MTN Nigeria, the country’s largest telecom operator, is also one of the most generous employers in the industry. Of its 1,912 employees, 1,609 earn at least ₦1 million monthly, a salary benchmark that competitors like Globacom and 9mobile struggle to match. Even the lowest-paid employee takes home an average of ₦458,333 per month, three times Nigeria’s minimum wage making MTN a highly 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.
This demand, however, has created a sharp divide in pay structures across the sector. Airtel Nigeria, ties pay raises to performance targets, said two employees who asked not to be named. At Globacom, salary increments are discretionary and negotiating a high starting salary is key, as raises are discretion of its Chairman Mike Adenuga, one Globacom executive who spoke anonymously said. Customer service employees at Globacom earn as little as ₦147,000 per month, a stark contrast to MTN’s pay scale.
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 Ladi Okuneye, a telecom industry executive.
For now, MTN Nigeria’s salary policy isn’t just a perk—it’s a power move, keeping the best talent in-house while making it harder for rivals to compete. Whether this model remains viable in the long run, however, will be a test of MTN’s financial muscle.
