Last reviewed: 25 October 2026
Every January and after every TSC recruitment drive, private schools across Kenya lose teachers. Some losses are unavoidable; a permanent and pensionable TSC job is attractive to many. But a lot of turnover is caused by things the school can control. Keeping good teachers protects learning, saves recruitment costs and reassures parents.
On this page
Why teachers leave private schools
- Salaries paid late or in parts
- Pay well below the local market
- No written contract or unclear terms
- Very heavy workloads, long hours and extra duties without pay
- Lack of respect or support from management
- No path to grow or learn
- Recruitment by TSC or by better-paying schools
1. Pay on time, every time
Paying on a fixed date each month is the single most powerful retention tool, and it costs nothing extra. If fee collection is unpredictable, fix that first; our guide on reducing fee arrears can help. Keep a cash reserve for salaries during low-collection months such as the start of term.
2. Pay fairly and transparently
Know what nearby schools pay. Our private school teacher salaries guide gives ranges. A clear salary scale based on qualifications, experience and responsibility feels fair and removes suspicion. Remit statutory deductions such as NSSF, SHIF and the Housing Levy properly; teachers notice when deductions are made but not remitted, and it is a legal risk for the school.
3. Give written contracts
The Employment Act, 2007 requires written terms for employees engaged for three months or more. A contract showing pay, leave, hours and notice period tells teachers they are valued, and protects the school as well. See how to hire good teachers for what to include.
4. Manage workload
CBC planning and assessment take time. Keep lesson loads reasonable, share duties fairly and pay or give time off for extra work such as weekend tuition or boarding duty. Cutting paperwork helps a lot: digital tools for marks and report cards, such as those in our report cards and SBA guide, save teachers many hours at the end of every term.
5. Recognise good work
Thank teachers publicly at assemblies and in parent newsletters. Small rewards for strong projects, attendance or co-curricular wins matter. Recognition from the owner or head is remembered for a long time.
6. Offer growth
- Give promising teachers responsibilities such as head of department or CBC coordinator, with a matching allowance.
- Support short courses and in-house training.
- Allow time to complete TSC requirements such as TPD modules (see our TPD guide).
- Mentor new teachers in their first term.
7. Lead with respect
Teachers stay with leaders who listen, are consistent and back them in fair disputes with parents. Hold short staff meetings with an agenda, ask for teachers’ views on decisions that affect them and keep promises.
8. Plan for TSC recruitment
Accept that some teachers will leave for TSC posts and plan for it. Ask teachers to give the contractual notice, keep a shortlist of good candidates from past interviews and post vacancies early on our teacher jobs board. Keeping schemes of work and records in a shared system means a new teacher can pick up quickly.
9. Listen before they leave
Hold short, private conversations with teachers once a term, and an exit interview with anyone who leaves. Patterns in the answers show you what to fix.
Track your turnover
Count how many teachers leave each year and why. Keeping staff records, contracts and leave in one place, for instance with Anademy Staff, makes these patterns easy to see.
For more on running a private school, visit the school owners hub.