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The cost of a healthy plate of food in Kenya has risen by 75.79 percent over the past eight years, new data from a group of United Nations agencies shows, pushing nutritious meals further out of reach for over 43 million Kenyans even as the country’s food insecurity crisis persists.

The data shows that the cost of a healthy diet in Kenya climbed from $2.56 (about Sh114.68 at current purchasing power parity rates) per person per day in 2017 to $4.50 (about Sh201.6) in 2025. The IMF has set Kenya’s current purchasing power parity (PPP)-the rate primarily used to compare living standards and economic productivity across nations-at 44.8 against the international dollar.

The data is from a survey conducted by UN agencies including the Food and Agriculture Organisation (FAO), the International Fund for Agricultural Development, the United Nations Children’s Fund, the World Food Programme and the World Health Organization.

According to the FAO, a healthy diet is adequate, diverse, balanced, and moderate, ensuring that people receive the necessary nutrients while avoiding harmful excesses.

The cost estimates are based on what the FAO calls a ‘healthy diet basket’, which is a combination of the cheapest locally available foods across six food groups: starchy staples, animal-source foods, legumes, nuts and seeds, oils and fats, fruits, and vegetables, standardised to provide 2,330 kilocalories per day. It is designed as a cost floor, not a record of what people actually eat, and does not capture the cost of preparing food or how it is shared within a household.

In 2017, a healthy diet in Kenya was cheaper than the Eastern African sub-regional average ($2.56 versus $2.84). By 2025, the two had nearly closed the gap, with Kenya at $ 4.50 and Eastern Africa as a whole at $4.34. Kenya’s 2025 cost also sits close to the average for lower-middle-income countries globally, $4.36, the income group that Kenya belongs to.

Rising diet costs across Africa are attributed to climate shocks affecting harvests, elevated fuel and transport costs, reliance on food imports, post-harvest losses, and volatility in global markets-particularly for nutrient-dense foods such as fruits, vegetables, legumes, and lean proteins, which make up the most expensive part of a healthy diet. In the region, animal-source foods, fruits and vegetables together account for close to 70 per cent of the total cost of a healthy diet, despite contributing less than half of its calories.

‘Inflation continued to raise food prices in 2025…The percentage of people who cannot afford a healthy diet (PUA) remains highest in Africa, where it is estimated to have reached 66.6 percent in 2025, more than double the levels currently estimated for Asia (28.9 percent) and Latin America and the Caribbean (25.7 percent),’ reads the report.

That 75.8 percent increase outpaced the global average, which rose from $2.94 to $4.28 over the same period, and pushed Kenya’s diet cost above the world average for the first time in the series, even though the country remains a lower-middle-income economy with far lower average incomes than many high-income countries with cheaper healthy diets.

Meanwhile, 76.3 percent of Kenyans, or about 43.9 million people, could not afford a healthy diet in 2025, up from 69.8 percent (34.3 million people) in 2017. The situation worsened in 2021, when 78.0 percent of the population was priced out of a healthy diet, at the height of pandemic-era disruption and the food and fuel price shocks that followed.

That means Kenya added roughly 9.6 million people to the ranks of those unable to afford proper nutrition in eight years.

‘When healthy food becomes unaffordable, households typically shift toward cheaper, calorie-dense but nutrient-poor foods, a pattern linked to childhood stunting and a rising burden of diet-related non-communicable diseases such as diabetes and hypertension,’ said the report.

Kenya’s food unaffordability rate is now higher than both the Sub-Saharan Africa average (73.5 percent) and the Africa-wide average (66.6 percent), and more than double the global average of 32.7 percent. It is also marginally higher than the Eastern Africa subregional average of 76.5 percent, a group that includes Ethiopia, Uganda, Tanzania, Rwanda and Somalia, among others.

Money sent home by Kenyans living and working abroad recorded its steepest first-half decline since the aftermath of the 2008 global financial crisis, reflecting the impact of geopolitical tensions in the Middle East, a new US tax on outbound money transfers and tighter labour policies in Saudi Arabia.

Central Bank of Kenya (CBK) data shows diaspora remittances fell 3.03 percent to $2.442 billion (Sh315.75 billion) in the six months to June, down from $2.518 billion (Sh325.58 billion) during the same period last year. The decline wiped out $76.4 million (about Sh10 billion) in foreign exchange inflows.

It marks the sharpest January-to-June contraction since 2009, when the global financial crisis triggered widespread job losses in advanced economies and caused remittances to Kenya to fall by 11.4 percent.

The weakness emerged after a relatively strong start to the year, suggesting external shocks intensified in the second quarter as the conflict involving Israel and Iran disrupted economic activity across the Middle East.

Remittances rose 3.4 percent to $1.274 billion (Sh164.73 billion) in the first quarter, supported by stronger inflows in February and March.

However, the gains were erased between April and June, when inflows dropped 9.2 percent to $1.168 billion (Sh151.02 billion), representing a loss of $118.2 million (Sh15.28 billion).

Monthly data shows the slowdown gathered pace throughout the quarter, with remittances declining 5.9 percent in April, 10.4 percent in May and 11.2 percent in June, making June the weakest month of the year.

The deterioration coincided with heightened tensions in the Middle East, where thousands of Kenyans work, particularly in Gulf states.

The conflict disrupted supply chains, increased transport costs and fuelled inflation in major economies, weakening disposable incomes among migrant workers.

“The conflict in the Middle East has disrupted global supply chains and led to a sharp increase in prices and transportation costs, resulting in higher inflation and moderated global growth,” the CBK’s Monetary Policy Committee said after retaining the benchmark lending rate at 8.75 percent in June.

CBK Governor Kamau Thugge had earlier warned that the conflict would directly reduce remittances from Gulf countries, which account for about 10 percent of Kenya’s diaspora inflows, while indirectly slowing remittances from larger markets such as the United States because of weaker economic growth.

The World Bank also warned in June that up to $40 million (Sh5.2 billion) in monthly remittances to Kenya was at risk because of the conflict.

The slowdown also coincided with the introduction of a one percent US excise tax on outbound money transfers, which took effect on January 1 and increased the cost of sending money home. Analysts have warned that the levy could encourage migrants to reduce formal remittances or shift to alternative channels such as cryptocurrencies.

Although the CBK is yet to release country-by-country data for May and June, its latest figures show remittances from the United States-the source of more than half of Kenya’s diaspora inflows-fell 8.4 percent to $813.6 million (Sh105.12 billion) in the first four months of the year from $888.4 million (Sh114.87 billion) a year earlier.

The $74.8 million (Sh9.67 billion) decline from the US alone was almost equal to Kenya’s entire first-half reduction, underlining America’s central role in the slowdown. The US share of Kenya’s remittances also dropped to 48.7 percent from 53.7 percent a year earlier, marking the first time in recent years that less than half of recorded remittances originated from the US.

Before the tax took effect, Kenya Diaspora Alliance global chairman Shem Ochuodho warned that higher transfer costs could encourage migrants to seek cheaper alternatives.

Saudi Arabia, another major remittance source, also recorded a sharp decline. Inflows from the kingdom dropped 24.8 percent to $88.7 million (Sh11.47 billion) in the first four months from $117.9 million (Sh15.24 billion) a year earlier following labour market reforms aimed at increasing employment of Saudi nationals and slowing economic activity.

Despite the weakness in North America, which saw remittances fall 11.6 percent to $1.278 billion (Sh165.2 billion), stronger inflows from other regions cushioned the overall decline.

Remittances from Europe increased 14.3 percent to $514.3 million (Sh66.5 billion), while transfers from the rest of the world rose 4.4 percent to $649.5 million (Sh83.98 billion). Together, the gains partly offset the sharp slowdown from Kenya’s traditionally largest remittance markets.

A transport company seeking Sh1.5 billion in damages from Absa Bank Kenya over an alleged data breach has told the court it has engaged an independent auditor to quantify the financial losses it claims to have suffered following the alleged unlawful disclosure of its confidential banking records to a third party.

New Mega Africa, which is suing the bank over the alleged breach, sought more time to present the auditor’s expert report, telling the court that the auditor is currently undertaking field assignments outside the country.

At the same time, one of the bank’s intended witness has withdrawn from the case, citing personal reasons. In a letter copied to the parties and the court, Ms Sophie Omondi said the proceedings had taken a toll on her personal life and that she wished to move on.

“For the foregoing reasons, I wish to withdraw as a witness in the case,” she said.

She indicated that the decision also applied to a related case involving the same parties pending before a Nairobi court.

The developments came as former Absa Bank Coast Region Sector Head for Business Banking Mr Evans Murumba testified that New Mega Africa’s confidential financial information was disclosed to third parties in breach of customer confidentiality, evidence the company says supports its claim that the alleged data breach caused it substantial financial losses.

Mr Murumba told the court that New Mega Africa had been a strong performing customer whose credit facilities were progressively increased after the bank established that the business was financially sound.

According to him, the company’s fortunes changed during the Covid-19 pandemic after its key client, Tororo Cement, extended its payment period, straining the transporter’s cash flow and forcing it to seek an extension of its temporary overdraft before later applying for a restructuring of its credit facilities.

“I do confirm that the bank gave the company a temporary overdraft line as it looked for a suitable supplier who will not only take the guarantee on the new terms but also give it an extra limit of Sh5 million to cushion it in the short run,” said Mr Murumba.

He said that despite recommending the restructuring request and assuring the company that approval would be secured within seven days, the process stalled following the transfer of the client’s relationship from one manager to another.

Mr Murumba testified that the delays coincided with what he described as an unlawful disclosure of the company’s confidential financial information by then relationship manager, Mr Wycliffe Makori, to a third party.

He said that after a meeting at the company’s offices attended by himself, Mr Wycliffe Makori and the then incoming relationship manager, Ms Omondi, the bank assured the company that its restructuring request would be processed urgently.

However, about an hour after the meeting, the company’s director, Mr David Abai, telephoned him to report that he had received a call from Mr Jared Makori, then the Kenya National Highways Authority regional manager.

According to Mr Murumba, Mr Jared Makori informed him (Mr Abai) that Mr Wycliffe Makori had disclosed that New Mega Africa was facing financial difficulties, that the bank was considering recalling its credit facilities and auctioning its securities, and warned him against entering into any financial dealings with the company.

“The purpose of the call was to warn him against any potential financial dealings with the company. Mr Wycliffe Makori further advised Mr Jared Makori to inform all other friends or businesses who would potentially enter into any financial dealings with the plaintiff to exercise extreme caution,” Mr Murumba said.

He testified that he considered the disclosure a blatant breach of customer confidentiality, duty of care and data protection laws.

He added that when he summoned Mr Wycliffe Makori to explain himself, the relationship manager admitted making the call.

“The actions by Mr Wycliffe Makori were, in my view, not in good faith and amounted to utter misconduct. When reviewed alongside his reluctance to hand over the client relationship to Ms Omondi, I found it deeply disturbing because it amounted to a blatant breach of client confidentiality, duty of care and data protection laws, mainly intended to cause panic and reputational damage to the client among its business associates,” Mr Murumba said in his witness statement adopted as evidence.

Absa Bank has denied the allegations.

Although he escalated the matter for investigations and disciplinary action, Murumba said he was later informed that the bank had concluded there was no material risk arising from the disclosure and recommended no further action.

“I was also cautioned that admitting such an allegation to the company director or even taking disciplinary action would be tantamount to the bank admitting liability,” he testified.

Murumba further told the court that opposition to the company’s restructuring request later intensified after concerns were raised internally over its ownership structure, despite his disagreement with those concerns.

He said the prolonged delays left the company unable to obtain additional financing while all its assets remained charged to the bank, eventually crippling its operations.

“I watched the company’s business crumble due to its inability to execute the existing contracts. The most significant one was the repossession of the eleven brand new trucks that had been leased to it by Mombasa Cement,” he said.

Murumba added that after issuing Wycliffe with a verbal warning and raising concerns over the bank’s handling of the matter, he began experiencing resistance in pursuing the company’s restructuring request.

“As a longstanding banker, I am aware that all banks, including Absa, train their staff on the legal implications of failing to protect client information, including obligations relating to data protection, duty of care and customer confidentiality,” he said.

Mr Jared also testified, confirming that Wycliffe had called him and discussed New Mega Africa’s financial position.

“The conversation happened. I can confirm,” he said.

However, when questioned by the bank’s lawyer, he said he had no recording of the conversation.

He also denied having any business interest in the company, saying he only knew its director, Mr Abai.

In the suit, New Mega Africa, which transports clinker from Kenya to Tororo, Uganda, for cement manufacture and processing, accuses Absa Bank of financial sabotage by disclosing its confidential financial information to third parties without its consent.

The company alleges the bank breached its duty of confidentiality by printing and sharing its financial statements without authority, exposing sensitive information to strangers.

It further claims that the bank’s failure to approve its loan restructuring request promptly, coupled with prolonged delays in responding to repeated requests, crippled its operations.

According to the company, the leaked financial information scared away potential financiers, who declined to extend credit after concluding that it was financially distressed and incapable of servicing additional loans.

Absa Bank has denied the allegations, maintaining that neither it nor its employees disclosed the company’s financial information or warned third parties about its financial position.

The bank argues that the data breach claims are baseless and without merit, adding that internal investigations found no evidence of wrongdoing by the bank or any of its staff.

For many young workers, disappearing from a job without notice can seem like the quickest way to move on. But some are discovering that a bad exit can come with an unexpected price tag.

Kenyan courts have ordered employees to repay notice pay, training costs and, in some cases, millions of shillings for breaching their contracts.

Here’s what the law says about leaving a job.

Can you legally quit your job by SMS, WhatsApp or email?

‘Yes, an employee may validly resign through electronic means such as SMS, WhatsApp or e-mail, provided that the communication clearly conveys an unequivocal intention to terminate the employment relationship,’ says Mary Audi, a lawyer.

‘The Employment Act of 2007 does not prescribe a specific format for resigning. What matters is that the message is clear, goes directly to the employer, and leaves no doubt that the worker wants to leave. Kenyan courts have accepted digital messages as valid notice when those conditions are met.’

What if you simply stop showing up for work without saying a word? Does that count as resigning?

The law treats this as gross misconduct under Section 44 of the Employment Act. The employer can dismiss that worker without notice. Even so, Ms Audi says employers cannot just move on without following due process.

‘Courts have held that even where an employee has absconded duty, the employer must demonstrate efforts made to get the employee to resume duty and at the very minimum must issue a notice to the employee that termination on the ground of desertion is being considered,’ she explains.

A worker who leaves without proper notice can lose his or her salary. If the contract requires one month’s notice and the worker walks out the next day, the employer can recover that month’s salary from the worker’s final pay.

‘Under Section 36 of the Employment Act 2007, where an employee resigns without serving the required notice period, the employer is entitled to recover salary in lieu of notice, either as a direct claim or by way of deduction from final dues,’ Ms Audi says.

How much can an employer deduct?

The amount must match only the unserved notice period. Wages for days already worked and any accrued leave must still be paid out in full. An employer cannot use a bad exit as a reason to hold back everything.

Can an employer legally force you to stay in a particular job?

Ms Audi says that this is not possible. ‘This is forced labour which is constitutionally prohibited in Kenya,’ she says. The employer’s only real leverage is financial. They can insist on notice being served or claim the money equivalent in court.

What if you resign without returning company property?

Ms Audi says an employer can file a criminal complaint or go to civil court to recover the value of missing items. Final pay can also be withheld up to the value of what has not been returned.

She warns about digital conversations. Many young workers assume their WhatsApp chats are private. They are not, at least not in court.

‘WhatsApp messages are admissible as electronic evidence under Section 106B of the Evidence Act, provided the statutory conditions on authenticity and integrity are met,’ Ms Audi says. Kenyan courts are using these messages more frequently to settle disputes over resignation, misconduct, and contract terms.

She cites Seven Seas Technology which sued Eric Chege in 2019.

‘In this case, the court found that the employee had breached the terms of his employment contract by resigning before completing the contractually stipulated notice period and before serving out the full duration of a training bond he had signed with the employer. The court held that an employee who resigns without honouring the notice obligation is liable to the employer for the equivalent salary for the unserved notice period, and that where an employee departs before the expiry of a training bond, they are liable to reimburse the employer for the proportionate cost of the training investment.’

What if you sign a job contract but never show up?

Fridah Muriithi, another lawyer says bad exits cost workers when employers decide to fight back. She has handled cases where workers signed contracts and never showed up, assuming that because they never worked a single day, there was nothing to hold them to. ‘Once an employment contract is executed, it creates binding legal obligations on both parties, even before commencement of actual service,’ Ms Muriithi explains.

Not showing up after signing can amount to what lawyers call anticipatory breach, meaning the contract is broken before work even begins. An employer who suffers real losses can sue.

Courts, however, require employers to show specific, proven losses such as recruitment costs or business disruption.

‘In practice, such claims are rarely pursued unless the employee occupies a specialised or senior role where non-performance causes demonstrable harm,’ she says. The principle is that employment law remedies are meant to compensate, not to punish.

Can you be jailed for breaking an employment contract?

Ms Muriithi says breaking a work contract is a civil matter, not a criminal one.

‘A civil matter and does not attract criminal sanctions,’ she says. An employee can only face criminal charges if they leave after stealing, committing fraud or misusing company property. The charges relate to those offences, not to the act of resigning.

When Seven Seas Technology sued Chege, the court ruled he pays the company salary equivalent to the notice period he did not serve and refund part of the money the employer had spent on his training.

Many employees are sent for employer-funded training, and the costs are often covered by tying them for a certain period of time.

Ms Muriithi says these agreements are legally enforceable, and courts will protect an employer’s investment if the training bond is properly drafted and signed.

One case that shows how costly it can be to break a training bond is Gold Crown Beverages (Kenya) versus Maina Ngugi.

When an employer can put real numbers on what the exit costs them, the bill that lands on the worker can be far bigger than expected.

The right way to leave a job, she says, is always the cheapest way.

Gold Crown Beverages Kenya sued Ngugi after he resigned, bypassing a three-month notice period written into his contract. He also failed to account for salary advances and travel money the company had given him during his employment.

The court ruled in favour of the employer, ordering the employee to pay Sh3.2 million.

Ms Muriithi cautions workers who thinks disappearing is the easiest way out.