TSC Announces New Teacher Salaries Ahead of July 2026 CBA Phase 2 Rollout
Thousands of teachers across Kenya are set to receive higher salaries beginning July 1, 2026, following the implementation of Phase 2 of the Teachers Service Commission (TSC) Collective Bargaining Agreement (CBA). The latest salary structure reveals notable increases across several job grades, from Primary Teacher II to Chief Principal, offering a significant boost to educators’ earnings.
The announcement has generated widespread discussion among teachers, education stakeholders, and unions, with many eager to know exactly how much they will earn under the revised pay structure.
In addition to the salary adjustments, TSC is expected to introduce a new job classification framework that will replace the current B5–D5 grading system with a new Levels 1–6 structure from June 2026.
New TSC Salary Structure Effective July 2026
The revised basic salary scales under Phase 2 of the CBA are as follows:
| Current Grade | Position | New Basic Salary Range (KSh) |
|---|---|---|
| B5 | Primary Teacher II | 28,620 – 37,100 |
| C1 | Primary Teacher I / Secondary Teacher III | 35,336 – 47,261 |
| C2 | Senior Teacher II | 41,420 – 57,230 |
| C3 | Senior Teacher I | 49,781 – 66,233 |
| C4 | Deputy Headteacher II | 58,585 – 77,120 |
| D1 | Senior Headteacher / Deputy Principal III | 80,984 – 99,272 |
| D2 | Deputy Principal II | 95,271 – 116,012 |
| D3 | Principal / Deputy Principal I | 109,224 – 133,347 |
| D4 | Senior Principal | 121,789 – 150,675 |
| D5 | Chief Principal | 135,321 – 167,415 |
These figures represent monthly basic salary ranges and do not include allowances such as house allowance, commuter allowance, hardship allowance, responsibility allowance, or other benefits that eligible teachers may receive.
What the Salary Increase Means for Teachers
The salary review is part of the ongoing efforts to improve teachers’ welfare and align compensation with increasing economic demands. For many educators, the new pay structure will provide much-needed financial relief amid rising living costs.
Teachers in lower grades such as B5 and C1 are expected to benefit from improved earnings that could enhance their purchasing power and overall financial stability. Meanwhile, teachers in leadership positions, including principals and chief principals, will see their salary ceilings rise significantly.
The adjustments also recognize the increased responsibilities that come with career progression within the teaching profession.
Biggest Beneficiaries Under the New Pay Structure
A closer look at the revised salary scales shows that administrators and senior education managers stand to gain the most in absolute salary terms.
For example:
- Chief Principals (D5) can now earn up to KSh 167,415 per month.
- Senior Principals (D4) will earn up to KSh 150,675.
- Principals and Deputy Principals in Grade D3 can earn up to KSh 133,347.
- Deputy Principals in Grade D2 can earn as much as KSh 116,012.
This reflects TSC’s continued emphasis on rewarding leadership roles within schools.
New Levels 1–6 System to Replace Existing Grades
Beyond the salary increment, another major development is the planned transition from the traditional grading system to a new Levels 1–6 framework.
Currently, teachers are categorized under grades ranging from B5 to D5. However, from June 2026, TSC is expected to implement a streamlined structure that groups positions under six broad levels.
Education experts believe the new system could simplify career progression pathways and make it easier for teachers to understand promotion requirements.
Although detailed mapping between the current grades and the proposed levels is yet to be fully communicated, teachers are encouraged to follow official TSC updates for guidance on the transition.
Why the New Salary Review Matters
The education sector remains one of Kenya’s largest employers, with hundreds of thousands of teachers serving in public institutions across the country. Any change in teacher remuneration has a direct impact on the livelihoods of educators and their families.
The latest salary review comes at a time when teachers have been calling for better pay, improved working conditions, and clearer promotion opportunities.
Stakeholders argue that competitive compensation is essential for:
- Attracting qualified professionals into teaching.
- Retaining experienced educators.
- Improving motivation and job satisfaction.
- Enhancing the quality of education delivery.
- Supporting professional development and career growth.
Teachers React to the Announcement
The announcement has sparked excitement among many teachers, particularly those who are due for promotions or are currently earning salaries near the lower end of their grade scales.
Several educators have welcomed the move, saying it demonstrates recognition of their contribution to the country’s education system. Others, however, are waiting for official payslips and detailed implementation guidelines before celebrating.
Questions remain regarding how the transition to the new Levels 1–6 system will affect promotions, salary progression, and future CBA negotiations.
What Teachers Should Expect Next
As July 2026 approaches, teachers are advised to:
- Monitor official TSC communication channels.
- Confirm their current grade and salary position.
- Review any promotion letters or deployment changes.
- Check updated payroll information once implementation begins.
- Seek clarification from school administrators or relevant education offices where necessary.
Understanding one’s grade placement and salary scale will be important in verifying whether the correct adjustments have been applied.
Conclusion
The implementation of Phase 2 of the 2026 CBA marks a significant milestone for Kenya’s teaching workforce. With revised salary ranges spanning from KSh 28,620 for Primary Teacher II positions to KSh 167,415 for Chief Principals, many educators are set to benefit from improved earnings beginning July 1, 2026.
Equally important is the planned shift from the existing B5–D5 grading structure to the new Levels 1–6 system, a reform that could reshape career progression within the profession.
As anticipation builds, teachers across the country will be closely watching for official implementation details and updated payslips to confirm how the changes affect their earnings and career prospects.
