Workers at Line Plast Group have raised serious concerns over what they describe as difficult working conditions, low earnings, alleged intimidation by the human resources department and uncertainty over the future of their jobs.

An employee in the production department, who asked for complete anonymity for fear of retaliation, says workers have raised concerns about their pay and employment conditions for years but feel unable to speak openly.

At the centre of the complaints is the company's HR officer, Jane Rose, whom workers accuse of intimidating employees who approach her with complaints about salaries and other workplace issues.

The worker claims employees who raise concerns are allegedly made to feel that they could lose their jobs if they continue questioning management.

For the past four years, employees have reportedly been asking about what the complainant describes as the labour percentage that has not been added to their pay.

Whenever workers allegedly raise the matter with HR, they claim they are told they are free to leave if they are unhappy with the situation.

The complaint paints a picture of employees who feel trapped between demanding their rights and protecting the jobs they depend on to survive.

Many workers have reportedly left the company over what they describe as difficult working conditions and unresolved salary concerns.

Workers earning as little as KSh7,000 ¶

The complaint goes beyond the conduct of the HR department.

Workers say the company has been experiencing persistent shortages of raw materials, affecting production and reducing the number of days employees are able to work.

For production workers who depend entirely on their monthly wages, fewer working days can have a devastating effect.

According to the employee, some workers have ended up earning as little as KSh7,000 per month when production slows down.

For a worker supporting a family, paying rent, buying food and meeting transport costs, such an income can quickly become impossible to survive on.

The worker says employees are increasingly worried about the company's financial position, with concerns that heavy debts and difficulties obtaining raw materials could eventually affect the company's ability to continue operating.

The complaint in the worker's own words ¶

"I’m reaching out to ask for your help in highlighting serious concerns about the treatment of workers at Line Plast Group. I work in the production department, please keep my identity completely anonymous because I fear retaliation at my workplace. Our HR, Jane Rose, is a major concern for many workers. She is very intimidating, and workers who approach her with concerns or complaints about their salaries are allegedly harassed or made to feel afraid to speak up. For the past four years, workers have raised concerns that the labour percentage has not been added. Whenever employees ask about it or raise their grievances with her, they are allegedly told that they are free to leave and that nobody is forcing them to work there. Workers feel that they are being treated unfairly, and many employees have left the company because of the working conditions and the problems they are facing. There is also a serious problem with the availability of raw materials. Production is frequently affected because the company does not have enough raw materials to keep production running. As production workers are given fewer working days, some workers end up earning as little as KSh 7,000 per month, which is extremely difficult for someone depending on their salary. There are also growing concerns among workers that the company may eventually close because of the amount of debt it is reportedly carrying and its inability to purchase enough raw materials to maintain production. Many employees are afraid to speak openly because they fear losing their jobs or facing intimidation and retaliation."

This allegation has not been independently verified.

The pay question needs answers ¶

The reported KSh7,000 monthly earnings raise questions that the company and labour authorities should address.

Kenya's Employment Act requires employers to pay employees the wages earned for work performed under their contracts of service. The law also provides protections relating to wages and employment conditions.

The Ministry of Labour has further published the applicable labour laws and regulations, including the Employment Act, Labour Relations Act and Occupational Safety and Health Act.

Kenya's current minimum wage structure also varies according to occupation and location. The 2024 Regulation of Wages amendment took effect on November 1, 2024, setting different minimum rates for different categories of workers.

That means the exact legal position of a worker earning KSh7,000 would depend on their job classification, location, hours worked and other terms of employment.

The Ministry of Labour should therefore establish what Line Plast workers are actually earning, how their working days are determined and whether their employment arrangements comply with the applicable wage orders.

A similar case has already ended up in court ¶

The concerns at Line Plast come against a background of labour disputes in Kenya's manufacturing sector.

In Bakery Confectionery Food Manufacturing and Allied Workers Union v Capwell Industries Limited, the Employment and Labour Relations Court in Nairobi ruled in June 2025 that the termination of the affected workers was unfair and unlawful. The court ordered payment equivalent to eight months' salary to each of the grievants.

The case is significant because it involved workers in the manufacturing industry and shows how disputes that begin inside a workplace can eventually reach the labour courts when employees believe their rights have not been protected.

Another 2025 Employment and Labour Relations Court case involving Kenya Tea Development Agency Management Services Limited and Ndima Tea Factory Company Limited resulted in an award that included salary arrears, gratuity, compensation and notice pay after the court found that the employee had been unfairly and unlawfully dismissed. The total award exceeded KSh4.1 million.

The cases do not establish that Line Plast has violated the law. They show why complaints about wages, termination and treatment of workers should be addressed before they turn into prolonged labour disputes.

Low pay and poor conditions can damage factories too ¶

The concerns also point to a bigger problem facing manufacturing workers.

A factory cannot run properly when employees are constantly worried about whether they will have enough working days to earn a living.

A worker who earns less because production has slowed down still has rent to pay.

The landlord does not reduce the rent because the factory had no raw materials.

The supermarket does not reduce the price of food because a worker was called to work fewer days.

The bank does not stop demanding loan repayments because production was interrupted.

This is why employees say the situation has created fear and frustration.

A recent Reuters report from South Africa showed how low wages and difficult working conditions have contributed to labour problems in manufacturing factories, with workers leaving jobs and employers struggling with workforce shortages. The report found that factory owners were facing pressure from low orders and rising business difficulties, while workers complained that pay and working conditions made factory jobs unattractive.

The lesson for employers is clear.

Workers are not simply another production cost.

When employees lose confidence in management, productivity and staff retention can suffer.

Line Plast management needs to respond ¶

The complaints at Line Plast raise several questions that deserve clear answers.

Why have workers allegedly been raising concerns about their pay for four years?

What does the company mean by the reported "labour percentage"?

Why are some production workers reportedly earning as little as KSh7,000 when production falls?

How are working days allocated when raw materials are unavailable?

Are employees paid according to the applicable minimum wage for their job category?

Are workers being compensated for all hours they are required to work?

And what steps has management taken to address complaints about intimidation and retaliation?

Most importantly, workers need to know whether the company has a viable plan to maintain production and protect jobs if the reported raw material and debt problems continue.

The employee says workers are afraid to speak publicly because they fear losing their jobs.

That fear itself deserves attention.

Workers should be able to raise genuine concerns about their salaries and working conditions without feeling that asking questions could cost them their livelihood.

The Ministry of Labour and Social Protection has the legal framework and enforcement structures to examine employment complaints.

If the workers' concerns are found to have merit, the company should be required to address them.

If the allegations are found to be inaccurate, Line Plast should have an opportunity to explain its position and provide the relevant records.

For now, the workers are asking for one thing: a workplace where they can raise concerns about their pay without fear, earn a fair wage and have some certainty about whether there will be work tomorrow.