A complaint filed with Nyakundi Report has put Brisk Marketing Limited under scrutiny over claims of delayed and unpaid money owed to former workers who took part in marketing and brand activation assignments.
The complainant says some workers only realise how difficult it can be to receive their payments after leaving the company. According to the complaint, workers are assigned jobs, complete their duties and are then left waiting for payment beyond the agreed date.
The complaint stated:
Hi Nyakundi hope uko poa kindly flag out this agency called Brisk Marketing, unafanya kazi Wanakata kulipa watu and umetoka Kwa Hao ukijua unajua later siku ya payment hawalipi. Kwanza huyo CEO Sammy anatesa madem sana, ukimkataa unafutwa the following day. So many people are suffering because of this company. They work with big brands but mshahara kupata hupati ata uhare kwa ofisi.
The concerns mainly affect employees and temporary activation workers who rely on payments after completing short-term marketing campaigns. For workers hired for specific assignments, delays can leave them waiting for money they say they had already earned through field work and other duties.
Brisk Marketing describes itself as a Nairobi-based marketing agency offering event management, brand activations, creative services, digital marketing, branding and research strategy.
Its website lists brands such as Airtel, Multichoice, Shell, Kenchic, Samsung, Safaricom, Coca-Cola and Diageo among clients or past projects.
The complaint also names Samuel Gatura, who is publicly identified as the founder and CEO of Brisk Marketing Limited.Concerns over payments involving the agency’s activation workers have also surfaced publicly in the past.
In 2022, Nyakundi Report published a complaint from activation agents who said they had initially been promised KSh1,200 per day while working on a lending app campaign.
The workers claimed the payment arrangement was later changed to a recruitment-based model when payroll was being processed.
The complaint at the time raised questions about how temporary workers were being paid after completing their assignments.
Under Kenya’s Employment Act, employees are entitled to wages due under their employment arrangements. Employment particulars are also expected to state remuneration and the intervals at which payment should be made.
Where a dispute arises over unpaid wages, labour officers have powers to examine employment records and require employers to provide relevant documents.
The latest complaint therefore raises a question about payment of workers after marketing assignments have been completed. If money was earned under an agreed arrangement, the end of an assignment or employment does not, by itself, remove the obligation to settle what is owed.
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