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70+ Job Statistics in Kenya 2025 (Trends, Stats and Facts You Should Know)

Updated on May 14, 2025 25381 views
70+ Job Statistics in Kenya 2025 (Trends, Stats and Facts You Should Know)

The job market in Kenya is expanding. In 2024, over 780,000 new jobs were created and 90% came from the informal sector. That’s not just growth. It is a transformation. This roundup of over 70 key job statistics in Kenya will walk you through the full picture: who’s working, who’s not, where the jobs are, what they pay, and which skills are driving demand. 

 

Statistics on Kenya’s Labour Market

 

 

Statistics on Unemployment in Kenya

 

 

Statistics on Regional Employment Differences

 

 

Statistics on Public vs Private Sector Employment

 

 

Statistics on Gender Disparity

 

 

Statistics on Job Creation 

 

 

Statistics on Education

 

 

Statistics on Wages, Compensation, and Salaries

 

 

Statistics on Kenya’s Export Processing Zone Employment Workforce

 

 

Statistics on Technology, Freelance Economy and Job Types

 

 

Key Projections & Trends

 

Digital and tech jobs will lead future growth

Software engineering, data analytics, and digital marketing continue to dominate online job searches and hiring trends. With the ICT sector growing by 7.0% in 2024 and total output reaching KSh 701.3 billion, demand for digital skills is set to intensify.

 

The informal sector will remain dominant

Although 782,300 new jobs were created in 2024, 90% were in the informal sector. This trend is expected to continue, with micro-entrepreneurship, casual labour, and gig work absorbing most new entrants into the labour force.

 

TVET and artisan skills will drive blue-collar job growth

The rise in trade certifications and TVET enrolment especially in plumbing and beauty therapy signals a resurgence of skilled manual trades as a backbone of local job creation.

 

Youth employment challenges may persist

With over 16.8% unemployment among 20–24-year-olds and a 16.3% NEET rate, youth-focused job creation will remain a national priority in education policy, public employment programs, and skills development initiatives.

 

Gender gaps in employment will continue unless addressed

Only 3% of ride-hailing gig workers are women, and men still hold a significant lead in wage employment. Closing gender gaps in high-growth sectors will require targeted interventions in education, training, and workplace equity.

 

New policies addressing living wage will be conceived

Over one-third of wage earners in Kenya take home less than KSh 30,000 per month. Real wage growth remains under pressure due to inflation. This will conceive the need for policy reforms addressing living wages and social protection.
 

Structure of the Kenyan Labour Market

 

1. Working-Age Population (Aged 15–64)

This group includes all individuals in Kenya who are of legal working age, typically between 15 and 64 years. 

2. Labour Force

These are individuals who are actively engaged in the labour market, either by working or by seeking work. It includes:

a. Persons in Employment:

Individuals who have worked for pay, profit, or family gain during a reference period.

  • Other Persons in Employment:
    This includes those with stable, full-time jobs or part-time jobs not classified under time-related underemployment.

  • Persons on Time-Related Underemployment:
    These are people working fewer hours than they are willing and available to work indicating underutilisation of their capacity.

b. Persons in Unemployment:

These are individuals who:

  • Are without work,

  • Are actively seeking work, and

  • Are available to start work.

3. Persons Outside the Labour Force

These individuals are not working and are not actively seeking work, either by choice or due to discouragement, education, illness, etc.

a. Potential Labour Force:

People who are not currently part of the labour force but:

  • Are available to work,

  • Are not actively seeking work for various reasons (e.g., discouraged job seekers, awaiting results, etc.)

b. Other Persons Outside the Labour Force:

These include:

  • Students,

  • Retired individuals,

  • Homemakers,

  • Persons unable to work due to disability or illness,

  • Others not interested in joining the labour market.

 

Conclusion

Kenya’s labour force continues to expand, driven by demographic growth and increasing educational attainment. But to translate this human capital into inclusive economic growth, Kenya will need deliberate investments in skills development, job formalization, gender inclusion, and wage equity.

For job seekers, skills, not just degrees, will define future employment. And for employers and policymakers, the focus must shift from just creating jobs to creating the right kinds of jobs.

Staff Writer

This article was written and edited by a staff writer.
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