Gracy, a 31-year-old content strategist, has worked at a Lagos-based communications agency for five years. She began managing the brand’s blog and writing press releases. Today, she leads campaign development, oversees interns, and handles client communications.
Her workload has more than tripled since 2020. Her salary hasn’t.
She raised the issue of a raise with HR in early 2022. “They said they would get back to me,” she recalls. “That didn’t happen. When I followed up during my appraisal, they said they were still reviewing budgets.”
Two years on, her pay remains unchanged—even as the company moved into new offices, hired more staff, and sent three senior colleagues to a conference in Dubai.
“I’m not asking for magic,” Gracy says. “Just a raise that reflects how much I now do.”
Her story isn’t unique. Across Nigerian workplaces, salary stagnation is normalized—even when productivity increases.
The Normalised Stagnation
Across sectors—from tech to banking, education to hospitality—the story is the same. Promotions come without financial reward. Responsibilities increase. Bank alerts do not.
A 2023 Jobberman report revealed that only 24% of Nigerian workers received any salary increase in the past three years, despite inflation averaging over 18%.
One former HR manager at a real estate firm said their pandemic-era salary freeze was never officially lifted. “Management just carried on as though nothing happened. Even losing key staff didn’t change anything.”
The usual excuse? “The economy is tough,” “We’re cutting costs,” or “We’re still recovering.” But while salaries remain stuck, companies rebrand, host events, and offer new hires higher pay.
So why are long-term staff left behind?
HR’s Silent Role
Human Resources professionals say their hands are often tied. Though aware of staff frustration, they lack the power to drive change.
“We recommended a salary upgrade for three team members last year,” says an HR officer at a Lagos retail firm. “The MD asked, ‘Do you want us to go bankrupt?’ That same week, the company signed a ₦15 million PR deal.”
Another HR executive at a mid-sized financial services firm admits: “Our role is viewed more as enforcing compliance than supporting workers. Salary concerns are noted—but rarely addressed.”
This dynamic has eroded employee trust in HR. “They don’t advocate for us,” one staff member said. “They just document complaints and move on.”
What Workers Are Saying
Many workers say the lack of a raise feels like being undervalued.
Olamide, 28, joined a fintech startup three years ago. She’s now a team lead—but still on entry-level pay. “They keep saying, ‘We’ll review next quarter.’ But nothing happens. I’ve stopped asking.”
Precious, a business development officer, was made regional lead after his boss resigned. He took on travel and extra workload, yet received no financial adjustment. “Just a thank-you email.”
Others like Ifeoma, a senior nurse in Enugu, say salary stagnation is especially painful in service roles. “Even with all the long shifts and COVID exposure, our pay hasn’t changed since 2019.”
Damilola, a private school teacher in Surulere, puts it plainly: “Rent has gone up. Food has gone up. Fuel has gone up. My salary is stuck. What am I supposed to do?”
Fear of Asking
Even when workers want to demand a raise, fear holds them back.
Some worry about being seen as greedy or disloyal. Others fear retaliation.
In some companies, salary conversations are taboo. One Lagos supervisor said, “I brought it up at an appraisal, and my boss said, ‘This is not the time for that talk.’ That was the end.”
A journalist in Ibadan said her senior colleague warned that asking too early could hurt her image. “That scared me into silence. I’ve been on the same salary for over two years.”
The fear is often worse for women. Many say they feel pressure to “manage” or appear grateful—especially when male colleagues are more aggressive about negotiating.
What Employers Say
Some employers cite tough economic conditions. But workers point out a contradiction: new hires often earn more than old staff.
“There’s this myth that the company is broke,” said one Lagos employee. “But if I resign today, they’ll try to match an offer from another company.”
An HR consultant, Emmanuel Ibe, offers insight: “Most Nigerian firms lack a formal salary review structure. There’s no scheduled review cycle, no performance-linked bonus plan, no inflation adjustment.”
Raises are often based on who complains loudest, who is liked most—or who threatens to leave.
“That creates an environment of silence, confusion, and inequality,” Ibe says.
The Fallout
The consequences of stagnant pay are real.
Workers take side gigs to survive. Motivation drops. Job-hopping increases—not out of entitlement, but frustration.
Companies blame “Gen Z attitudes” or “a lack of commitment,” but the truth is deeper: people are tired of being taken for granted.
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“I used to go above and beyond,” says Cindy, who left a marketing firm for a nonprofit. “Now I just do what I’m paid for.”
The Way Forward
Workers aren’t asking for miracles. They’re asking for fairness.
Gracy puts it simply: “We have families relying on us. The company should show that it values our effort.”
Some employees suggest alternatives in lean times:
Transport allowance
Paid internet
Flexible work schedules
Free meals
Health support packages
Even small gestures can go a long way.
HR departments must stop acting like paper-pushers and start advocating. Employers must create formal systems: annual reviews, inflation-based salary adjustments, and transparency in pay structures.
Otherwise, companies will keep losing talent—and the ones who stay will do the bare minimum.
A Raise Is Not Just Income—It’s Recognition
Salary isn’t just about money. It’s about being seen. Being appreciated. Being told: You matter here.
Without that recognition, even the most loyal employee will eventually walk away.