are also expected to always adhere to the new grading in tandem with salary determination and promotion eligibility.
Teachers can advance through the grading system by pursuing higher qualifications. Another way teachers can advance is by demonstrating strong performance in appraisals and taking on additional responsibilities.
When it comes to Grade B5 to C1, teachers are expected to meet certain specific qualification and experience requirements before they can advance. Further progression to leadership positions (C2-C5) usually requires a diploma or degree in education and several years of teaching experience.
The Fineducke Team is a group of passionate writers, researchers, & finance enthusiasts dedicated to helping the youth make smarter money decisions. From saving tips, investment ideas to digital income guides, our team works together to bring you easy-to-understand, practical content tailored for everyday life believing financial education should be simple & relatable.
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