As Nigeria continues to tackle the socio-economic challenges posed by inflation, job insecurity, and an evolving labor market, the conversation around minimum wage becomes more critical than ever. In 2025, Taraba State stands out as one of the few states to make remarkable adjustments to the salaries of its civil servants. The new minimum wage in the state is pegged at ₦70,000, reflecting the state government’s response to national wage reforms and the need to enhance the quality of life for its workforce.
National Background: From ₦30,000 to ₦70,000
In the wake of persistent calls from labor unions and economic experts, the Nigerian federal government, in late 2024, reviewed the national minimum wage and raised it from ₦30,000 to ₦70,000. This adjustment was prompted by rising living costs, the removal of fuel subsidies, fluctuating exchange rates, and inflationary pressures that have significantly eroded the purchasing power of Nigerians, especially public servants.
The federal announcement served as a catalyst for state governments to re-evaluate their wage policies. However, while some states hesitated or sought to stagger the implementation, Taraba State distinguished itself by quickly aligning with the federal directive.
Taraba State’s Wage Reform in 2025
Governor Agbu Kefas, recognizing the urgent need to support the welfare of civil servants in his state, approved the new ₦70,000 minimum wage for both state and local government workers. This bold move, effective from November 2024, continues to define the civil service remuneration framework in Taraba State throughout 2025.
In a statement issued by the governor's office, the administration emphasized that the wage increase was not only a response to federal policy but also a proactive measure to ensure workers in Taraba can cope with economic realities. The government pledged full implementation, and November salary payments were adjusted accordingly.
Breakdown of the New Salary Structure
The Taraba State civil service comprises different categories of workers segmented by Grade Levels (GL), which determine their pay scale, duties, and responsibilities. With the new minimum wage serving as a baseline, salary increments were applied proportionally across all grade levels.
Here is an overview of the revised monthly salary structure across Grade Levels in 2025:
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GL 01: ₦70,000 – ₦90,000
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GL 02: ₦72,000 – ₦95,000
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GL 03: ₦75,000 – ₦100,000
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GL 04: ₦80,000 – ₦110,000
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GL 05: ₦90,000 – ₦120,000
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GL 06: ₦100,000 – ₦140,000
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GL 07: ₦120,000 – ₦160,000
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GL 08: ₦150,000 – ₦180,000
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GL 09: ₦170,000 – ₦200,000
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GL 10: ₦200,000 – ₦230,000
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GL 12: ₦230,000 – ₦280,000
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GL 13: ₦280,000 – ₦350,000
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GL 14: ₦350,000 – ₦420,000
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GL 15: ₦420,000 – ₦500,000
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GL 16: ₦500,000 – ₦600,000
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GL 17: ₦600,000 – ₦750,000
The adjustments ensure that the increase is felt across all levels of service, not just among junior workers. It also reflects the principle of equity, where higher responsibilities attract proportionally higher compensation.
Allowances and Benefits
In addition to base salaries, Taraba civil servants are entitled to several allowances that cushion the effects of inflation and make public service more attractive. These include:
1. Housing Allowance
This is provided to help civil servants cover rent and housing costs. It typically ranges between 20–30% of the basic salary depending on the employee’s grade level and job role.
2. Transport Allowance
With fuel prices surging due to subsidy removal, transport allowances have become crucial. Taraba civil servants receive between ₦20,000 and ₦100,000 monthly to ease commuting expenses.
3. Medical Allowance
Public servants in the state benefit from subsidized healthcare services or medical reimbursements. This ensures access to health services without significant out-of-pocket expenses.
4. Leave Allowance
Usually calculated at 10% of annual salary, this allowance supports civil servants during their annual vacation period.
5. Hazard and Duty Allowances
Certain categories of workers, such as healthcare professionals, security officers, or those posted to hazardous locations, receive hazard and duty tour allowances.
6. Responsibility and Uniform Allowance
Staff entrusted with leadership or supervisory roles receive a responsibility allowance. Additionally, workers in departments requiring uniforms, such as security or sanitation, receive uniform allowances.
7. Utility and Data Allowance
As work has shifted more towards digital platforms, a utility/data allowance is provided to support communication, internet access, and electricity costs.
Promotion and Career Development
To complement the financial incentives, the Taraba State government has implemented policies that encourage career progression. In 2025, several rounds of promotion were conducted across ministries and agencies, ensuring that workers are not stagnated in a single grade for too long.
These promotions are not only performance-based but are also tied to training, certifications, and service length. Civil servants who pass their promotion exams and meet set criteria benefit from automatic salary upgrades and increased allowances.
Pensions and Retirement Benefits
Taraba State operates under the Contributory Pension Scheme (CPS), which mandates contributions from both employer and employee. This scheme helps ensure that workers can retire with dignity and financial security. The government has taken steps in 2025 to improve transparency in remittances and reduce pension backlogs.
Additionally, retired civil servants are prioritized for gratuity payments, and the administration is working to clear any arrears owed to retirees from previous years.
Addressing Salary Arrears and Worker Confidence
It is worth noting that Taraba, like many states, faced challenges in previous years regarding salary backlogs. However, 2025 marks a turning point. The Kefas administration has paid off several months of outstanding salaries and pledged to continue in that direction. By prioritizing salaries in the budget and improving revenue collection, the state is slowly restoring civil servants' confidence in the system.
Challenges and the Road Ahead
While the new minimum wage and improved salary structure are commendable, challenges remain. Rising inflation, inconsistent federal allocations, and security issues in some parts of the state threaten fiscal stability. Nonetheless, the state government remains committed to sustaining the wage structure.
Efforts are underway to diversify state revenue sources, strengthen the internally generated revenue (IGR) base, and cut down on administrative waste. If these initiatives are sustained, Taraba could serve as a model for other states in terms of civil service management and wage administration.
Conclusion
In 2025, Taraba State has emerged as a leader in wage reform and civil servant welfare. The approval and implementation of a ₦70,000 minimum wage demonstrate a clear political will to address economic realities and uplift the lives of public workers. Through enhanced salaries, allowances, career growth opportunities, and pension reforms, the state is gradually laying the foundation for a more robust, motivated, and productive public service.
Civil servants in Taraba now have a reason to be optimistic. With the right policies, consistent leadership, and continued investment in human capital, the state's workforce can drive socio-economic transformation not just for themselves, but for the entire state.
