In 2025, Zamfara State became one of the Nigerian states that pledged to align with the new federal minimum wage of ₦70,000. This move, made under the leadership of Governor Dauda Lawal, came in response to Nigeria’s broader wage reform effort aimed at improving the welfare of civil servants and cushioning the effects of rising inflation and economic hardship. While the policy was well-received on paper, its implementation has not been without complications.
This blog post takes a detailed look into the 2025 minimum wage policy in Zamfara State—its introduction, execution, associated controversies, labor reactions, and future implications. It highlights how the policy has impacted civil servants and what lies ahead in terms of labor relations and economic policy in the state.
The Genesis of the ₦70,000 Minimum Wage in Zamfara State
The federal government, following rising inflation and cost of living concerns nationwide, reviewed Nigeria’s minimum wage and approved ₦70,000 as the new national benchmark in early 2025. This announcement was received with optimism by workers across the country. As a federated republic, states are expected to implement the new wage structure, although financial viability varies among them.
Governor Dauda Lawal quickly expressed his administration’s readiness to comply with the new wage directive. The Zamfara State Government publicly committed to adjusting its salary structure to reflect this increase starting March 2025. The decision was not only a fulfillment of a federal directive but also a move to endear the administration to civil servants who had long called for better compensation.
Implementation Steps and Early Actions
To actualize this wage increment, the Zamfara State Government entered into negotiations with the organized labor unions in the state, including the Nigeria Labour Congress (NLC) and the Trade Union Congress (TUC). The outcome was a Memorandum of Understanding (MoU) that was signed by both parties.
Under the MoU, the state promised to adjust salary structures beginning in March 2025 and also address backlogs of unpaid pensions and gratuities. In addition to the wage hike, the government pledged to continue the payment of a 13th-month salary, which had already been introduced as a bonus gesture to civil servants during the festive season.
Mixed Results in Execution
Despite these promises, implementation has not gone entirely smoothly. Civil servants across different departments began receiving slightly increased wages in March 2025. However, it quickly became clear that the increases varied significantly and did not fully align with the new ₦70,000 benchmark.
Some junior workers reportedly saw raises of only ₦3,000 to ₦7,000—far below the expected increment. Even more concerning, there was no transparent salary scale or structure released to guide the process. Many workers and labor leaders described the approach as haphazard, arbitrary, and lacking accountability.
This partial or uneven implementation sparked widespread dissatisfaction among workers. Organized labor accused the state of misleading the public by claiming it had implemented the new wage when it had not done so in full.
Labor Unions React
The Nigeria Labour Congress (NLC) and Trade Union Congress (TUC) quickly voiced their disapproval. They issued a 14-day ultimatum to the Zamfara State Government in March 2025, demanding full implementation of the ₦70,000 wage. The unions emphasized the need for an official salary table, retroactive payments, and reinstatement of workers who had allegedly been wrongfully removed from the payroll.
At the 2025 Workers’ Day celebration, union leaders repeated their call for the government to act in good faith. They highlighted not only the wage discrepancies but also unpaid pensions and the financial distress of retired workers who were still awaiting their entitlements.
These union demands reflected the broader disillusionment among workers, many of whom felt that the government’s promises were not matched by its actions.
Government’s Defense and Counteractions
In response, Governor Lawal's administration reiterated its commitment to worker welfare. The government maintained that the new wage had been implemented in phases and that the delay in full implementation was due to the complexity of recalibrating the entire salary system.
The state highlighted several steps taken to improve workers’ financial conditions, including:
-
The 13th Month Salary – A policy introduced in late 2024 and continued into 2025, where civil servants and retirees received an extra payment during the end-of-year period.
-
Clearing Pension Arrears – The state claimed it had paid over ₦10 billion in outstanding gratuities and pensions, dating back over a decade.
-
Payroll Reform and Ghost Workers Audit – A comprehensive audit was conducted, which identified over 2,000 ghost workers, saving the state an estimated ₦200 million per month.
These efforts were aimed at strengthening the financial position of the state and making wage increases more sustainable. However, critics pointed out that the wage adjustments still did not meet the ₦70,000 minimum for many workers, especially those at lower grades.
Broader Implications of the Minimum Wage Hike
While the ₦70,000 minimum wage has been partially implemented, its ripple effects across Zamfara are multifaceted:
-
Economic Boost: For those who did receive increased pay, their purchasing power improved, providing a slight boost to local businesses and markets.
-
Pressure on State Finances: Sustaining the higher wage, especially in a state with relatively low internally generated revenue, poses long-term fiscal challenges.
-
Increased Expectations: The wage policy has raised worker expectations, putting pressure on the government to continue improving working conditions and benefits.
-
Risk of Industrial Action: Continued failure to fully meet labor demands could trigger strikes or public protests, disrupting governance and public service delivery.
The Way Forward
For Zamfara State to effectively fulfill its minimum wage commitment, the following steps are crucial:
-
Release a Clear Salary Structure – An official and publicly available salary table must be shared to ensure transparency and guide salary adjustments.
-
Regular Engagement with Labor Unions – Constant dialogue with labor bodies can help identify issues early and prevent escalations.
-
Prioritize Retirees – Prompt and consistent pension payments will restore faith in government among retired civil servants.
-
Improve Revenue Generation – Diversifying the state’s revenue base can create more fiscal space to fund wage increases without compromising development.
-
Institutionalize Monitoring Mechanisms – Establish a wage implementation committee to regularly evaluate progress and address worker grievances.
Conclusion
Zamfara State’s attempt to implement a ₦70,000 minimum wage in 2025 demonstrates its intention to improve the welfare of its workforce. However, the uneven rollout and lack of transparency have undermined the credibility of the initiative. While the state has taken commendable steps—such as pension payments and salary bonuses—there remains much to be done to fully realize the goals of the wage policy.
As the year progresses, both government and labor unions must commit to open dialogue, policy clarity, and fiscal responsibility to ensure that civil servants receive fair compensation for their services. Only then can Zamfara State truly claim to have achieved a worker-centered administration in line with national directives and economic realities.
