In a significant development aimed at improving the economic welfare of its workforce, the Kwara State Government implemented a ₦70,000 minimum wage for civil servants starting from October 2024. This initiative, although beginning late in 2024, has fully unfolded in 2025 and stands out as one of the most progressive wage adjustments by a Nigerian state government. The wage increase comes in response to the nationwide call for a livable income amid inflation and rising cost of living. As of 2025, Kwara State has joined the league of states taking definitive steps to address workers’ welfare, setting a benchmark for other Nigerian states.
This blog post delves into the structure of the new wage system, examines its implications for workers and the economy, and discusses the criticisms and measures adopted by the government to address identified issues.
Background: Why the ₦70,000 Minimum Wage?
The ₦70,000 minimum wage was introduced to cushion the effects of Nigeria’s economic challenges—particularly inflation, currency devaluation, and soaring food and fuel prices. For years, Nigerian workers operated under the burden of a ₦30,000 minimum wage, which was grossly inadequate given the rising costs of basic commodities.
The decision to implement a ₦70,000 minimum wage in Kwara was based on negotiations between the state government and various labour unions. Governor AbdulRahman AbdulRazaq spearheaded the move with the support of key government stakeholders and public sector advocates who argued for an urgent wage review.
Implementation: From Decision to Execution
The implementation of the new wage structure officially commenced in October 2024, with full effects felt in early 2025. The government applied the new minimum wage to all state civil servants, including those in the local government councils, ensuring uniformity and fairness. The wage review covered the entire public service, from the lowest-ranked workers on Grade Level (GL) 01 to the top-tier civil servants on GL 17.
Here is a simplified breakdown of how the ₦70,000 minimum wage affects various grade levels in Kwara State:
Detailed Salary Structure (2025)
Entry-Level and Junior Workers (GL 01–06):
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GL 01 – ₦70,000
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GL 02 – ₦75,000
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GL 03 – ₦80,000
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GL 04 – ₦85,000
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GL 05 – ₦90,000
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GL 06 – ₦95,000
These categories represent drivers, clerical staff, cleaners, and junior administrative workers. Their wage boost was the most pronounced, with some receiving up to a 100% increase compared to their previous earnings.
Mid-Level Workers (GL 07–12):
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GL 07 – ₦100,000
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GL 08 – ₦110,000
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GL 09 – ₦120,000
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GL 10 – ₦130,000
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GL 11 – ₦140,000
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GL 12 – ₦150,000
These workers include middle management officers, professional technicians, and educators.
Senior-Level Workers (GL 13–17):
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GL 13 – ₦160,000
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GL 14 – ₦170,000
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GL 15 – ₦180,000
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GL 16 – ₦190,000
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GL 17 – ₦200,000
This group consists of directors, senior technical experts, and heads of departments. The adjustment for this category was modest compared to junior staff, prompting reactions from affected personnel.
Benefits and Allowances
The new wage structure comes with a series of allowances that add value to the civil servants’ take-home pay:
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Housing Allowance: Paid monthly to offset rent and accommodation costs.
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Transport Allowance: Provided to assist with daily commuting.
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Leave Allowance: Annual bonus paid during vacation periods.
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Medical Allowance: Covers a portion of healthcare expenses.
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Utility Allowance: For water, power, and other basic utility needs.
These allowances vary across grade levels, with senior officials receiving proportionately higher amounts.
Controversies and Challenges
While the announcement of the ₦70,000 minimum wage was met with applause, its implementation was not without hiccups. Senior civil servants, especially those from Grade Level 08 and above, expressed concerns about the seemingly disproportionate increase in their salaries compared to junior counterparts.
The discontent stemmed from the lack of what labour unions termed "consequential adjustment." Essentially, while GL 01 workers saw a significant salary increase to meet the ₦70,000 mark, those on higher levels experienced only marginal improvements. For instance, a GL 12 officer previously earning ₦145,000 might now earn ₦150,000—a meager ₦5,000 addition that barely matches inflationary realities.
Moreover, some workers alleged that the government executed the new pay structure without proper consultation with labour unions. Union leaders have since demanded a more equitable wage adjustment formula that reflects a fair percentage increase across all grade levels.
Government’s Response
Governor AbdulRahman AbdulRazaq's administration responded promptly to address the grievances. The following steps were taken in 2025:
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Re-evaluation of Salary Adjustments: The Kwara State Government initiated talks with labour unions to explore possible adjustments for senior grade levels to reflect a more balanced wage structure.
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Pension Reforms: The state committed to a comprehensive pension audit, after which an upward review of pensions was promised. Retirees were also slated for inclusion in the Kwara State Health Insurance Scheme.
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Payment of Outstanding Gratuities: The administration began clearing backlogs of gratuities for retired civil servants at both the state and local government levels.
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Promotion Implementation: The financial benefits of pending promotions were approved and implemented, ensuring that promoted workers receive appropriate salary bumps.
Economic and Social Implications
The implementation of the ₦70,000 minimum wage has several ripple effects on the state economy:
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Increased Purchasing Power: Workers now have more disposable income, boosting consumer spending within the state.
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Attraction and Retention of Talent: A competitive wage structure makes Kwara attractive for job seekers and reduces brain drain.
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Economic Growth: Local businesses stand to gain from increased patronage, which could enhance job creation in the private sector.
However, the higher wage bill has placed pressure on the state’s finances. Analysts suggest that without increased Internally Generated Revenue (IGR) or federal allocations, the sustainability of the new wage policy may be difficult in the long term.
Conclusion
The 2025 implementation of a ₦70,000 minimum wage for civil servants in Kwara State is a landmark achievement that underscores the government's commitment to improving the standard of living for its workforce. While it has triggered debates around fairness and inclusivity—especially among senior officers—the initiative remains a significant step toward addressing wage stagnation in the Nigerian public service.
With continued engagement between the government and labour unions, and if further adjustments are made to close the wage gap across grade levels, Kwara State can set an example for other states in ensuring equitable and sustainable compensation for public servants.
As of 2025, this policy has placed Kwara among Nigeria’s progressive states when it comes to workers’ welfare. The road ahead will depend on political will, economic realities, and the collective efforts of all stakeholders.
