Services
The advisory that keeps you out of the tribunal. Statutory compliance, risk and labour-law exposure, before it becomes a case.
The advisory
Statutory compliance, risk and labour-law exposure are handled in the ordinary course of work. The same standard applies whether the brief is a handbook, a disciplinary file or a contract suite.
Kenyan labour law, SHIF and public-sector employment structures are not a special project. They are the work.
Scope
Each brief is a written assignment. The form of engagement is recommended after the file has been read.
Employment Act requirements, statutory filings and workplace rules, mapped so management can see what is owed and what is on file.
Contracts drafted and reviewed so they can be issued, applied and later explained. Confidentiality and restraint clauses included where the role requires them.
Fair process, written down: policy, investigation, hearing and appeal. Documentation standards that survive a later challenge.
Advice on employment disputes, regulatory exposure and the risk that has to be named before it becomes a case.
Method
Work is undertaken under a written proposal, following the sequence below.
01
Contracts, policies, disciplinary papers and statutory filings are read. Gaps are named. Nothing is assumed from the last consultant.
02
What the statute requires, what the file shows, and what would not hold up in a tribunal or an audit is written down.
03
Contracts, procedures and working papers are rewritten to the agreed standard. The same person remains on the work.
04
The file is returned in a form management can inspect. Residual advice is limited to what the proposal provides.
Client work
Kenya Revenue Authority Staff Pension Scheme: HR compliance mapped, disciplinary procedures written, working papers retained for management and audit.
Client work
Compliance across a large public-sector workforce with complex employment structures and multiple statutory requirements. The work was the file, not a workshop.
Alongside
Other work that sits beside this assignment.
We fill the roles the institution cannot afford to fill wrong. Executive, board and specialist hires, screened to survive appointment scrutiny.
Your full HR function, run to audit standard, without the headcount. Payroll, compliance, records and advisory, owned end to end.
Programmes measured by what changes after them, not attendance. Built for workforce performance the board can see.
Client comments
Recruitment
“Working with Eagle HR has strengthened our workforce planning and recruitment processes. Their understanding of the public sector has delivered strong results.”
Contact
Tell us the issue, the statute and who has to sign the file. We reply within one working day.
