Borno State, like many other states in Nigeria, has taken significant strides in recent years to improve the welfare of its civil servants. With the economic realities faced by workers and the rising cost of living, state governments have come under pressure to review salaries and align with national reforms. In 2025, the government of Borno State took bold steps to implement a revised minimum wage for its civil service, signaling a clear commitment to fair labor practices, improved productivity, and economic justice.
The Push for a Wage Increase
The call for an upward review of the national minimum wage was not new. It had been echoed by labor unions, civil society groups, and concerned stakeholders for several years. The economic realities—such as inflation, currency depreciation, and the high cost of goods and services—had made it difficult for many workers to survive on the previous ₦30,000 monthly wage.
In mid-2024, after a series of nationwide consultations and industrial actions by the Nigeria Labour Congress (NLC) and the Trade Union Congress (TUC), the Federal Government approved a new national minimum wage of ₦70,000. This marked a significant shift in the wage structure across the country and placed a new responsibility on state governments to implement the same.
Borno State's Swift Response
Borno State, under the leadership of Governor Babagana Umara Zulum, wasted no time in responding to this national directive. Recognizing the importance of compensating workers fairly—especially considering the state's unique challenges due to insecurity and displacement—Governor Zulum directed the immediate setup of a wage implementation committee.
By October 2024, the Borno State Government officially began the payment of ₦70,000 as the new minimum wage to all state civil servants. This move was met with wide approval by the labor unions and boosted morale across the public sector. Governor Zulum’s proactive and empathetic approach earned him praise for being one of the few state leaders to implement the wage on time.
Breakdown of the New Salary Structure (2025)
The civil service structure in Nigeria is graded from GL (Grade Level) 01 to GL 17, and salary adjustments were applied proportionately across these levels. Here is an outline of the new salary brackets following the implementation of the ₦70,000 minimum wage:
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GL 01: ₦70,000 – ₦87,000
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GL 02: ₦71,000 – ₦86,000
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GL 03: ₦73,000 – ₦93,000
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GL 04: ₦75,000 – ₦101,000
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GL 05: ₦85,000 – ₦121,000
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GL 06: ₦102,000 – ₦147,000
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GL 07: ₦134,000 – ₦203,000
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GL 08: ₦170,000 – ₦252,000
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GL 09: ₦203,000 – ₦299,000
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GL 10: ₦236,000 – ₦340,000
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GL 12: ₦271,000 – ₦387,000
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GL 13: ₦301,000 – ₦420,000
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GL 14: ₦330,000 – ₦441,000
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GL 15: ₦369,000 – ₦500,000
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GL 16: ₦399,000 – ₦570,000
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GL 17: ₦451,000 – ₦647,000
These figures reflect the basic salary, excluding other monetary and non-monetary benefits.
Allowances and Benefits
In addition to the monthly salaries, Borno State civil servants also receive several allowances that vary depending on their roles and grade levels. These include:
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Housing Allowance – Intended to offset accommodation costs for workers.
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Transport Allowance – For daily commuting to and from work.
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Medical Allowance – To help with healthcare expenses.
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Hazard Allowance – For employees in risky or frontline roles, particularly in health and security.
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Responsibility Allowance – For senior officers or those in supervisory positions.
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Leave Allowance – Paid annually when workers take their official leave.
These allowances form a significant part of a civil servant’s total compensation and are meant to cushion the impact of economic stressors.
Pensions and Retirement Plans
Borno State operates a contributory pension scheme in line with federal regulations. Both the employee and employer contribute to the scheme monthly, ensuring that retirees are financially supported after years of service.
In 2025, the state government made renewed efforts to address long-standing pension arrears. Governor Zulum’s administration began clearing the backlog of unpaid pensions in phases and committed to ensuring timely payments moving forward. Plans were also announced to adjust the pension of retired workers to align more closely with the new wage structure, though discussions with labor unions on this matter were still ongoing as of mid-2025.
Local Government Workers and Labor Advocacy
Although the state civil servants began receiving the ₦70,000 minimum wage by late 2024, there was initial hesitation regarding its extension to local government workers. This led to appeals by labor groups, particularly during the 2025 Workers’ Day celebrations. The state’s NLC leadership urged the Governor to approve the same wage for LG employees and implement outstanding promotions and salary adjustments.
The government acknowledged these demands and expressed a willingness to work with LG councils to phase in the new wage structure. Discussions were ongoing to ensure that the local councils could afford the new wage while also maintaining service delivery and other responsibilities.
Commitment to Staff Welfare
Throughout his tenure, Governor Zulum has demonstrated a clear commitment to the welfare of the workforce. His administration has regularly paid salaries on time, funded capacity-building programs, and improved working conditions for various ministries and parastatals. The implementation of the ₦70,000 minimum wage was not just a political move—it was part of a broader vision to uplift public servants and ensure an efficient and motivated bureaucracy.
Civil servants, in turn, have been urged to match this goodwill with renewed commitment, integrity, and service delivery. The expectation is that better pay will translate into better performance, which ultimately benefits the citizens of Borno State.
Challenges and the Way Forward
Despite these laudable efforts, challenges remain. The volatile security situation in Borno, the cost of governance, and dwindling federal allocations all pose a threat to the sustainability of the current wage structure. However, the state government has expressed optimism that with prudent financial management, increased internally generated revenue, and continued federal support, it can sustain the payment of the new wage and even improve on it in the coming years.
Additionally, the ongoing review of pension laws and the digitalization of the payroll system are expected to curb ghost workers and ensure that public funds are used efficiently.
Conclusion
In summary, Borno State’s adoption of the ₦70,000 minimum wage in 2025 represents a critical milestone in labor and governance reform. Through transparent implementation, salary adjustments across all grade levels, additional allowances, and renewed focus on pensions, the government has shown a strong commitment to the welfare of its workforce.
The success of this policy will depend not only on economic factors but also on the dedication of civil servants to justify these investments through quality service delivery. With ongoing dialogue between the government and labor unions, the outlook for workers in Borno State remains hopeful and progressive.
