According to MTN Nigeria, it stands out as the largest telecom service provider in the country and, at the same time, has emerged as the most generous employer compared to counterparts. From the company’s labor force of 1,809, 1,514 has a salary base of at least ₦1 million monthly-a benchmark hardly matched by rival carriers, Globacom and 9mobile. Even the lowest-paid employee takes home an average monthly pay of ₦458,333, which is fifteen times higher than the minimum wage in the country, making MTN a competitive employer across industries.
Unlike most telcos, which peg salary increases to company performance or individual achievements, MTN conducts an annual salary review regardless of naira fluctuations. This policy, unique among mobile network operators, saw the company’s total wage bill surge by 59.5% in 2024, rising from ₦42.7 billion to ₦71.7 billion.
The telecom industry spans multiple segments: mobile network operators, tower companies, internet service providers, and data centers. As it rapidly expands with advancements in fiber-optic infrastructure, 5G networks, and cloud services, the demand for skilled professionals—engineers, network architects, software developers, cybersecurity specialists, and sales and marketing experts—continues to grow.
At the same time, there is a new pay gulf in the industry. Airtel Nigeria employees who spoke under condition of anonymity said that salary increases are dependent on performance targets. Salary increases are discretional at Globacom, where one former employee speaking off the record said negotiating a big starting salary is important because such pay rises would be at the discretion of chairman Mike Adenuga. Customer service agents at Globacom earn as low as ₦147000 per month as against the pay scale at MTN.
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MTN’s approach to salary increases is both a retention strategy and a long-term investment in talent. The company’s annual salary adjustments are typically approved at its Annual General Meeting (AGM) in May and implemented in April, ensuring that salaries keep pace with both inflation and employee performance.
For Airtel, Globacom, and 9mobile, the challenge isn’t just matching MTN’s pay—it’s justifying higher wages amid profitability concerns and market share battles. This is particularly difficult in a sector where employees frequently upskill, transition to new roles, or move to adjacent industries.
“The implication is that MTN Nigeria will maintain its market leadership by retaining top talent, working with the best contractors, and managing cash flow more effectively than competitors,” said Okuneye, an executive within the telecom industry.
For now, MTN Nigeria’s salary policy becomes not only an advantage to retain the best skills but a weapon to limit the ability of competitors to keep their own best talents. The real question is whether this model can survive in the future, and that will be a real test of the extent of MTN’s financial power.
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