Artcaffe Restaurants Exposed by staff

Hello Nyakundi,

Please hide my identity. I am a staff member at Artcaffé, and we are really suffering under the current management conditions at the branch.

First, last week our PHs, off days, and leave days were deducted simply because of the matatu strike, something that was completely beyond our control as employees. It is unfair for management to punish staff for a nationwide transport crisis that affected everyone.

Secondly, the transport situation for staff working late shifts is becoming dangerous. Imagine the staff van arriving at the branch around 1:40 AM, then dropping employees along the highway at around 2 AM and leaving everyone to figure out how to get home safely on their own. This is not secure at all, especially for staff members going home at such hours.

The worst issue is the “FUNGA FUNGUA” shifts. Right now it is around 3 AM and I have just come from the PM shift, yet I am expected to wake up again at 4 AM to prepare and report back to work. We barely get any sleep. You enter the next shift already exhausted and sleepy, which is extremely risky especially in a busy restaurant environment where mistakes and accidents can easily happen because of fatigue.

We are mentally and physically drained. Some of us cannot even sleep properly because by the time you reach home, it is already time to prepare for the next shift again. This is not healthy and it is affecting staff wellbeing badly.

Another major issue is staff meals. There is no proper breakfast and sometimes no lunch at all, yet employees are expected to work long exhausting hours. Nobody seems concerned about staff welfare anymore.

Please let this reach HR because workers are really suffering. We are asking management to listen to staff concerns and improve these working conditions before things get worse.

A second testimony has emerged in the developing Artcaffé staff welfare story, with a former employee of the Two Rivers branch alleging that poor management, intimidation, staff targeting and lack of support from HR pushed workers into mental, physical and financial distress.

The former employee, who says they worked at Artcaffé Two Rivers for two years before resigning without another job lined up, claims the working environment became so unbearable that quitting felt like the only option.

The new allegations come after an earlier staff member complained about exhausting “funga fungua” shifts, unsafe late-night transport, deduction of off days and leave days during the matatu strike, and lack of proper staff meals.

In the latest testimony, the former staff member places the blame largely on management culture, claiming that employees suffer silently because HR allegedly sides with supervisors and branch managers instead of listening to ordinary workers.

The former worker also alleges that some supervisors misuse food and stock meant for guests, while junior employees are later pressured or blamed when stock variances appear. They further claim that pregnant women and workers facing personal emergencies have been treated harshly, with some allegedly losing jobs after attending family burials despite being denied permission.

The former employee also claims that staff can face salary deductions over mistakes made on the Micros system, while show-cause letters and threatening emails from head office are allegedly used instead of proper problem-solving.

Below is the testimony as received:

“Hello Nyakundi,

Please hide my identity.

I worked at Artcaffé Two Rivers for two years before quitting without even having another plan because the working environment became unbearable.

The biggest problem at Artcaffe is the management. Employees suffer silently because even HR does not help workers. They only listen to supervisors and branch managers no matter how unfair they are. Staff are constantly frustrated, intimidated, and targeted, especially if a supervisor feels threatened by you personally.

Some supervisors misuse food and items meant for guests, then the branch is later punished with huge stock variances. A supervisor like Sarah Mendi openly gives out cakes and food to her wababas and even carries food home, yet ordinary staff are the ones pressured and blamed when variances appear.

At Two Rivers branch, Irene Kagenyi made life unbearable for many employees. I almost lost my pregnancy because of the stress and depression I went through while working under her. She chooses who to humiliate publicly, especially over small issues like being late by 10 minutes.

Many workers have lost their jobs under her management despite having families depending on them. Some employees were even fired after attending burials of close family members because management denied them permission but they chose to bury their loved ones anyway.

The treatment of pregnant women at the branch is especially heartbreaking. Several women have lost pregnancies while working at Artcaffe Two Rivers because of stress, pressure, and poor treatment. Irene openly says she does not want pregnant staff at the branch anymore.

One mistake on Micros and the item is immediately deducted from your salary. Instead of solving issues professionally as managers should, they rush to send threatening emails and show-cause letters from Baba Dogo headquarters.

Honestly, many supervisors and managers at Artcaffe behave with extreme ignorance and abuse of authority. Employees are treated like machines instead of human beings despite the company presenting a polished public image.

Artcaffe seriously needs to overhaul its management culture because many workers are mentally exhausted, financially strained, and suffering in silence.”

These allegations raise serious questions about staff welfare, workplace safety, pregnancy protection, internal grievance handling, shift management, transport arrangements, disciplinary procedures and the role of HR in protecting employees from abuse of authority.

Artcaffé has built a strong public image as one of Kenya’s most visible restaurant brands, but the testimonies now emerging from staff and former staff paint a different picture behind the counter.

The company should publicly respond to the allegations and explain whether it has investigated complaints around staff fatigue, late-night transport safety, salary deductions, treatment of pregnant workers, branch-level intimidation, and claims that HR fails to protect employees from unfair supervisors.

This is a developing story.

A fresh testimony has emerged in the developing Artcaffé staff welfare saga, this time from a supervisor who claims that even those tasked with running branch operations are overworked, underpaid and mentally exhausted.

The latest account adds a new layer to complaints previously raised by staff and former employees, who alleged poor working conditions, unsafe late-night transport, “funga fungua” shifts, salary deductions, poor staff meals, intimidation, pregnancy-related stress and lack of support from HR.

In this new testimony, a supervisor at Artcaffé claims that supervisors carry the daily burden of branch operations, including managing staff, handling customer complaints, chasing sales targets, monitoring stock and keeping the business running, yet they allegedly remain undervalued and poorly compensated.

The supervisor says the job has become mentally draining and professionally unsustainable, especially because supervisors are expected to perform manager-level duties without matching pay, recognition or proper support.

According to the supervisor, some shifts regularly stretch beyond 12 hours, with examples including reporting at 5:30 AM and leaving at 5:00 PM, or starting at 2:45 PM and working until midnight.

The situation becomes worse for evening staff, who allegedly arrive home as late as 3:00 AM because of transport delays, only to be expected back for early morning shifts.

Below is the testimony as received:

“Dear Nyakundi,

Thank you for highlighting the challenges we face at Artcaffe. We appreciate your focus on these critical issues.

As a supervisor at Artcaffe, I want to share the reality of our working conditions. While we are the backbone of branch operations — handling staff, customer complaints, sales targets, and stock — the role has become mentally exhausting and professionally unsustainable.

Despite carrying the weight of the branch, supervisors feel undervalued, underpaid, and overworked.

Key issues include:

Excessive hours: Shifts regularly exceed 12 hours, for example 5:30 AM to 5:00 PM or 2:45 PM to midnight. Due to late commutes, evening staff often return home by 3:00 AM and are still expected to report for early morning shifts.

Compensation: The KSh 50,000 gross pay, which is approximately KSh 39,000 net, does not align with 60-plus hour work weeks and manager-level responsibilities.

Management gaps: Credit for successful performance often goes to managers who are less involved in daily operations.”

The supervisor’s claims raise serious questions about how Artcaffé structures work at branch level, especially if supervisors are being made to carry manager-level responsibilities while earning pay that does not reflect the workload.

A KSh 50,000 gross salary may appear reasonable to outsiders, but the supervisor argues that once long working hours, late-night transport, pressure from management, customer complaints, stock accountability and sales targets are factored in, the pay no longer matches the responsibility.

The allegation that some supervisors work more than 60 hours per week also raises questions about fatigue, workplace safety, labour compliance and the mental health of employees.

This latest testimony is important because previous complaints largely came from junior staff and former employees. Now, even supervisors are alleging that the system is broken.

Artcaffé has built a polished public image as one of Kenya’s most visible restaurant brands, but the testimonies emerging from inside the company continue to paint a different picture behind the counter.

The company should publicly respond to these growing concerns and explain how it handles shift planning, supervisor pay, overtime, late-night transport, staff fatigue, HR complaints and recognition of those actually running daily branch operations.

Fresh reports from employees at upscale bakery and restaurant chain Artcaffé continue to emerge across multiple branches, reinforcing earlier staff statements pointing to recurring issues tied to management conduct, workload pressure, internal discipline structures and workplace welfare conditions within the chain.

The latest material, drawn from different outlets and former staff, shows that the situation is not confined to a single location but appears across several branches where employees describe similar working conditions over time.

Earlier material circulating from within the chain described deductions of off days and leave linked to transport disruptions outside staff control, extended shift rotations with minimal recovery time between duties, and late-night transport arrangements that leave employees dropped along highways during early morning hours with limited safe travel options.

Other workers previously described a work environment where minor operational errors lead to immediate financial deductions or formal warnings, while internal complaint channels are viewed by some staff as offering limited resolution, with outcomes often aligned with supervisory decisions.

Former staff have also described management conduct they say relies on intimidation, selective treatment of workers, and strict disciplinary responses, with some stating that leave requests are denied even during urgent personal situations and job termination can occur abruptly.

One former employee from a major branch described prolonged workplace pressure tied to supervisory conduct, saying the strain affected physical health during pregnancy, while other staff describe a setting where errors in the ordering system lead directly to salary deductions.

Separate reports from other branches point to claims of misuse of food items and inconsistencies in stock handling, with workers saying stock differences are often transferred to staff responsibility instead of internal review processes.

The latest material from staff provides a detailed description of how order handling and billing processes operate across branches, with employees saying pressure begins at the point of sale and continues through cancellations, voids and upselling targets during shifts.

Workers describe a situation where customer orders are entered into the system, after which cancellations or changes are not always matched with corresponding reversals. Staff say this leaves them exposed to financial deductions for items that were never prepared or served.

They state that upselling targets remain active throughout shifts, with pressure placed on employees to push additional items regardless of customer uptake. Where items are not produced or are later cancelled, staff say they are still required to account for them under internal controls, creating financial exposure for frontline workers.

The material also describes different treatment between staff and management when handling food items. Workers say supervisors and branch managers process meals as compliments and later void them, while junior staff remain responsible for items processed under their login credentials.

Additional claims describe irregular handling of cash transactions and voids, with staff stating that portions of paid bills are reversed in ways that do not reflect customer activity, creating room for internal benefit while leaving staff with unresolved discrepancies.

Employees further describe a workplace environment where correction is often delivered through public criticism during service hours, with staff feeling undermined in front of customers while being held to strict internal accountability once shifts end.

The submission also reflects a workplace culture described by staff as heavily pressured, where reminders about job scarcity are used in daily interactions, reinforcing compliance within demanding service conditions.

"Hello Cyprian. Kindly hide my identity. So I have decided to kuongea initoke now that someone decided to lead and we follow. So the number one issue is that Artcaffe management does not know how to treat their staff well. Yaani, you will serve a customer, then after you post everything to the system, a guest may cancel the order due to a change of mind, maybe they did not like it, or some even walk out and you cannot force them back. We are forced to upsell and most of the time the items are not even produced or served, and if you do not upsell, you end up paying for it. They do not void, so we end up paying for something we have never even tasted. Mind you, if a manager or supervisor wants to eat something, they will force you to post it, then they simply say it is a compliment and void it. They also carry food home after forcing you to post it, but theirs is always voided. Another issue is that they even void staff cash bills to benefit themselves. For example, a bill may be KSh 7,000, they will void KSh 1,500 and keep it. This is the main reason they refuse to void staff losses, forcing employees to pay because the voids may be too many. In front of guests they are very humble, but when they come to staff they make you feel small and powerless. They also constantly remind us that many people are desperate for jobs, so we should be grateful to be employed."

A former Artcaffé employee has added fresh claims to the growing staff welfare concerns surrounding the restaurant chain, alleging that junior workers face low pay, harsh discipline, poor communication from management and limited room to raise complaints internally.

The former worker, who asked not to be identified, says they worked at Artcaffé between 2023 and 2025 and witnessed several incidents that raised questions about how the company treats junior staff, especially stewards and newly promoted employees.

According to the former employee, one staff member who had allegedly been promoted from steward to the bar section was later dismissed after being accused of copying a bar exam. The former worker questioned why the employee was not first given a warning, asked to repeat the exam, or returned to his previous steward role instead of being fired.

The former staffer claims this reflected a wider culture where small mistakes can allegedly lead to serious punishment, while young workers with potential are easily pushed out of the company.

The employee further alleges that many of the senior people in Artcaffé’s management structure know each other from previous workplaces or from earlier stages within the same industry, making it difficult for ordinary workers to raise complaints. According to the testimony, HR officers, chefs and managers are often connected through past working relationships, leaving junior employees feeling that internal complaints may not be handled independently.

The former worker also claims that some junior leaders mistreat new employees because they themselves had difficult experiences when joining the company. Instead of improving the environment for new workers, the source alleges that some leaders repeat the same harsh treatment and justify it by saying they also went through similar struggles.

A major concern raised in the testimony is the pay given to stewards. The former worker claims that some stewards earn around KSh 16,500, an amount they describe as shameful in the current economy because rent and transport can consume almost everything.

The source says stewards play a major role in keeping branches running, yet they are often looked down upon despite being educated and full of ideas. The former employee claims that many stewards hold degrees or have knowledge in different fields, but they do not speak up because some older leaders allegedly view younger, educated workers as threats.

According to the former employee, waiters previously used to voluntarily contribute small amounts to support stewards, but this culture has reportedly faded in some branches, leaving some junior workers struggling so much that they walk home.

The source also called on Artcaffé’s owner to establish more direct contact with staff instead of relying only on information from managers and senior teams. They argued that the owner should occasionally visit kitchens, interact with junior workers, listen to their concerns and encourage teams directly.

The former employee claims that many young staff members have strong ideas in areas such as artificial intelligence, creativity, advertising, marketing and customer engagement, but these ideas rarely reach decision makers because of the gap between management and younger workers.

They proposed the creation of a group of young Gen Z representatives within the company to help bridge the communication gap between senior management and junior staff.

The former worker says they met many promising young employees during hygiene training and induction sessions across branches including Westgate Mall, Gastro and Square Rhapta, and believes the company is losing talent because of poor internal communication and harsh management culture.

The testimony also alleges that Artcaffé has changed from what it used to be, with some promoted Kenyan managers allegedly becoming more focused on their own interests than staff welfare. The former worker claims junior staff do much of the difficult work while rewards, allowances and recognition allegedly go to managers.

The former employee further raised serious allegations around possible internal irregularities, including claims of exaggerated food costs, fake employee numbers, false salary details and ghost workers. These claims have not been independently verified, but they add to the mounting pressure on Artcaffé to publicly address concerns being raised by former and current workers.

The latest testimony comes after earlier staff complaints alleged exhausting shifts, unsafe late-night transport arrangements, salary deductions, poor meals, management intimidation, weak HR support and unfair treatment of pregnant workers.

Artcaffé has built one of Kenya’s most visible restaurant brands, with a polished public image and popular outlets across Nairobi. However, the testimonies now emerging from staff and former workers continue to paint a different picture behind the counter.

The company should publicly respond to the allegations and explain how it handles staff discipline, internal exams, steward pay, worker complaints, HR independence, promotions, junior staff welfare, management accountability and claims of possible internal payroll or cost irregularities.

Fresh staff complaints have emerged from Artcaffé’s Kileleshwa branch on Olenguruone Road, with a worker alleging that employees have endured poor changing room, toilet and break-area conditions for years, especially whenever it rains.

The staff member, who requested anonymity, says they decided to speak out after seeing earlier complaints from Artcaffé employees about poor working conditions, staff suffering and weak welfare systems inside the restaurant chain.

According to the source, the Kileleshwa branch has serious drainage and staff facility problems that allegedly affect workers during rainy weather.

The worker claims the changing rooms, toilets and staff break area become unbearable when it rains, with water flooding the area and entering employee lockers.

“Kuna story Nyakundi amepost from an Artcaffé staff member complaining about how staff wanateseka. I agree with the staff from same experiences. I have something also to add about the Kileleshwa branch hapo Olenguruone Road,” the source said.

The employee alleges that when the area floods, staff sometimes finish night shifts only to find their belongings soaked inside lockers. Others allegedly report for morning shifts and find their uniforms wet before work even begins.

“The changing rooms, toilets and where staff sit for breaks are unbearable when it rains. It gets flooded and water also enters the lockers. Imagine unafunga shift usiku only to find luku ya mtaa imeloa maji. Ama unaingia shift morning unapata uniform iko wet,” the source claimed.

The worker further alleges that during heavy rain, staff are unable to comfortably use the toilets or even take breaks because the facilities become flooded.

The complaint also raises questions about privacy and dignity, with the source claiming that male and female staff share changing rooms, forcing some employees to change clothes inside toilets.

“Also there staff share changing rooms, ladies and gents, inabidi wengine to dress up from the toilets,” the source alleged.

According to the staff member, the situation has allegedly persisted for more than four years despite workers raising concerns internally.

The source says branch management has been informed, but nothing meaningful has changed.

“And it has been like that for over the past four years I have worked with them. Staff welfare or care is not important to them. Branch management ata wakiambiwa nothing happens,” the source said.

The worker says they have videos showing the condition of the facilities and hopes that by sharing the complaint publicly, something will finally be done.

The latest allegations add another layer to the growing Artcaffé staff welfare story, which has already included complaints about exhausting shifts, unsafe late-night transport, poor meals, deductions, workplace pressure, weak HR support and claims of unfair treatment by management.

For a restaurant brand that presents a polished image to customers, these allegations raise serious questions about what workers experience away from the dining area, behind the counter and inside staff-only spaces.

Staff changing rooms, toilets, lockers and rest areas are not luxuries. They are basic workplace welfare facilities. Employees who serve customers, clean spaces, prepare food, handle dishes and keep branches running should not have to report to work and find wet uniforms, flooded lockers or shared changing spaces that compromise their dignity.

Artcaffé should publicly respond to these claims and explain whether it has inspected the Kileleshwa branch staff facilities, whether flooding complaints have been raised before, what action was taken, and whether separate, safe and dignified changing areas are provided for male and female employees.

A whistleblower who requested anonymity has raised a series of allegations concerning employee treatment and management practices at Artcaffe branches located at Two Rivers, Windsor, and Village Market.

The source claims that several incidents involving employee welfare, staff transfers, salary deductions, management conduct, and workplace culture have occurred across the affected branches.

Among the concerns raised are allegations that employees who experience pregnancy-related challenges or return from maternity leave may face unfavorable treatment, including branch transfers and increased workplace pressure. The whistleblower further alleges that a number of miscarriages occurred during the period under review and references one case involving the loss of a newborn, after which the affected employee was allegedly subjected to unfair treatment upon returning to work.

The source also alleges that certain managers display rude behavior toward both staff and customers and that employees who fall out of favor with management may be subjected to disciplinary action, salary deductions, or transfers.

According to the whistleblower, one incident involved a cashier who was accused of wrongdoing and later had KSh 4,700 deducted following an internal report. The source disputes the circumstances surrounding the deduction and alleges that the employee was publicly humiliated.

Additional allegations involve transfers that employees allegedly did not consent to, with the whistleblower claiming that some staff members were moved between branches with little notice and later found themselves working in difficult environments.

The source further claims that favoritism exists within management structures and alleges that some employees have been encouraged to provide information against colleagues, resulting in disciplinary action or termination.

Concerns were also raised regarding contract renewals. According to the whistleblower, some employees believe their contracts were not renewed due to personal disagreements with management rather than job performance.

The whistleblower specifically criticizes several Human Resources officials and managers, alleging that employee grievances are not always addressed satisfactorily and that disciplinary procedures disproportionately affect junior staff.

The source also alleges that inventory variances and cash shortages are frequently attributed to frontline employees. According to the allegations, management personnel are sometimes involved in activities that later result in kitchen managers, cashiers, and junior staff being required to explain stock discrepancies.

At Village Market, the whistleblower recounts an incident involving a junior employee who allegedly requested permission to leave work after learning that her child was seriously ill. According to the source, the request was denied, and the employee later learned that the child had suffered convulsions.

The whistleblower further alleges that pregnant employees face workplace hostility and that maternity-related issues are not always handled appropriately.

Additional concerns include allegations regarding cash-handling procedures, staff deductions, food quality provided to employees, and the treatment of workers who become ill while on duty.

The source also points to what they describe as broader managerial shortcomings, including communication breakdowns, inconsistent accountability, micromanagement, failure to develop employee talent, ethical concerns, operational weaknesses, security issues, and alleged intellectual property concerns.

At the Windsor branch, the whistleblower alleges that transport resources intended for staff have been used for other purposes, forcing employees to incur personal transport expenses. According to the source, promised reimbursements were not reflected in payslips, creating financial hardship and contributing to staff resignations.

The whistleblower additionally raises concerns about the conduct and leadership styles of several supervisors and managers, alleging poor treatment of junior staff, public humiliation, excessive criticism, and inadequate leadership practices.

These allegations have not been independently verified. Artcaffe and the individuals mentioned would be entitled to respond to the claims and provide their account of the matters raised.

For customers, Artcaffé is one of Kenya's most recognizable hospitality brands, known for its stylish outlets, strong reputation, and loyal customer base. But according to a former employee who worked within the company's Human Resources Department, there is another side to the story—one that many current and former employees allegedly know all too well.

The former HR employee, who requested anonymity, says they remained silent for a long time about their experience within the organization. However, after witnessing what they describe as a pattern of workplace challenges affecting employees, they felt compelled to share their concerns in the hope of sparking a broader conversation about workplace culture, employee welfare, and fair treatment.

According to the former employee, the work environment was characterized by what they describe as fear, intimidation, and internal politics. They claim many employees lived with a constant sense of uncertainty, believing that a complaint, disagreement, or rumor could quickly damage their standing within the organization.

The former HR officer alleges that workplace gossip often carried significant weight in influencing how employees were perceived and treated. According to their account, certain individuals understood where influence existed within the company and would allegedly use that knowledge to shape decisions affecting colleagues.

"As HR professionals, we were expected to uphold fairness, due process, and objective decision-making," the former employee says. "Unfortunately, there were situations where recommendations based on investigations, facts, and established procedures appeared to be disregarded."

The source further alleges that complaints originating from certain influential individuals within the organization often appeared to receive preferential treatment, creating a perception that outcomes had already been predetermined before investigations were completed.

One of the most troubling aspects, according to the former HR employee, was the impact such practices allegedly had on workers' mental and emotional wellbeing.

They describe witnessing employees operate under constant stress and anxiety, with some reportedly struggling to cope with the pressure of the working environment. The former employee recalls a particularly distressing situation involving a colleague who was seven months pregnant and allegedly subjected to significant workplace pressure.

According to the source, many employees expressed concern about the effect such stress could have on both the employee and her unborn child.

"No employee, especially an expectant mother, should ever have to endure such conditions in the workplace," the former HR officer stated.

Perhaps one of the strongest indicators of dissatisfaction, according to the source, was the number of employees who allegedly chose to resign despite not having alternative employment opportunities lined up.

The former employee says they witnessed numerous workers voluntarily leave their jobs even though they had families to support, rent to pay, and financial obligations to meet. According to the source, many employees reached a point where the emotional strain, workplace pressure, and anxiety became unbearable.

"Walking away from a salary without another job is not a decision people make lightly," the source said. "But many felt remaining in the environment was affecting their peace of mind and overall wellbeing."

The former HR employee also alleges that disciplinary processes and workplace decisions were not always applied consistently.

According to the source, employees accused of similar misconduct sometimes received vastly different outcomes depending on their position, influence, or relationships within the organization. While some employees were allegedly dismissed quickly, others were reportedly afforded additional opportunities, warnings, or leniency under comparable circumstances.

This, they argue, created a perception among employees that there were different standards for different people within the organization.

The former employee further claims that HR officers who attempted to advocate for fairness or raise concerns about inconsistent treatment often found themselves isolated or viewed negatively by management.

According to their account, questioning decisions or speaking up on behalf of employee welfare could be interpreted as a lack of loyalty rather than a legitimate professional concern.

"The message many of us received was that loyalty to management carried more weight than advocating for fairness," the source alleged.

Beyond internal workplace relations, the former employee also raised concerns regarding staff welfare and transportation.

According to the source, employees were regularly transported using aging 14-seater vehicles that were often overcrowded and, at times, poorly maintained. During rainy seasons, some vehicles allegedly leaked while workers were being transported to and from work.

The source further alleges that employees were frequently dropped off in areas they considered unsafe, exposing them to potential security risks, particularly during early morning and late evening hours.

The former HR officer says one of the greatest frustrations among employees was what they perceived as a disconnect between management and the workforce.

According to the source, concerns relating to safety, welfare, workplace culture, and fairness were raised repeatedly by employees, yet many felt their concerns were either ignored or insufficiently addressed.

The employee emphasizes that the company also had many hardworking, talented, and dedicated staff members who contributed significantly to the organization's success and deserved to be treated with dignity and respect.

"There were many exceptional employees who worked long hours, served customers professionally, and played a major role in building the business," the source said. "They deserved a workplace where they felt valued, respected, and heard."

The former employee insists that their decision to speak out is not motivated by bitterness or personal vendettas, but rather by a belief that workplace culture matters and that employees should be able to raise concerns without fear of victimization.

They argue that no worker should have to choose between earning a living and protecting their mental wellbeing, and no employee should fear retaliation for speaking up about issues affecting their welfare.

As of the time of publication, Artcaffé had not publicly responded to these allegations. The claims remain allegations made by a former employee based on their personal experience and observations. The company's response would be necessary to provide its perspective and establish the full context surrounding the issues raised.

Nonetheless, the account highlights broader questions about workplace culture, employee welfare, consistency in disciplinary processes, and the treatment of staff within one of Kenya's most recognizable hospitality brands—questions that many former and current employees, according to the source, believe deserve closer examination.