Free tool · Updated October 2026

Final Dues Calculator Kenya: Itemised Statement and Demand Letter (PDF)

Work out what your employer owes you when a job ends, line by line, and turn it into a signed demand letter. The calculator covers unpaid salary, leave days, notice pay, severance on redundancy and any other amounts owed, then takes off what you owe the employer. Everything runs on your own phone or computer.

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How to Use the Final Dues Calculator

  1. Choose how the job ended. Resignation, resignation where the employer waived your notice, termination with notice served, termination with pay in lieu of notice, redundancy, end of a fixed-term contract or summary dismissal. Each one turns different items on or off.
  2. Enter your pay and dates. Basic pay drives leave and severance. Gross pay (basic plus regular allowances such as house allowance) drives notice pay and unpaid salary. Add your start date, last working day and the date your salary was last paid up to.
  3. Fill in leave. Your annual entitlement (at least 21 working days), when the current leave year began, days taken and days carried forward.
  4. Add anything else. Unpaid overtime, a commission, a refund of expenses, or on the other side a salary advance or loan balance you still owe.
  5. Download the PDF or copy the text. You get an itemised statement with the section of the law behind each line, plus an optional letter asking the employer to pay by a date you choose.

Already know you want a quick estimate only? Our terminal dues calculator gives a fast total. Use this tool when you need a document you can hand to HR, a labour officer or the court.

What Goes Into Final Dues in Kenya

Salary for days worked

For the wider rules, see our Employment Act guide. Wages earned up to the last day must be paid. Section 18(4) of the Employment Act, 2007 says that when an employee is dismissed, all wages, allowances and other dues earned up to dismissal must be paid. The calculator works out unpaid days at your gross pay divided by the number of days in that month, so 16 unpaid days in October are 16/31 of a month.

Untaken leave

Section 28(1)(a) gives at least 21 working days of paid leave after every 12 months of service. Under section 28(1)(b), if the job ends after two or more consecutive months in a leave year, you earn leave pro rata: 1.75 days for every completed month on the 21-day minimum. The calculator adds days carried forward and takes off days you have taken. You choose whether a leave day is worth basic or gross pay divided by 26 or 30, because contracts and payroll systems differ. Read more in our annual leave guide.

Notice or pay in lieu of notice

For monthly-paid staff, section 35(1)(c) sets a minimum of 28 days’ written notice, and a longer period in your contract applies under section 35(2). Section 36 lets either side end the contract at once by paying the notice period instead. If you resign and the employer tells you to leave before the notice ends, section 38 requires it to pay for the unserved period unless you agreed otherwise. Pay in lieu is worked out on gross pay, because section 36 speaks of the remuneration the employee would have earned. If you resigned without serving notice, the calculator does not add notice pay; you may owe it instead, and you can enter that under amounts owed to the employer.

Severance pay on redundancy

Section 40(1)(g) sets severance at not less than 15 days’ pay for each completed year of service. The calculator counts completed years only and uses basic pay, which is how most awards are computed. A collective agreement or your contract can give more days, so you can change the figure. Redundancy also needs one month’s notice or one month’s wages in lieu under section 40(1)(f), and at least one month’s notice to you and the labour officer under section 40(1)(a) or (b). Our redundancy guide walks through the full procedure.

Service pay and gratuity

Section 35(5) gives service pay to employees whose contracts end, but section 35(6) removes it for members of NSSF or a pension or gratuity scheme. Most formal workers are NSSF members, so the tool only adds service pay or gratuity when you tick the box to say your contract or CBA promises it.

Certificate of service and pay statement

Section 51 requires the employer to give a certificate of service at the end of employment, and section 20 requires an itemised pay statement. The demand letter asks for both. If the dues are not paid, section 86 lets you go to a labour officer or the Employment and Labour Relations Court. See how to file a case at the ELRC.

A Worked Example

Brenda earned basic pay of KSh 52,000 and gross pay of KSh 61,000. She was declared redundant on 16 October 2026 after joining on 4 March 2019, and her salary was paid up to 30 September. Her leave year began on 1 January, she had taken 6 days and carried forward 2.

  • Unpaid salary: 16/31 × 61,000 = KSh 31,483.87
  • Leave: 21/12 × 9 months = 15.75 days, plus 2, less 6 = 11.75 days × (52,000 ÷ 26) = KSh 23,500
  • Notice in lieu: 1 month × 61,000 = KSh 61,000
  • Severance: 7 years × 15 days × (52,000 ÷ 30) = KSh 182,000
  • Unpaid overtime KSh 4,500, less a salary advance of KSh 10,000

Net claim: KSh 292,483.87 before PAYE. Press “Load example” in the tool to see the same figures.

Limits of This Calculator

The figures are gross, before PAYE and other statutory deductions; our salary and tax tools help with net pay. It does not work out compensation for unfair termination, which a court sets at up to 12 months’ gross pay under section 49(1)(c) after looking at the facts. Your contract, a CBA or a wages order can give you more than the legal minimum used here. Browse current jobs in Kenya if you are already looking for your next role, and for employer-side guidance see BusinessRadar Kenya.