Kenya Airways is facing renewed scrutiny after an internal audit cast doubt on the fairness and integrity of staff dismissals linked to its controversial Buddy Pass programme, raising questions about whether the sackings were justified or predetermined.
The audit findings, contained in Staff Notice No. 038/2025 dated 5 November 2025, point to systemic failures within the airline’s internal processes and governance structures. The revelations challenge the narrative that employees alone were responsible for alleged abuse of the travel benefit scheme.
The Buddy Pass programme, introduced in 2023, was designed as a staff incentive, allowing employees to extend discounted or complimentary travel privileges to family and friends. It was rolled out across the airline as a morale boosting initiative.
However, in 2024, Kenya Airways dismissed several employees, citing violations of the programme’s rules. At the time, the airline framed the terminations as necessary disciplinary action following what it described as widespread misuse.
New details emerging from the audit suggest a more complex picture.
Audit exposes systemic failures and fairness concerns
The internal audit identified significant institutional weaknesses, including flawed payment systems, weak internal controls and inadequate policy communication. These issues, the report indicates, were rooted in organizational structures rather than individual misconduct.
The findings reveal that some staff may have unknowingly participated in irregular transactions due to unclear procedures and lack of guidance. In certain cases, the audit notes, buddy slots were manipulated without employees’ knowledge, while payments were processed through unregulated or poorly defined channels.
Such revelations undermine earlier claims that the violations were deliberate and solely attributable to individual employees.
Despite acknowledging these systemic lapses, the audit does not indicate any corresponding disciplinary action against those responsible for designing or overseeing the programme. Instead, accountability appears to have been concentrated on a group of dismissed staff.
This imbalance has raised concerns about whether the disciplinary process fairly reflected the underlying causes of the irregularities.
One of the most contentious aspects of the audit is its timing. Staff dismissals were carried out in 2024, yet the comprehensive audit report that identifies key system failures was completed in November 2025.
This sequence has fueled concerns that decisions to terminate employees may have been made before a full investigation was conducted.
Critics argue that the timeline creates the impression that the audit was used to justify actions that had already been taken, rather than to inform a fair and objective disciplinary process.
If accurate, such a sequence would raise serious questions about procedural fairness and due process within the airline.
The audit itself acknowledges gaps that could have significantly influenced earlier disciplinary decisions, including lack of policy clarity and inconsistent enforcement of rules.
These factors suggest that the context in which employees were accused and dismissed may not have been fully understood at the time.
The audit findings have also intensified scrutiny over what some observers describe as selective accountability.
While junior staff were dismissed, there is no indication that senior managers responsible for approvals, oversight and enforcement of the Buddy Pass programme faced similar consequences.
This disparity has led to accusations that lower level employees may have been disproportionately targeted, effectively bearing the consequences of broader institutional failures.
The credibility of the investigation has also come under question due to concerns raised by the Kenya Aviation Workers Union.
In a letter dated 7 August 2024, the union called for the resignation of the lead investigator, citing allegations of misconduct, lack of integrity and bias. The claims included accusations of unfair labour practices and behaviour that, according to the union, undermined confidence in the investigative process.
However, the demand for resignation was later dropped without a publicly communicated resolution, leaving questions about the independence and consistency of the process.
The absence of clear accountability or follow up action has further complicated perceptions of fairness and transparency.
The unfolding developments have shifted focus from individual wrongdoing to systemic accountability within Kenya Airways.
What initially appeared to be a case of employee misconduct is now being viewed as a broader governance issue involving weak controls, policy failures and inconsistent disciplinary practices.
The audit raises critical questions about whether the airline adequately addressed structural deficiencies before resorting to punitive measures.
It also highlights the need for clarity in policy communication and stronger oversight mechanisms to prevent similar issues in the future.
For Kenya Airways, the situation represents a pivotal moment.
The airline must decide whether to expand accountability beyond individual employees to include systemic and managerial responsibility, or risk continued scrutiny over its governance practices.
As pressure builds, the Buddy Pass saga may serve as a defining test of how the airline balances institutional responsibility with individual accountability.
