Equity Bank (Kenya) Limited, one of the country’s largest lenders, is facing internal unrest after employees raised the alarm over what they describe as unfair and opaque treatment in the recent issuance of Performance Improvement Plans (PiPs), bonuses, and salary increments. In a strongly worded anonymous letter, staff say that the changes favored top bosses while sidelining a majority of the workforce. About 60 percent of employees were left without increments or bonuses, with some abruptly placed on PiPs despite previously meeting performance expectations. Equity Bank must address employee concerns openly. Without fairness and transparency, staff morale will decline, risking long-term productivity, trust, and the institution’s reputation among both workers and customers. [Image: NR Lab] Unfair Equity Bank Salary Increments Undermine Staff Morale The collective complaint reveals widespread dissatisfaction across the bank. Employees say they are frustrated by the lack of fairness and transparency in how management handled bonuses, increments, and performance assessments.
On September 26, 2025, while select employees enjoyed bonuses and higher pay, the majority received nothing. Instead, several workers were placed on Performance Improvement Plans, a move many believe was not only punitive but also poorly timed.
Workers argue that PiPs were suddenly introduced using performance from the 2024 financial year, even though that period had ended months earlier. They question why feedback was delayed until the exact day bonuses and increments were announced.
Performance reviews at Equity Bank are normally conducted quarterly. Staff underperforming in those cycles are usually placed on PiPs immediately, not a year later. This raises suspicions among employees that the system was manipulated. Lack of Clear Criteria in Bonuses and PiPs Another major concern is the evaluation process. Employees insist that their Enterprise Resource Planning (ERP) scores consistently showed “Meets Expectations.” Yet, PiP letters accused them of failing to meet targets. No specific data or examples were provided to justify the decision.
The situation became worse when staff realized that some key performance indicators had apparently been altered without their knowledge. Employees claim that new metrics were quietly introduced during the bonus and increment exercise. They argue that if management intended to change KPIs, they should have communicated this beforehand, not after the fact.
This lack of clarity has left many workers confused about how their performance was truly measured. Some allege that favoritism may have played a role, with top executives and their allies being rewarded while others were penalized. Transparency Questions and the Bigger Picture The employees are demanding answers on what exact criteria were used to determine who qualified for bonuses and increments. They want to know why so many of them, despite meeting set expectations, were excluded from rewards.
In their letter, they say the opaque handling of the process contradicts Equity Bank’s public stance on fairness, accountability, and transparency. The lender often positions itself as a model institution, but workers now question whether those values extend to its internal culture.
The fallout is affecting morale. Many staff feel demotivated, saying the exercise has created divisions within teams and damaged trust in management. Employees argue that without clarity and fairness, the performance management system loses credibility and discourages genuine effort.
Concerned workers are now calling for a formal explanation or an official meeting where their issues can be addressed openly. They say they remain committed to the bank’s success but believe such practices weaken motivation across the workforce.