Anchoring Labour Stability Ahead of Level 6 Transition
The Kenya Medical Practitioners, Pharmacists and Dentists Union (KMPDU) has formally signed a Recognition Agreement with Jaramogi Oginga Odinga Teaching and Referral Hospital (JOOTRH), marking a critical milestone in the hospital’s transition to a Level 6 national referral facility.
This agreement formally positions KMPDU as a key stakeholder in the transition process, ensuring that the interests of doctors and other unionisable staff are protected as JOOTRH undergoes a complex institutional upgrade with far-reaching implications for workforce governance, service delivery, and regional healthcare access.
At a time when national transitions can easily disrupt staffing structures and labour relations, the Recognition Agreement provides a structured framework for continuous engagement between management and labour, reducing uncertainty and safeguarding industrial harmony. It establishes a clear pathway toward job security, standardized remuneration, and staffing aligned with national referral hospital standards, while reinforcing accountability and transparency throughout the process.
A central commitment under the agreement is the conclusion of a Collective Bargaining Agreement (CBA) within 120 days. KMPDU will submit a draft CBA within the first 30 days, setting the stage for focused negotiations that reflect the realities of a Level 6 referral institution. To support this process, the employer has committed to full disclosure of human resource and operational data, ensuring that negotiations are evidence-based and conducted in good faith.
Importantly, the agreement addresses the status of locum doctors, affirming that they will be considered for Permanent and Pensionable (PnP) positions once the human resource transition is complete and the Salaries and Remuneration Commission (SRC) finalizes job evaluation and grading. This commitment speaks directly to the union’s long-standing advocacy against precarious employment and for dignified, secure work for doctors.
The next phase of the transition will involve SRC-led job evaluation and grading, which will define optimal staffing numbers, specialist requirements, and salary structures appropriate for a national referral hospital. Following this, staff transition and salary harmonization are targeted for February 2026, a timeline that provides clarity and predictability for healthcare workers and management alike.
Beyond JOOTRH, this Recognition Agreement sets an important national precedent. As more county hospitals are elevated to national referral status, the JOOTRH–KMPDU framework offers a replicable model for managing transitions without sacrificing labour rights, service continuity, or workforce morale.
At its core, this agreement de-risks JOOTRH’s national upgrade by anchoring labour stability, clarifying human resource planning, and accelerating structured collective bargaining. Most importantly, it strengthens the hospital’s ability to deliver high-quality, specialized care to the Lake Region and beyond, proving once again that when health workers are respected and engaged, healthcare systems work better.
KMPDU remains committed to walking this journey to its conclusion, ensuring that national progress is matched by dignity, fairness, and justice for healthcare workers.
