With rising inflation, an unstable naira, and economic hardship across the country, Nigerian workers have long advocated for fairer wages. Among the states taking proactive steps toward improving the welfare of their workers is Bauchi State. In 2025, the Bauchi State Government took a bold step by increasing the minimum wage for civil servants to match the changing economic realities.
This comprehensive blog post explores the 2025 minimum wage for Bauchi State civil servants. We cover the official wage figures, changes across grade levels, added allowances, and the broader economic and social implications of this policy shift.
Historical Context and the Drive for a Living Wage
Before the 2025 review, Bauchi State, like most Nigerian states, operated under the old national minimum wage of ₦30,000. This wage, set in 2019, had become increasingly insufficient. Inflation, fuel subsidy removal, increased utility costs, and high food prices made it difficult for workers to live comfortably on that salary.
Civil servants and organized labor repeatedly pushed for change. Their demand was simple — pay us what we’re worth and what allows us to live with dignity. These persistent calls eventually culminated in a groundbreaking policy change in late 2024, leading to full implementation by 2025.
Introduction of ₦70,000 Minimum Wage
In November 2024, Bauchi State Governor, Senator Bala Mohammed, officially approved a ₦70,000 minimum wage for all civil servants in the state. This figure, more than double the previous ₦30,000 benchmark, was set to align state salaries with rising living costs.
The new minimum wage was implemented in January 2025 and has since been fully adopted across various ministries, departments, and agencies (MDAs) in the state.
Strategic Budget Allocation for Sustainability
To sustain the new wage structure, Bauchi State made key adjustments to its financial planning. In the 2025 fiscal year, the government proposed a ₦500 billion budget, with a sizable portion allocated to recurrent expenditure. Salaries, pensions, and social welfare programs took a prominent position.
This adjustment was essential not only to fund the new wage policy but also to ensure timely payments and long-term viability. The state’s internally generated revenue (IGR), federal allocations, and financial prudence became crucial components in keeping this system afloat.
Full Salary Structure by Grade Level
The ₦70,000 minimum wage did not apply uniformly across all civil servants. Instead, the new salary scale was implemented according to grade levels. Below is the updated salary breakdown for Bauchi State civil servants in 2025:
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Grade Level 01: ₦70,000 – ₦80,000
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Grade Level 02: ₦75,000 – ₦85,000
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Grade Level 03: ₦80,000 – ₦90,000
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Grade Level 04: ₦85,000 – ₦95,000
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Grade Level 05: ₦90,000 – ₦100,000
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Grade Level 06: ₦95,000 – ₦110,000
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Grade Level 07: ₦110,000 – ₦125,000
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Grade Level 08: ₦125,000 – ₦140,000
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Grade Level 09: ₦140,000 – ₦160,000
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Grade Level 10: ₦160,000 – ₦180,000
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Grade Level 11: ₦180,000 – ₦200,000
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Grade Level 12: ₦200,000 – ₦230,000
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Grade Level 13: ₦230,000 – ₦270,000
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Grade Level 14: ₦270,000 – ₦320,000
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Grade Level 15: ₦320,000 – ₦370,000
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Grade Level 16: ₦370,000 – ₦430,000
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Grade Level 17: ₦430,000 – ₦500,000
This comprehensive wage structure was designed to ensure that the benefits of the new policy extended beyond entry-level positions. It also helped maintain a logical progression in earnings across seniority levels.
Additional Allowances and Benefits for Civil Servants
In addition to the base salaries, civil servants in Bauchi State benefit from a range of allowances and welfare packages. These are intended to complement their monthly earnings and provide a holistic improvement in their quality of life. These include:
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Housing Allowance: Assistance for accommodation and rent, particularly in urban areas.
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Transport Allowance: To ease the burden of commuting in both rural and urban districts.
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Medical Allowance: Subsidized healthcare to reduce out-of-pocket medical expenses.
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Leave Allowance: An annual payment to support civil servants during their annual vacation.
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Furniture Allowance: Typically for senior officers, to help furnish official residences.
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Hazard Allowance: For staff in high-risk roles such as healthcare, environmental services, and security.
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Pension and Gratuity: Covered under a contributory pension scheme designed for sustainability and timely payment.
Contributory Pension Scheme
A notable policy introduced alongside the new wage was the Contributory Pension Scheme. This scheme requires both the government and civil servants to contribute a defined percentage of monthly earnings into a pension fund.
By moving away from the old pay-as-you-go pension model, Bauchi State ensures that workers receive their retirement benefits in a more transparent, accountable, and timely fashion. This change was well-received by public sector unions, as many retirees had previously faced long delays before receiving their pensions.
Social and Economic Impact
1. Improved Worker Morale
A direct benefit of the ₦70,000 minimum wage has been improved morale among government employees. Workers now report increased satisfaction, punctuality, and productivity. A well-compensated workforce translates to better service delivery in education, health, agriculture, and administration.
2. Stimulated Local Economy
With more disposable income, civil servants have become stronger participants in the local economy. Increased spending on food, housing, transport, and other services has stimulated small and medium-sized enterprises (SMEs) across the state.
3. Reduced Poverty and Social Inequality
Higher wages contribute to reducing poverty levels, especially among junior staff and their families. Many public workers who previously struggled to meet basic needs now have access to better education, nutrition, and healthcare for their children.
Challenges and the Road Ahead
While the ₦70,000 minimum wage marks progress, it comes with challenges. First, the increased wage bill places a long-term financial burden on the state. Without strategic financial planning and economic diversification, the state may face difficulties sustaining this structure.
Secondly, it is important to ensure that the wage hike doesn’t lead to inflation. As public sector salaries rise, there may be increased demand for goods and services, pushing prices up if supply remains unchanged.
Also, the issue of salary arrears must be consistently monitored. Delayed salaries, which have plagued many Nigerian states in the past, must not resurface under the new wage regime.
Conclusion
Bauchi State’s adoption of a ₦70,000 minimum wage for civil servants in 2025 is both historic and commendable. It reflects a government willing to listen to its workers and respond meaningfully to their needs. By restructuring the civil service salary framework and introducing complementary benefits like pensions and allowances, Bauchi State has positioned itself as a model for labor reforms in Nigeria.
Going forward, the state must maintain this momentum through careful financial management, continued dialogue with labor unions, and strong policy implementation. If properly sustained, this wage reform will not only uplift the lives of civil servants but also contribute significantly to economic growth and public service efficiency in Bauchi State.
