It is almost payday, and a fresh graduate who recently joined an IT company is uncertain whether he will receive his first salary.

The employee, who reached out to Bizna Kenya for advice, revealed that despite signing a contract stating his salary would be deposited into his bank account, his employer had yet to request his banking details even after four weeks of work.

The employee, who requested anonymity, revealed that the company is managed by Wazungus (foreigners). He expressed surprise at the delay, noting that foreign-owned firms in Kenya are often perceived as meticulous in HR practices and punctuality.

“I have been employed by a local company in Kenya, which is managed by Wazungus and deals in IT. I signed my contract, but there is a problem. I have been here for four weeks, yet HR or finance has not asked for my bank account details. The contract states I will be paid via bank. Is this a red flag?” he wrote.

He admitted he felt uneasy asking his boss or HR about the issue, fearing it might jeopardize his first job.

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HR expert weighs in

Bizna Kenya contacted HR professional James Ogweno Odhiambo, who offered practical insights on how the new employee should handle the situation without jeopardizing his chances of working at the company. Ogweno also spoke about red flags in contracts employees should watch out for.

“Under the Employment Act, 2007, Section 17, employers must pay wages on the agreed date, typically monthly. If HR or finance has not collected bank details four weeks into employment, it raises concerns,” Ogweno started.

While some administrative delays may occur in onboarding, the HR practitioner said, it was not standard practice for HR or finance to fail to request bank details for four weeks, especially if the contract explicitly states that payment will be made via bank transfer.

He advised the employee to take the following steps:

Check the payroll cycle: Some companies collect bank details just before payroll processing (e.g., towards the end of the month). If payday is near and no request has been made, this is a valid concern.

Proactively ask HR or finance (not the boss): They can inquire politely via email or in person, stating, “I wanted to check if you need my bank details for payroll processing, as I noticed I haven’t been asked yet,” Ogweno suggested.

Document everything: Keeping written records of inquiries ensures protection in case of future disputes.

If there is no response or continued evasion, this may indicate deeper payroll issues, and the employee should seek further guidance.

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Red flags in employment contracts

Beyond payroll issues, Ogweno pointed out that new employees should be vigilant about red flags in their contracts that could hint at deeper workplace concerns.

These include:

Unclear salary and benefits details – A contract should explicitly state the salary amount, payment date, and mode of payment.

Vague probation clauses – Some employers misuse probationary periods to avoid obligations.

Undefined job descriptions – A poorly defined role can lead to an employee being overworked or assigned duties beyond their scope.

Ambiguous termination clauses – Contracts should clearly state notice periods and grounds for dismissal to protect employees from unfair termination.

Delays in issuing a contract – A company withholding or delaying contracts is often a red flag, as Section 9 of the Employment Act requires written agreements before work begins.

Non-compliance with statutory deductions – Employees should ensure their employer is remitting NSSF, NHIF, and PAYE contributions as required by law

“Employees should never shy away from seeking clarity on their salaries. At the end of the day, payment is a legal obligation, not a favor,” Ogweno concluded.