CORPORATE INFO

FKE

The history of FKE can be traced to the massive labour unrest of March 1955 in which trade unions demanded better terms of employment. This resulted in large industrial firms concluding that the industrial relations mechanism in Kenya needed to be reorganized. This conclusion led to the formation of Association of Commercial and Industrial Employers (ACIE) in 1956 which was later named the Federation of Kenya Employers.

 

The Federation of Kenya Employers (FKE) is the national umbrella body and the voice of employers in Kenya. It serves as a platform for the articulation of key concerns of the employers in Kenya in the areas of socio-economic development. FKE is the most representative employers’ organization in the country, representing the employers’ interests both locally and internationally. It was established in 1959 under the Trade Unions Act Cap 233.

 

It is charged with representing the interests of employers at the tripartite level involving the Government, Employers and Workers, and since its establishment has served as a platform for advocacy of key concerns of employers in the areas of employment, labour relations and social policy.

Right from independence, the legal and institutional framework for employment relations in Kenya recognized freedom of association and the right to collective bargaining. In fact these rights are entrenched in Kenya’s constitution and form part of the foundation of employment relations in the country. However, changing economic and political conditions had from time to time created conditions that tended to undermine these rights.

 

Over the years, FKE has transformed itself from a traditional employers’ organization focusing on industrial relations to include value added services that address the emerging needs of the now dynamic labour market. Some of these unique services have seen other companies and employers organizations come to FKE for a learning experience such us the provision of legal representation and organizational capacity building services. Despite a challenging economic, political and operating environment, the membership base has continued to grow steadily.

 

FKE is equally active in tripartite consultation and engagement with government and labour, both on issues that are directly related to the labour market and those that deal with broader economic and social policy. In several of such cases, the representation or participation of the Federation is at the top level. One such high level involvement is on the board of the re-invigorated National Social Security Fund, where the executive director of the Federation is the employers’ representative. Not only do gestures such as this provide an eminent opportunity to contribute to shaping public policy, they enhance the prospect for public policy that responds to employers’ broader interests.

FKE Staff retreat planning https://t.co/MTi8BkPeeh
@FKEKenya Team on a retreat to go through the 2018 - 2022 Strategic plan that is aimed at improving service deliver… https://t.co/XTvqTmH9YT
RT @22Orapak: Ensure effective implementation of the curriculum by the tertiary institutions. Provide policy guidelines which will lead the…
RT @22Orapak: Suggestion for the government: Need to review curriculum to meet labour needs-Putting more practical oriented units, ensurin…
RT @Jacquelinemugo2: @FKEKenya The Skills Mismatch survey outcomes has opened up avenues for better collaboration between industry and ter…
RT @teddyeugene: For Kenya to be an industrialised and middle income country as anticipated in Vision 2030, there is need for heavy commitm…
RT @teddyeugene: Every year, about 10,000 students graduate from university. But of these, 7,000 do not have the skills required by the job…
RT @ciryan_nelson: The Kenyan job market, just like any other sector is changing fast. This can be attributed to a number of factors, key a…
RT @VictorMochere: Vertical skills mismatch: The level of education or qualification is less or more than required. Horizontal skills mism…
RT @waithash: Jobs are available in Kenya, but the challenge is getting skilled talent. We need more organizations that focus on upskilling…
Incase you missed the FKE Skills Mismatch Survey 2017 report, please log on on our facebook https://t.co/ib1egGzLCQ for live presentations
RT @FaithArimba: #FKESkillsMismatch Uptake of master’s degree courses is on the rise in the job market offering competition for job positio…
RT @teddyeugene: Grades are never enough, what difference can you bring to the job that you have been hired to. #FKESkillsMismatch @TifaRes
RT @22Orapak: Skills mismatch by labour economists leads to wastage and impedes kenya's global competitiveness and leads to unemployment am…
RT @Itsmboya_k: Foremost, is the need to enhance youth employability by addressing the skills mismatch between education and labour market…
RT @FaithArimba: Employers in Kenya are increasingly shunning away graduates from Public Universities because of the poor quality of course…
RT @teddyeugene: #FKESkillsMismatch there is a rising concern over employees getting jobs that they are not qualified for.
RT @RoyalKenyah: #FKESkillsMismatch Every year, universities in Kenya churn out tens of thousands of graduates. Unfortunately, majority of…
RT @Itsmboya_k: Honestly employees should be realistic. Imagine you are just fresh from campus and you are supposed to have 10 years of wor…
RT @22Orapak: Kenya currently requires more trained craftsmen, artisans, technicians and technologists to bridge a biting skills gap and ki…
RT @FaithArimba: #FKESkillsMismatch Nearly half of Kenyan adults lack employment despite several years or months of job seeking. This espec…
RT @teddyeugene: #FKESkillsMismatch exists between the demands of the current global marketplace and the skills thousands of young people h…
RT @ItsJnShine: Unemployment is a very sensitive issue in Kenya. So today, @TifaResearch just realised the #FKESkillsMismatch survey and y…
RT @TifaResearch: Emerging Skills or competency #FKESkillsMismatch survey https://t.co/3Eg8Oq9SIn
RT @WekuloNasokho: Very well noted. It is never a one size fits all approach. It may well mean tailoring actions to suit different organiza…