As tension mounts over the looming industrial action by all tertiary-education-based unions, which may begin in the coming days, the Federal Government has warned that it may invoke the ‘No Work, No Pay’ policy. In this interview with CHRISTIAN APPOLOS, the national president of the Senior Staff Association of Nigerian Universities (SSANU), Comrade Mohammed H. Ibrahim, speaks on the implications of the threat, the mood among university workers, and what may unfold if the government fails to meet its obligations.

The Federal Government has again threatened to enforce ‘No Work, No Pay’. How does SSANU and its members interpret this?

When an employer, especially the government, begins to threaten workers with ‘No Work, No Pay’, it is a clear signal that something has already broken down in the relationship. It shows that there is a gap, a misunderstanding, and a loss of harmony between employer and employee.

In Nigeria, we have observed a pattern: the government voluntarily signs collective bargaining agreements with workers, agreements reached through dialogue and mutual consent not under duress. These agreements spell out the rights and obligations of both sides, including working hours, wages, allowances, and conditions of service.

However, after signing, the government often reneges, delays implementation, or selectively applies the agreement. That is usually what triggers disputes. So, when the government invokes ‘No Work, No Pay’, workers naturally respond with the principle of ‘No Pay, No Work’. If you refuse to meet your own obligations, workers also have the right to withdraw their services.

For us, the selective application of the principle sends one message: the government is quick to demand compliance from workers but slow to respect its own commitments. And that is why the workplace becomes unstable. We, as workers and unions, will defend our rights, even though we are ever ready to resolve the issues if only the government will be. However, I can tell you that the No Work, No Pay threats will worsen the looming industrial crisis.

Tertiary education unions say the government repeatedly breaches agreements. How does this affect morale and trust within your sector, especially with the renewed threat of No Work, No Pay?

When agreements are repeatedly negotiated, signed, and then abandoned, it gradually becomes more than an administrative lapse, it becomes a pattern of disrespect.

The problem often starts during negotiations. The government sometimes sends representatives who do not have the mandate or authority to make final decisions. These officials go back and forth, agree at the table, but later the government returns to disown the terms. That instantly breaks trust.

Over time, this cycle of signing and defaulting creates the impression that the government does not value the unions or the workers they represent. It disrupts the workplace, wastes man-hours, and undermines the goals of the institutions involved. No organisation can progress in such an atmosphere.

So, yes, at some point, repeated breaches become deliberate. If you know what you agreed to, yet constantly refuse to implement it, what else can workers conclude? The government deliberately disrespect workers and unions and undermine their efforts, morale and contribution to nation building. How else will you explain the fact that it takes no time at all for the government to decide to increase salary and allowances of political office holders and within a few weeks it is done, but when it comes to workers, the reverse is the case.

The truth that is verifiable is that workers in Nigeria across all sectors are not regarded by successive governments. It would be a breath of fresh air if we can have a change this time. How can you explain that someone is working and earning a salary but still living within poverty lines. All over the news inequality and poverty are said to be worsening, inflation is higher than ever before. The economists have said that a well-paid work force contributes to the economic growth, GDP of a country. Why then is it difficult to empower workers through better pay, conducive working environment and other basics? When you read between the lines in all of these, you will see clearly the mood and mindset of all workers.

Given Nigeria’s ratification of ILO Conventions 87 and 98, does the government’s approach align with these conventions on freedom of association and collective bargaining?

Nigeria has ratified ILO Conventions 87 and 98 on freedom of association and collective bargaining. These conventions empower workers to negotiate conditions of service and protect their right to withdraw labour when agreements are violated. Because ILO conventions promote dialogue, respect for agreements, and voluntary negotiation.

However, the manner in which the government invokes ‘No Work, No Pay’ often conflicts with the spirit of these conventions. Rather than using negotiation as the primary tool, the government leans on threats, coercion, and unilateral decisions.

Collective agreements are legal instruments. They must be honoured. Once the government fails to implement what it freely agreed to, and then tries to punish workers for reacting, it begins to drift into an abuse of workers’ rights. ILO standards promote dialogue not intimidation. So, the current trend is not consistent with global best practice.

Strikes are often seen as the only language the government responds to. Do you think the ‘No Work, No Pay’ threats will deter unions from going on strike.?

From experience, the recurring threats of ‘No Work, No Pay’ do not prevent strikes. They usually worsen the situation. In fact, they suggest that the government prefers shortcuts to genuinely addressing the issues that lead to industrial action.

If the government fulfilled its obligations, there would be little need for strikes. Workers and unions do not strike for pleasure; they strike because promises are broken or ignored.

So, when the government’s first reaction is to issue threats rather than resolve underlying grievances, it appears more like an attempt to silence unions and deter them from asserting their rights. But this approach has never worked. It only creates more tension, delays resolution, and damages the productivity of the system.

What concrete measures are needed to prevent the looming strikes action in the tertiary education sector and ensure industrial peace?

To restore industrial peace in the university system, several steps are essential. Chief among what must be done to achieve industrial peace is, respect for agreements. Honestly, the government must treat collective bargaining agreements as binding legal documents, not casual understandings. Following respect for agreements is proper representation. The government henceforth must ensure that only officials with full negotiating mandate should sit at the table. This eliminates the culture of returning to “superiors” to overturn what was agreed. Another important factor is monitoring and timelines. Every agreement should have clear implementation timelines and a joint monitoring mechanism to track progress. There should also be a predictable funding framework. The point here is that the universities require stable funding to avoid recurrent crises over earned allowances, salaries, and welfare issues. Therefore, the government must earmark adequate funds for the smooth operation of the universities. This is not to ask for too much. Continuous dialogue is another important factor that must be taken seriously to entrench industrial harmony between the government and workers. The government should maintain structured, periodic dialogue with unions rather than waiting for crises to erupt. This will certainly help nip any crises in the bud. This is a must do. The last but not the least is that the threats and intimidation could be avoided. So, we in the trade unions hereby encourage the government to avoid the use of threats and intimidation. It will not work. Industrial peace grows in an atmosphere of mutual respect. Coercion only deepens distrust. (Nigerian Tribune)