Employees contracted under Platinum Outsourcing & Logistics (EA) Ltd have come forward to expose what they describe as widespread exploitation and misrepresentation within operations linked to Africa Global Logistics (AGL Kenya Limited) and companies they serve, including East African Breweries Limited (EABL), Kenya Ports Authority (KPA), CFAO Mobility Kenya, among several other clients.
The complaints reveal a complex employment structure in which workers appear publicly as AGL staff through uniforms and branding, while legally holding contracts with Platinum Outsourcing.
Exploitation
Workers say this arrangement creates confusion for both staff and clients, contributes to delayed pay, inconsistent welfare provisions, and a lack of job security, and obscures the true nature of their employment, leaving them vulnerable to short-term contracts, low wages, and sudden termination with limited recourse.
AGL Kenya Limited, formerly Bolloré Transport & Logistics, rebranded in 2023 following acquisition by the MSC Group, is a major multimodal logistics operator in East Africa.
With over 1,500 employees across 14 sites in Kenya and operations in Mombasa, Nairobi, and Kisumu, AGL provides integrated port, maritime, and warehousing solutions, offering freight forwarding, customs clearance, and cargo handling for sectors ranging from coffee exports to automotive and general cargo.
The company manages logistics hubs, including a five-acre property in Mombasa, and operates joint ventures, such as with Yusen Logistics, to strengthen supply chains across the region.
While AGL presents itself as a professional, large-scale logistics operator capable of end-to-end solutions, the experiences reported by workers suggest that the human resources framework, particularly for outsourced staff, does not reflect the company’s public image or ensure accountability and welfare for all workers.
Platinum Outsourcing & Logistics (EA) Ltd, headquartered in Nairobi’s Kilimani Estate, is a privately held company established in 2010 that specializes in HR outsourcing, logistics, transportation, and warehousing services.
Operating in over 21 counties with a workforce between 1,000 and 5,000 employees, Platinum serves a wide range of clients, including B.A.T. Kenya and Del Monte, providing tailored staffing solutions, payroll administration, factory support, and pre-employment screening.
Workers under Platinum contracts claim that although they are deployed to perform critical duties for AGL and its clients, their legal employment remains with Platinum, which controls pay, contracts, and welfare provisions.
Employees argue that this structure, while designed to optimize operations and reduce costs, has created an opaque environment where accountability is limited and workers’ rights are undermined.
Salary Concerns and Welfare Disparity
Staff members describe short-term contracts that can be as brief as two months, leaving them with minimal job security while performing the same duties as formally employed AGL staff.
Delays in salary payments are common, and workers report spending more on transport than they earn in a day, a burden that affects both morale and productivity.
Beyond pay, the quality of meals and welfare provision is also problematic.
Contracted staff report receiving poorly prepared meals from outsourced canteens, which contrasts sharply with the better-quality food provided to internal staff.
Reports include hard or undercooked ugali, yellowed vegetables, and kidney meat of questionable origin, with some employees developing stomach ailments requiring medical attention.
Workers argue that if operational safety and standards are enforced rigorously to meet corporate targets, similar care should be applied to their well-being, as nutrition and welfare directly affect energy, productivity, and overall health.
The lack of transparency in contracts has had operational consequences for companies involved.
Workers point out that the loss of the CFAO Mobility contract has been linked to the failure to provide clear information on who is legally employed versus who appears on the ground as AGL staff.
Staff report that while documents verifying qualifications are shared with contract owners, the actual employment agreements signed by workers remain undisclosed, preventing proper oversight.
Workers further indicate that audio records and payment sheets exist that show how salaries are instructed, processed, and sometimes delayed or adjusted at different points along the chain, from principal companies to AGL, then to Platinum, and finally to staff.
This evidence provides concrete insight into the layered payment system and operational opacity, confirming complaints of delayed pay and strengthening the case for transparency and verification.
This creates a disconnect between performance and accountability, where external stakeholders assume staff are directly employed by AGL, but legally, the obligations, protections, and liabilities remain with Platinum.
Such a structure, workers say, not only undermines trust between contractors and clients but also exposes companies to operational risk and reputational harm.
Employees further suggest that some senior staff within the parent companies may be aware of or even benefit from these outsourcing arrangements.
Performance Risk
Workers describe a system in which Platinum’s role is deliberately obscured, leaving employees unable to challenge unfair treatment for fear of contract termination or non-renewal.
Staff report that this “hide-and-seek” structure allows the outsourcing firm to operate with minimal accountability while workers continue to meet operational goals under difficult conditions.
The combination of misrepresentation, low pay, delayed compensation, and welfare neglect creates an environment where workers’ efforts are not matched by recognition or protection, deepening frustration and dissatisfaction.
Urgent Appeal
Workers are calling on AGL Kenya Limited and its contracting partners to engage directly with operational staff, verify employment contracts on the ground, and ensure that welfare provisions and compensation align with the responsibilities of the roles being performed.
They argue that such oversight would not only safeguard employee rights but also protect corporate reputation and operational efficiency while closing the gap between public representation and legal employment.
In addition to urging corporate action, employees are calling on the Ministry of Labour to intervene.
The workers have also suggested that regulatory agencies such as the Directorate of Occupational Safety and Health Services (DOSHS) and the National Employment Authority (NEA) be involved to assess welfare standards, workplace safety, and contractual transparency.
By bringing these authorities into the process, employees hope to prevent future exploitation, hold outsourcing firms accountable, and provide a clear pathway for complaints and redress.
Staff have also raised urgent questions about equity in welfare provisions, citing that some personnel enjoy meal options such as chicken or meat with flexibility in choice, while other staff under the same AGL-branded uniform receive repetitive, basic meals like ugali and sukuma wiki daily.
This disparity has generated tension and frustration among staff, undermining morale and dignity.
Employees are urging principal contracting companies to conduct independent verification of employment agreements, audit payment chains, and review welfare parity among all staff performing similar duties, stressing the need for full disclosure of subcontracting structures and insisting that ethical labour standards are upheld across all operational levels.
Below is the statement submitted to this news outlet by affected workers under a request for anonymity.
Loading...
Reload document
Open in new tab 
