MTN Nigeria, the country’s largest telecom operator, has established itself as one of the most generous employers in the industry. Out of its 1,809 employees, 1,514 earn at least ₦1 million monthly —a benchmark that competitors like Globacom and 9mobile struggle to match. Even the lowest-paid employee at MTN takes home an average of ₦458,333 per month, which is 15 times Nigeria’s minimum wage, making the company a top employer across industries.

Unlike most telecom operators, which tie salary increases to company performance or individual achievements, MTN conducts an annual salary review regardless of economic fluctuations. This unique policy contributed to a 59.5% surge in its total wage bill in 2024, rising from ₦42.7 billion to ₦71.7 billion.

The telecom industry, which includes mobile network operators, tower companies, internet service providers, and data centers, is rapidly expanding with advancements in fiber-optic infrastructure, 5G networks, and cloud services. This growth has fueled demand for skilled professionals such as engineers, network architects, software developers, cybersecurity specialists, and sales and marketing experts.

However, this demand has also created a significant pay disparity across the sector. For instance, Airtel Nigeria links pay raises to performance targets, while Globacom offers discretionary salary increments, often tied to negotiations with its Chairman, Mike Adenuga. At Globacom, customer service employees earn as little as ₦147,000 monthly, a stark contrast to MTN’s compensation structure.

MTN’s approach to salary adjustments serves as both a retention strategy and a long-term investment in talent. The company typically approves annual salary reviews at its Annual General Meeting (AGM) in May and implements them in April, ensuring salaries keep pace with inflation and employee performance.

For competitors like Airtel, Globacom, and 9mobile, the challenge lies not only in matching MTN’s pay scale but also in justifying higher wages amid profitability concerns and intense market competition. This is particularly difficult in an industry where employees frequently upskill, transition to new roles, or move to adjacent sectors.

Ladi Okuneye, a telecom industry executive, noted, “MTN Nigeria’s salary policy ensures it retains top talent, works with the best contractors, and manages cash flow more effectively than competitors, solidifying its market leadership.”

For now, MTN’s generous pay structure is more than just a perk—it’s a strategic advantage that keeps top talent in-house while making it harder for rivals to compete. 

However, the long-term sustainability of this model will depend on MTN’s financial strength and market performance.