Beyond Borders. Beyond Risk. Kenya’s Definitive EOR.
Founded in 2012, Two Max Group was built on a singular, contrarian premise: compliance is not an API integration. It is a rigorous legal discipline. We are the direct, legally registered Employer of Record protecting the world's most demanding enterprises in Kenya.
The illusion of the
global dashboard.
Over the past decade, the global Employer of Record (EOR) industry has been saturated by venture-backed platforms promising "one-click hiring in 150 countries." However, beneath their polished software interfaces lies a critical, hidden corporate vulnerability: they rarely own their local entities. They operate through invisible layers of third-party sub-contractors and local aggregators.
When an employment dispute or tax audit arises in Nairobi, a global platform’s support ticket routes to a call center on another continent. But the Employment and Labour Relations Court (ELRC) and the Kenya Revenue Authority (KRA) do not care about your global software provider's terms of service. They care about strict adherence to the Employment Act, Cap 226 and the Finance Act.
"When a multinational faces statutory liability in East Africa, a beautiful software dashboard is useless. You need elite legal and tax practitioners on the ground."
This is why Two Max Group operates differently. We do not claim to operate in 150 countries. We dominate one. We are a Kenyan-registered entity, certified by the Institute of Human Resource Management (IHRM), and registered as a fully compliant employer across all 47 counties.
When you partner with us, you contract directly with the legal employer of your Kenyan workforce. We hold the liability. We calculate the PAYE and statutory deductions. We navigate the intricate shifts in local tax legislation. We protect your corporate veil with uncompromising, hyper-local precision.
Comprehensive Kenya Market Entry
We provide end-to-end workforce architecture. From rapid EOR deployment to eventual subsidiary incorporation, our services scale with your Kenyan footprint.
Employer of Record (EOR)
Hire Kenyan talent instantly without establishing a local branch. We manage the employment contracts, Cap 226 compliance, and assume 100% of the employer liability.
Explore EOR ServicesGlobal Payroll & Tax
Flawless, multi-currency payroll administration. We execute KRA iTax P10 filings, NSSF Tier calculations, and SHIF remittances strictly ahead of the 9th-of-the-month deadlines.
Explore Payroll ServicesPEO & Co-Employment
Already have a registered Kenyan entity? Outsource the administrative, HR, and regulatory burdens to us while retaining day-to-day operational control over your staff.
Explore PEO ServicesImmigration & Work Permits
Seamless cross-border mobility. We secure Class G Work Permits, Special Passes, and Dependent Passes through the Directorate of Immigration Services for your expatriate leadership.
Explore Immigration ServicesCompany Registration
Transitioning from EOR to a permanent footprint? We handle the entire Business Registration Service (BRS) incorporation, PIN generation, and corporate secretarial duties.
Explore Setup ServicesHR Compliance Audits
Forensic reviews of your existing employment contracts, leave policies, and disciplinary procedures to identify and eliminate statutory gaps before they trigger ELRC litigation.
Explore HR AuditsEngineered for the 2026
Kenyan Regulatory Landscape
Operating legally in Kenya requires more than running a simple gross-to-net spreadsheet. Our in-house legal and payroll departments manage the entire matrix of statutory obligations to ensure absolute corporate insulation.
Flawless Statutory Remittance
The Kenyan tax environment is highly dynamic, and penalties for miscalculation accrue aggressively. We guarantee 100% accurate, on-time submissions for every statutory requirement.
- PAYE & KRA iTax: Exacting calculations of progressive income tax bands, automatically accounting for the statutory personal relief of KES 2,400 monthly.
- SHIF Integration: Full implementation of the 2.75% Social Health Insurance Fund (SHIF) uncapped gross deductions, perfectly aligned with the Social Health Authority guidelines.
- Affordable Housing Levy: Rigorous application of the mandatory 1.5% employee and 1.5% employer matched contributions as mandated by recent Finance Acts.
Cap 226 & ELRC Defense
Kenyan labor law is heavily weighted toward employee protection. Procedural missteps in disciplinary actions routinely result in maximum compensation awards (up to 12 months gross salary).
- Ironclad Contracts: We issue localized employment contracts that establish clear probation terms, specific notice periods, and robust intellectual property assignments.
- NSSF Act 2013 Compliance: Accurate stratification of Tier I and Tier II pension contributions based on up-to-date Upper Earnings Limits (UEL).
- Procedural Termination: Advisory and direct management of Section 41 disciplinary hearings to ensure substantive and procedural fairness, mitigating unfair dismissal claims.
14 years of uncompromised
market leadership
Since our inception, we have evolved alongside Kenya's rapidly advancing economic and regulatory frameworks, maintaining a perfect compliance record across all 47 counties.
Two Max Group is established in Nairobi, initially focusing on executive search and high-level HR advisory for multinational corporations entering East Africa. Our mandate was to bridge the knowledge gap regarding the stringent, newly implemented Employment Act of 2007.
Recognizing that foreign entities struggled with the administrative burden of local payroll, we launched our PEO services. We began co-employing staff, taking over KRA, NHIF, and NSSF remittances, achieving a 100% on-time filing record in our first year.
Anticipating the surge in distributed global teams, Two Max Group formally launched its dedicated EOR division. This allowed foreign tech companies, remote-first startups, and global NGOs to legally hire top-tier Kenyan talent without the cost, delay, or permanent establishment tax exposure of registering a local subsidiary.
Amidst sweeping legislative changes—including the implementation of the Affordable Housing Levy, the complex rollout of NSSF Act Tier structures, and the massive transition to the Social Health Authority (SHIF)—Two Max Group successfully insulated over 250 corporate clients from compliance shocks, updating our proprietary systems ahead of all government deadlines.
Today, Two Max Group stands as the undisputed local authority on employment compliance. While global platforms struggle with localization and local ticket resolution, we guarantee 48-hour deployment and zero statutory penalties, backed entirely by a team of elite, IHRM-certified legal and HR practitioners based in Nairobi.
Frequently Asked Questions
What is the difference between your Kenyan EOR and PEO models?
Under our Employer of Record (EOR) model, Two Max Group acts as the sole legal employer of your staff in Kenya. You do not need a registered local entity or subsidiary. We handle all Cap 226 employment contracts, payroll processing, and assume the statutory liability.
In our Professional Employer Organization (PEO) model, your organization already possesses a registered Kenyan entity. We act as a co-employer, taking over the entire HR administrative and payroll burden while you retain full legal employment status and operational control.
How do you handle payroll funding and currency exchange rates?
We eliminate foreign exchange friction for our clients. You can fund your Kenyan payroll in USD, GBP, or EUR directly to our corporate treasury accounts. We process the conversion to Kenyan Shillings (KES) utilizing highly transparent, mid-market spot rates provided by our Tier-1 banking partners.
This ensures your employees receive their exact contracted KES amount on time, in full compliance with the Central Bank of Kenya (CBK) regulations regarding local currency disbursements for resident employees.
What are the mandatory statutory leave entitlements in Kenya?
Kenyan employment law is highly specific regarding time off. Cap 226 mandates a minimum of 21 working days of annual leave (exclusive of gazetted public holidays) per 12 consecutive months of service.
Additionally, we manage compliance for Maternity Leave (90 calendar days, fully paid), Paternity Leave (14 calendar days, fully paid), and Sick Leave (7 days at full pay, followed by 7 days at half pay per annum). We track all accruals and liabilities in real-time on your behalf.
How do you manage probation periods and potential terminations?
Probation in Kenya can be established for up to 6 months. During this period, termination requires only a 7-day notice period (or pay in lieu of notice), making it a critical window for assessing talent.
Post-probation, Kenyan law heavily protects employees. Any termination must meet the strict criteria of "substantive justification" and "procedural fairness" (Section 41). Our in-house legal team directly manages these disciplinary hearings to absolutely eliminate the risk of unfair dismissal claims at the Employment and Labour Relations Court (ELRC).
How do you protect our Intellectual Property (IP) under Kenyan law?
We do not use generic, copy-paste templates. Every employment contract issued by Two Max Group includes robust, localized Intellectual Property (IP) assignment clauses and Non-Disclosure Agreements (NDAs) that are fully enforceable within the Kenyan legal jurisdiction.
Upon creation, any IP developed by the employee during their tenure immediately and legally transfers to your organization, completely bypassing Two Max Group. We ensure your corporate assets remain exclusively yours.
Are you compliant with the Kenya Data Protection Act (DPA)?
Yes. Two Max Group is a fully registered Data Controller and Data Processor with the Office of the Data Protection Commissioner (ODPC) in Kenya. We handle all employee KYC data, payroll information, and health records in strict adherence to the DPA (2019).
Our infrastructure includes localized server protocols where required, and we utilize GDPR-aligned Standard Contractual Clauses (SCCs) to ensure the legal, secure cross-border transfer of HR data back to your global headquarters.
Do you handle the recent SHIF and Housing Levy deductions?
Absolutely. Navigating Kenya's dynamic tax legislation is our core competency. We have fully integrated the transition from NHIF to the new Social Health Insurance Fund (SHIF), ensuring the mandatory 2.75% uncapped gross deduction is remitted correctly to the Social Health Authority.
Furthermore, our payroll infrastructure strictly complies with the Finance Act regarding the Affordable Housing Levy, managing both the 1.5% employee deduction and the corresponding 1.5% employer match.
Can we transition from your EOR to our own Kenyan entity later?
Yes, and we actively encourage this growth path. We specialize in complete lifecycle support. When your Kenyan footprint reaches a critical mass, our Corporate Secretarial team will manage your Business Registration Service (BRS) incorporation.
Once your entity is registered and compliant, we seamlessly port your workforce from our EOR framework directly into your new company, ensuring zero disruption to payroll or continuity of service for your employees.