The Persons with Disabilities Act 2025 is changing how we think about work and inclusion.
This law helps ensure that people with disabilities in Kenya have a fair chance at jobs. It’s key for small and medium enterprises (SMEs) to comply on time, especially as the 2026 focus is on stronger inclusion approaches.
At Chepchieng and Company Advocates, we help businesses like yours navigate these rules. We’ve seen how getting this right can make your company stronger and avoid problems.
Introduction to the Persons with Disabilities Act 2025: A New Era for Workplace Inclusion in Kenya
Let’s start with the basics. The Persons with Disabilities Act 2025 came into effect on May 27, 2025. It replaces the 2003 law and improves the lives of people with disabilities in Kenya.
This act aligns with Kenya’s Constitution, particularly Article 54, and the UN rules on the rights of persons with disabilities. It’s about giving people with disabilities equal opportunities in jobs, education, health, and more.
Why does this matter now?
About 2.2% of people, or 0.9 million, are people with disabilities in Kenya. That’s from the 2019 census.
Women make up 57% of them, and most live in rural areas, over 80%. Common issues include mobility problems (42%), vision (36.4%), and thinking challenges (23.2%).
Sadly, 67% of persons with disabilities live in poverty. This act aims to fix that by expanding job opportunities for people with disabilities.
For you, as a business owner or investor, this means updating how you hire and run your business.
It’s part of broader Kenyan employment laws that ban discrimination against people with disabilities.
Persons with disabilities deserve fair treatment, and this law enforces it. It covers workplace disabilities, including assisting people with disabilities in Kenya.
For example, things like adaptive technology for people with disabilities can make a big difference.
What the Law Requires from Businesses with 20+ Employees for People With Disabilities in Kenya
If your business has 20 or more employees, pay close attention. The Persons with Disabilities Act 2025 says you must reserve 5% of jobs for persons with disabilities.
That’s the big one. You also need to create policies that help employment for people with disabilities in Kenya.
No discrimination for people with disabilities in Kenya when it comes to hiring, promotions, or pay.
Discrimination for people with disabilities is against the law, including indirect ways too. You can’t test applicants to check for disabilities.
Provide reasonable changes, such as accessible bathrooms and transportation options for people with disabilities in Kenya.
This helps with working for people with disabilities. Also, consider a parking permit for people with disabilities to make access easier.
Under Kenyan employment laws, you are required to report annually to the National Council for Persons with Disabilities (NCPWD).
This shows how you’re hiring people with disabilities in Kenya. Only about 1.32% of the workforce are persons with disabilities right now, so there’s room to improve.
Discrimination against people with disabilities in Kenya hurts everyone. Instead, focus on jobs for people with disabilities, which builds better teams.
Decoding the 5% Employment Quota: Strategies for Meeting Hiring Targets
The 5% rule is straightforward: for every 100 employees, at least 5 should be persons with disabilities. This applies to direct jobs.
How do you meet it? Partner with groups that support persons with disabilities. Advertise job openings widely for people with disabilities.
Track your numbers and report to NCPWD each year. If you’re short, explain why and plan to fix it. This quota helps combat discrimination against people with disabilities in Kenya.
For SMEs, start small. Hire one or two persons with disabilities in Kenya first. Think about work-from-home options for people with disabilities in Kenya, if that fits.
Provide adaptive technology for people with disabilities in Kenya, like screen readers. Remember People with Disabilities Day on December 3, and use it to promote inclusion.
Well-known people with disabilities, like athletes or leaders, show what’s possible. A parking permit for people with disabilities is a simple way to start accessibility. Offer jobs for people with disabilities in various roles.
Practical Adjustments to Foster Accessibility and Productivity For People with Disabilities in Kenya
Reasonable accommodations mean changes that help people with disabilities in Kenya do their jobs without high costs to you, such as ramps, flexible hours, or assistive devices.
For people with disabilities in the workplace, this could include bathrooms for people with disabilities or transportation support for people with disabilities. Assistance for people with disabilities might mean interpreters.
If someone becomes disabled while working, keep their job or reassign them to another role. This helps prevent discrimination against people with disabilities in Kenya.
Adaptive technology for people with disabilities boosts productivity. A parking permit for people with disabilities ensures they can get to work efficiently.
Getting a job for people with disabilities becomes easier with these steps. Working for people with disabilities means everyone wins.
Preventing Bias in Recruitment, Promotion, and Beyond for People with Disabilities in Kenya
The Persons with Disabilities Act 2025 makes it very clear: no employer can discriminate against persons with disabilities at any stage of employment.
This covers everything from job applications and interviews to hiring, pay, training, promotions, transfers, and even termination.
The law bans discrimination against people with disabilities in all terms, conditions, and privileges of employment.
It also covers indirect discrimination, like rules that seem neutral but unfairly disadvantage persons with disabilities.
Discrimination for people with disabilities in Kenya is now a serious offense under the Persons with Disabilities Act 2025.
For example, you can’t refuse to hire someone because of their disability if they are qualified for the role.
You also can’t harass or victimize an employee because of their disability. This protection helps fight discrimination against people with disabilities in Kenya and ensures fair treatment in the workplace.
To comply, here’s what you should do right away:
Develop a firm non-discrimination policy.
Write a clear statement in your HR handbook or employee manual that says your business has zero tolerance for discrimination for people with disabilities in Kenya. Include examples of what counts as discrimination and how to report it.
Train everyone on the rules.
Run short training sessions for managers, recruiters, and staff on disabilities in the workplace. Explain how to avoid bias and how to support persons with disabilities.
Use People with Disabilities Day (December 3) as an opportunity to refresh this training and raise awareness.
Change your recruitment process.
Be open when advertising a job for people with disabilities in Kenya. Don’t ask questions about disabilities during interviews unless it’s directly related to providing reasonable accommodations.
Focus on skills and qualifications. Well-known people with disabilities in Kenya, such as successful leaders, athletes, and professionals, show that talent has no limits when bias is removed.
Show your commitment visibly.
Simple steps, such as providing parking permits for people with disabilities near the entrance or installing accessible bathrooms, send a strong message.
These make the workplace welcoming and help with transportation and daily access for people with disabilities in Kenya.
Support working for people with disabilities.
Encourage employment for people with disabilities by creating an inclusive culture. This reduces discrimination against people with disabilities in Kenya and helps everyone feel valued.
At Chepchieng and Company Advocates, we help businesses draft these policies and train teams to meet the standards set by the Persons with Disabilities Act 2025.
Fighting discrimination for people with disabilities in Kenya isn’t just legal; it builds better teams and stronger businesses.
Essential Guidelines and Deadlines for Compliance
Under the Persons with Disabilities Act 2025, if you have 20 or more employees, you must submit an annual report to the National Council for Persons with Disabilities (NCPWD).
This report shows your progress on employing persons with disabilities and meeting your obligations.
What to include in the report:
- The number of persons with disabilities you employ (toward the 5% quota).
- Details on any reasonable accommodations provided, like adaptive technology for people with disabilities or assistance for people with disabilities.
- Your plans to improve inclusion if you’re not yet at the quota.
- Records of hires for jobs for people with disabilities in Kenya and any efforts to avoid discrimination for people with disabilities.
Deadlines
Most reports are due by the end of the year (December 31), though some initial compliance reports have earlier due dates, such as September 30, 2025. Check the latest NCPWD guidelines or circulars for your exact timeline – they update these regularly.
Keep good records all year.
Track hires, accommodations, and training on disabilities in the workplace. This makes reporting easier and demonstrates your compliance with Kenyan employment laws.
Reporting helps the NCPWD monitor progress and spot issues such as discrimination against people with disabilities in Kenya.
Use your report as a planning tool.
It’s not just paperwork; it’s a way to improve employment for people with disabilities in Kenya.
If you’re unsure about formats or deadlines, Chepchieng and Company Advocates can guide you through the process to ensure full compliance with the Persons with Disabilities Act 2025.
How Inclusion Can Boost Your Bottom Line
The Persons with Disabilities Act 2025 doesn’t just set rules; it rewards businesses that hire and support persons with disabilities. These financial perks make inclusion a smart business move, especially for SMEs.
Key incentives include:
25% tax deduction on salaries
Private employers can deduct 25% of the total salary and wages paid to persons with disabilities in Kenya (as regular employees, apprentices, or learners) from their taxable income. You need proof from the NCPWD that the employee is registered and qualified.
50% deduction on accessibility costs
Claim 50% of the direct costs for improving or modifying your workplace – things like ramps, bathrooms for people with disabilities, parking permits for people with disabilities, or adaptive technology for people with disabilities.
Deductions for reasonable accommodations
Extra expenses for assistance for people with disabilities, transportation support for people with disabilities in Kenya, or other adjustments also qualify for deductions.
These benefits help offset costs and lower your tax bill.
Beyond taxes, hiring people with disabilities in Kenya for job roles brings diverse ideas, boosts team morale, and improves your reputation. Working for people with disabilities creates loyal, productive employees and opens new markets.
Investing in adaptive technology for people with disabilities or simple access, such as a parking permit, often pays for itself through these deductions and improved performance.
At Chepchieng and Company Advocates, we help you claim these incentives correctly under the Persons with Disabilities Act 2025 and Kenya’s employment laws.
Cost-Effective Steps to Avoid Pitfalls and Build Resilience
You don’t need a huge budget to get started. Compliance helps you avoid expensive problems later and builds a stronger, more resilient business.
Many SMEs worry about costs, but the law offers practical, low-cost ways to support persons with disabilities in Kenya and meet their obligations under Kenyan employment laws. Here’s how to begin step by step:
Review and update your policies first
Look at your hiring, promotion, and workplace rules. Add a clear statement against discrimination for people with disabilities in Kenya and against discrimination against people with disabilities.
This simple change shows you’re serious about inclusion and helps prevent workplace issues related to disabilities.
Hire gradually and smartly
You don’t have to fill the full 5% quota overnight. Start by advertising a job for people with disabilities through local networks, disability organizations, or online platforms.
Even one or two hires count toward your target and show progress in your annual report to the NCPWD.
Offer low-cost or no-cost accommodations
Things like work-from-home for people with disabilities or flexible hours often cost nothing but make a big difference.
Provide adaptive technology for people with disabilities, such as free screen-reading software or simple aids like adjustable desks.
Make access easy from day one
Install a parking permit for an accessible parking spot near the entrance (it’s one of the easiest and cheapest steps).
Add bathrooms for people with disabilities if possible, or plan for them in future upgrades. These small changes support assistance and transportation for people with disabilities.
Train your team
Hold short sessions on workplace disabilities and how to support colleagues.
Use free resources or mark People with Disabilities Day (December 3) to raise awareness. This reduces bias and helps everyone work better together.
Track and report
Keep simple records of your efforts. Report yearly to the NCPWD – it’s required and shows you’re complying with the Persons with Disabilities Act 2025.
At Chepchieng and Company Advocates, we help SMEs like yours create affordable compliance plans.
We guide you on employment for people with disabilities, avoid discrimination against people with disabilities, and use tax incentives.
By starting now, you avoid pitfalls and turn inclusion into a real strength for your business.
Understanding the Consequences of Non-Compliance
Failing to comply with the Persons with Disabilities Act 2025 can seriously harm your business. The law now has more vigorous enforcement, and penalties are severe.
If you don’t meet the 5% quota, provide reasonable accommodations, or stop discrimination against people with disabilities, you could face:
- Fines up to KSh 2,000,000 or imprisonment up to two years (or both) for willful discrimination in employment.
- Lower fines (starting around KSh 50,000) for other violations, like failing to report or provide access.
- Court cases from affected employees or the NCPWD, which can drag on and cost more in legal fees.
- Beyond money, discrimination for people with disabilities damages your reputation. Customers, partners, and investors notice. In 2026, with tighter checks, non-compliance stands out more.
- Missing out on jobs for people with disabilities means missing skilled people who can help your business grow. Think about success stories from well-known people with disabilities; they show talent and drive.
Supporting persons with disabilities costs far less than the risks of non-compliance. Compliance protects you and builds trust.
Emerging 2026 Focus: Deepening Inclusion Through Enforcement, Training, and Innovation
We’re already in 2026, and the focus on inclusion is getting sharper. The Persons with Disabilities Act 2025 is supported by the Kenya Joint Disability Strategy 2025-2027, which calls for more vigorous enforcement of the 5% employment quota.
What to expect this year:
- More audits and checks by the NCPWD to ensure businesses meet targets for persons with disabilities.
- Greater emphasis on training programs to raise awareness about disabilities in the workplace.
- Innovation in tools like adaptive technology for people with disabilities to make jobs more accessible.
Simple upgrades will matter more
Parking permit spots for people with disabilities, bathrooms for people with disabilities, better transportation support for people with disabilities, and assistance with daily tasks for people with disabilities.
Events like People with Disabilities Day are perfect for training and showcasing progress. Employment for people with disabilities and working for people with disabilities will expand as more businesses innovate.
Conclusion
The Persons with Disabilities Act 2025 is about fairness and equal chances for persons with disabilities. It creates rules that help everyone, employees, businesses, and the whole economy.
Inclusive workplaces attract talent, boost creativity, and qualify for tax benefits. They also reduce risks and build long-term strength.
At Chepchieng and Company Advocates, we make compliance easy. We offer straightforward advice on the Persons with Disabilities Act 2025, employment laws in Kenya, and practical steps for jobs for people with disabilities. Contact us anytime for help tailored to your business.
Prioritizing persons with disabilities isn’t just the right thing – it makes Kenyan businesses better for everyone.
FAQs
1. What is the 5% quota for persons with disabilities?
Businesses with 20 or more employees must ensure at least 5% of their workforce includes persons with disabilities. You report progress yearly to the NCPWD under the Persons with Disabilities Act 2025.
2. What are reasonable accommodations?
These are practical changes, such as flexible hours, ramps, adaptive technology, and work-from-home options, that help persons with disabilities perform their jobs effectively without causing significant hardship to employers.
3. What happens if I don’t comply?
You risk fines (up to KSh 2,000,000 in severe cases), imprisonment, lawsuits, or reputational harm from discrimination for people with disabilities or failing to meet obligations in the Persons with Disabilities Act 2025.
4. Are there benefits for hiring persons with disabilities?
Yes, tax deductions (25% on salaries paid to persons with disabilities, 50% on accessibility improvements), plus a more diverse, innovative team and stronger compliance with employment laws in Kenya.
5. How can SMEs start complying?
Begin with a non-discrimination policy, advertise the job to people with disabilities, offer low-cost aids such as a parking permit, train staff, and report to the NCPWD. Small steps add up quickly under the Persons with Disabilities Act 2025.
