PRESS RELEASE
For Immediate Release
April 18th, 2026
BETWEEN COMPLIANCE AND REALITY: CEHRAWS RAISES ALARM ON THE ‘INVISIBLE MINIMUM WAGE’ AND ADMINISTRATIVE IRREGULARITIES IN ABIA STATE PUBLIC SERVICE
The Centre for Human Rights Advocacy and Wholesome Society respectfully draws the attention of the Abia State Government, under the leadership of His Excellency, Alex Otti, to a growing wave of concerns emanating from civil servants across the State regarding wage structures, administrative inconsistencies, and alleged acts of internal victimisation within the public service.
At the outset, CEHRAWS acknowledges and commends the visible strides recorded by the present administration in areas of infrastructural renewal, urban sanitation, particularly within Aba metropolis, and efforts toward fiscal discipline. These gains have not gone unnoticed and reflect a commendable commitment to repositioning Abia State.
However, it is precisely because of these achievements that the concerns outlined herein require urgent and transparent clarification.
CONCERNS ON WAGE STRUCTURE AND “UNKNOWN MINIMUM WAGE”
CEHRAWS has received multiple reports suggesting a troubling disparity between officially communicated wage policies and the actual earnings of civil servants. While the Federal Government, under the framework of the National Minimum Wage Act, prescribes a benchmark for workers’ remuneration, there are allegations that Abia State workers are subjected to a de facto wage regime that appears inconsistent, unclear, and, in some instances, below expected standards.
Reports indicate that:
✓ Sanitation workers earn between ₦20,000 – ₦30,000 monthly;
✓ Homeland security personnel reportedly earn between ₦40,000 – ₦50,000;
✓ Teachers and technologists in state institutions allegedly earn as low as ₦93,000;
✓ Some experienced staff with over a decade in service earn between ₦150,000 – ₦180,000;
✓ There are also allegations of unexplained salary deductions, particularly within the healthcare sector.
While CEHRAWS recognises that these claims require official verification, the consistency of these reports raises legitimate questions regarding the actual minimum wage framework being implemented in Abia State.
ALLEGATIONS OF INCONSISTENT PAYMENTS, WELFARE GAPS, AND ADMINISTRATIVE IRREGULARITIES
Equally concerning are reports of inconsistencies in salary payments and benefits, including the much-publicised 13th month salary initiative, which some workers allege does not correspond proportionately to their actual earnings.
In addition, CEHRAWS has received complaints indicating that leave allowances are either unpaid or significantly delayed, and that staff promotions, despite successful participation in promotional examinations, are not being implemented, thereby stagnating career progression and undermining morale within the civil service.
Furthermore, CEHRAWS has been formally notified of a disturbing administrative anomaly involving a staff member under the Abia State Universal Basic Education Board (ASUBEB). The said officer was allegedly:
✓ Erroneously retired from service;
✓ Subsequently redeployed to continue official duties in another Local Government Area;
✓ Yet, the purported retirement has not been formally reversed, despite formal complaints submitted to both the Executive Chairman of ASUBEB and the Office of the Head of Service;
✓ More troublingly, the affected staff member has reportedly not received any salary while continuing to report to duty following the said redeployment.
If verified, this situation amounts to a grave administrative contradiction and raises serious legal and ethical concerns bordering on unlawful labour practices, denial of earned entitlements, and a breach of the principles of fair hearing and due process.
CONCERNS ON INTERNAL VICTIMISATION (“WITCH-HUNTING”)
CEHRAWS is further troubled by allegations that certain senior officials within the system may be engaging in acts tantamount to witch-hunting or targeted victimisation of civil servants. If substantiated, such conduct not only erodes morale but also contradicts the reform-driven ethos of the present administration.
ON POSSIBLE ADMINISTRATIVE DISCONNECT AND NEED FOR OVERSIGHT
CEHRAWS is careful not to hastily attribute these troubling developments to the deliberate policy direction of His Excellency, Alex Chioma Otti. There is a strong and widely held belief among stakeholders that the Governor may not be directly aware of the full extent of these administrative lapses, nor would he condone any form of ill-treatment of Abia workers.
Emerging concerns further suggest that some of these irregularities may be the actions of unscrupulous elements within the system who, for ulterior motives, may be acting in ways capable of undermining the credibility of this administration. There are also insinuations, though requiring careful and objective investigation, that such actors may be aligned with opposing interests, with the aim of eroding workers’ confidence in the government and frustrating the reform-driven agenda of the present leadership.
In view of this, CEHRAWS respectfully urges the Governor to institute a thorough internal audit and administrative review, with a view to identifying and decisively addressing any such misconduct, while restoring transparency, accountability, and trust within the civil service.
OUR POSITION AND CALL TO ACTION
In light of the foregoing, CEHRAWS respectfully urges His Excellency to:
1. Order an Independent Review of the wage structure across all cadres of the Abia State civil service to ensure compliance with national standards and internal equity;
2. Clarify the Salary Structure and Applicable Minimum Wage currently in operation within the State in clear and unambiguous terms;
3. Investigate Salary Deductions and Payment Irregularities, particularly within critical sectors such as healthcare and education;
4. Ensure the Prompt Payment of Outstanding Entitlements, including leave allowances and other statutory benefits owed to workers;
5. Implement Due Promotions for qualified staff who have successfully undertaken promotional examinations;
6. Direct Immediate Administrative Redress in the ASUBEB case, ensuring that the erroneous retirement is formally reversed and all withheld salaries are paid without delay;
7. Sanction Acts of Internal Victimisation, where established, to restore confidence within the workforce.
CONCLUSION
CEHRAWS reiterates that this intervention is not adversarial but constructive. A motivated and fairly treated workforce remains the backbone of any meaningful governance reform. Addressing these concerns decisively will not only consolidate the achievements already recorded by this administration but also reinforce public trust and institutional integrity.
Abia State stands at a critical juncture. The gap between perception and reality in workers’ welfare must be urgently bridged.
Signed:
Okoye, Chuka Peter
Executive Director, CEHRAWS
cehraws@gmail.com | +234(0)808-035-1242(WhatsApp only)
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