As economic pressures continue to affect public sector workers across Nigeria, Cross River State made headlines in 2025 for being among the states that committed to improving civil servant welfare through wage reforms. The announcement and subsequent implementation of the ₦70,000 minimum wage for civil servants was a bold response to the national economic realities—especially following the federal government's revised wage policy aimed at alleviating hardship among public workers.
In this blog post, we examine the key developments surrounding the new minimum wage in Cross River State, including its timeline, structure, beneficiaries, challenges faced during its rollout, and the broader socio-economic implications. This detailed look offers civil servants and stakeholders a clear understanding of what the new policy means for them and the future of public sector employment in the state.
Background: National Push for Wage Reform
The move toward a ₦70,000 minimum wage did not happen in a vacuum. Following months of negotiations between the federal government and labor unions, President Bola Tinubu in mid-2024 approved a new national minimum wage to replace the outdated ₦30,000. The new rate was seen as necessary due to rising inflation, removal of fuel subsidies, and deteriorating living conditions among Nigerian workers.
Although the federal government led the charge, implementation across Nigeria depended heavily on the fiscal strength and political will of individual states. Cross River State, despite its financial challenges, became one of the states that aligned early with the national wage increase plan.
Early Steps: ₦40,000 Announcement on Workers’ Day
Before the full ₦70,000 minimum wage was adopted, Cross River State Governor Bassey Otu took an initial step in May 2024 by announcing an interim increase in the state's minimum wage from ₦30,000 to ₦40,000. The announcement, made during the May Day celebrations, was well received and viewed as a commitment to improving worker welfare.
This ₦40,000 figure, though modest in comparison to what would come later, served as a bridge between the old and new structures. It provided temporary relief to workers while the state assessed its fiscal capacity and consulted relevant stakeholders on implementing the ₦70,000 minimum wage fully.
Approval of ₦70,000 Minimum Wage
By the final quarter of 2024, following extensive negotiations and mounting pressure from labor unions, the Cross River State government officially approved the ₦70,000 minimum wage for civil servants. Governor Otu’s administration announced that the new wage would take effect from December 1, 2024.
This decision made Cross River one of the earliest subnational governments in Nigeria to officially ratify and begin implementing the full ₦70,000 minimum wage. The approval also included consequential adjustments across all levels of the public workforce to ensure a fair and consistent wage distribution structure.
Implementation Framework
To ensure a smooth transition to the new wage structure, the state government established a Joint Public Service Negotiating and Implementation Committee. The committee included representatives from the state government, labor unions (NLC and TUC), and public service management. Their task was to develop an implementation plan, finalize salary structures, and oversee timely execution.
The committee began its meetings in November 2024 and fast-tracked the process to meet the December 1, 2024, deadline. The state adopted the Consolidated Public Service Salary Structure (CONPSS), which outlines salary progression for civil servants from Grade Level 01 to Grade Level 17.
Salary Structure by Grade Level
The newly adopted salary structure significantly increased take-home pay across all categories of civil servants. Here's a general overview of the monthly earnings for each grade level under the 2025 structure:
Junior Staff (GL 01–06):
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GL 01: ₦70,000 – ₦85,000
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GL 02: ₦75,000 – ₦90,000
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GL 03: ₦80,000 – ₦95,000
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GL 04: ₦85,000 – ₦100,000
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GL 05: ₦90,000 – ₦110,000
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GL 06: ₦95,000 – ₦120,000
Mid-Level Staff (GL 07–12):
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GL 07: ₦120,000 – ₦135,000
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GL 08: ₦135,000 – ₦150,000
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GL 09: ₦150,000 – ₦170,000
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GL 10: ₦170,000 – ₦190,000
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GL 11: ₦190,000 – ₦210,000
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GL 12: ₦210,000 – ₦240,000
Senior Staff (GL 13–17):
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GL 13: ₦240,000 – ₦280,000
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GL 14: ₦280,000 – ₦320,000
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GL 15: ₦320,000 – ₦370,000
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GL 16: ₦370,000 – ₦430,000
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GL 17: ₦430,000 – ₦500,000
These figures represent gross monthly salaries, and they may vary slightly based on department-specific allowances and responsibilities.
Additional Allowances and Entitlements
In addition to the base salary, civil servants in Cross River State receive various allowances that contribute to their overall earnings:
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Housing Allowance: Covers a portion of rent or accommodation costs.
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Transport Allowance: Helps with commuting expenses.
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Medical Allowance: Supports basic healthcare needs.
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Leave Allowance: Granted annually when civil servants take their official leave.
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Educational Support: Encourages further training and development.
The total compensation package helps ensure that workers can maintain a decent standard of living and support their families amidst the rising cost of goods and services.
Industrial Action and Union Pressure
While the eventual implementation of the ₦70,000 wage was a success, the road to that point was far from smooth. In November 2024, both the Nigeria Labour Congress (NLC) and Trade Union Congress (TUC) in the state declared a warning strike. The protest was aimed at speeding up government action on the wage increase.
Civil servants had grown increasingly frustrated by delays, and union leaders issued ultimatums to the state government. This pressure undoubtedly contributed to the swift approval and commencement of the new wage policy by December.
Labor unions in Cross River have since maintained a close watch on the state's payroll implementation and have committed to defending the rights of workers in tertiary institutions and other sectors that may not yet be fully included.
Economic and Social Impact
Implementing the ₦70,000 minimum wage has had a noticeable impact on the Cross River economy. Increased spending power among civil servants has stimulated local businesses, particularly in urban areas such as Calabar and Ikom. Traders, artisans, and service providers have reported improved patronage since the wage hike.
For the state government, however, the higher wage bill has necessitated stricter financial discipline. Officials have hinted at plans to boost Internally Generated Revenue (IGR) and optimize spending to sustain the new salary structure without compromising other developmental projects.
Still, the state appears committed to maintaining the new wage, seeing it as a long-term investment in worker motivation, productivity, and economic stability.
Conclusion
The introduction of a ₦70,000 minimum wage in Cross River State in 2025 stands as a landmark decision in public sector governance. Governor Bassey Otu’s administration has demonstrated a commitment to worker welfare that few states have matched so far. Despite initial delays and labor unrest, the final implementation has brought relief to thousands of families across the state.
With a structured implementation plan, proper salary categorization, and provision of essential allowances, Cross River has set a new standard in labor relations and civil service reform. The challenge now lies in ensuring long-term sustainability, expanding the coverage to all state employees—including tertiary institution workers—and enhancing the capacity of the state’s economy to support such progressive policies.
For civil servants in Cross River State, 2025 is not just a year of higher pay—it is a year of renewed hope and dignity in public service.
