The Nigeria National Petroleum Corporation Limited (NNPCL) is facing growing resistance from two of the country’s prominent unions, the Nigeria Union of Petroleum and Natural Gas Workers (NUPENG) and the Petroleum and Natural Gas Senior Staff Association of Nigeria (PENGASSAN), following the company’s decision to recruit external staff for senior management positions. The unions are accusing NNPCL’s management of neglecting the internal workforce, which they believe is both experienced and capable of handling leadership roles within the organization.
The issue has gained significant attention after the appointment of Mr. Bayo Ojulari as the new Group Chief Executive Officer (GCEO) of NNPCL and Ahmadu Kida as the non-executive chairman, following the recent departure of Mele Kyari and Pius Akinyelure from their respective positions. The unions raised their concerns in a letter dated April 4, 2025, addressed to NNPCL’s Chief Human Resources Officer, urging the new leadership to prioritize internal recruitment and avoid the temptation of hiring externally for top management roles.
The letter from NUPENG and PENGASSAN, which was signed by the respective GEC Secretaries and Chairmen, emphasizes that the unions will not support or tolerate any attempt to recruit senior management staff from outside the corporation. The unions argue that NNPCL has a large pool of experienced and competent Nigerian professionals who have dedicated many years to the company and are more than capable of taking on higher responsibilities.
“We extend our warm congratulations to the newly appointed Group Chief Executive Officer (GCEO) and Board Members of NNPC Limited. We wish them success in their new roles and pray for excellence in their assignments. However, we must draw urgent attention to a matter of serious concern,” the letter begins, before raising their objections to the external recruitment practice.
The unions pointed out that they have observed a pattern where newly appointed GCEOs, especially those recruited externally, have been quick to hire external candidates to fill top management roles, overlooking qualified internal staff. According to the unions, this is not only unjust but also a waste of valuable human resources.
“We must state clearly that we cannot accept, accommodate, or support the recruitment of senior and management staff from outside NNPC Limited, and that any plan in this direction should be stopped immediately,” the letter further warned.
NUPENG and PENGASSAN stressed that NNPCL is home to thousands of skilled, dedicated, and hardworking Nigerian professionals who have been instrumental in the company’s success over the years. Many of these individuals, according to the unions, are eager to move up the ranks and take on greater responsibilities. The unions argue that denying them these career advancement opportunities in favor of outsiders would create dissatisfaction, disrupt industrial harmony, and ultimately undermine the company’s progress.
“Denying them career advancement opportunities and overlooking them in favour of external recruitment is grossly unjust and wasteful, and it will also disrupt the company’s steady progress towards greater profitability and efficiency,” the letter warns.
The unions further state that such a move would not only be unfair to their members but would also impact the overall morale within the organization. Many employees, they argue, feel overlooked and underappreciated, especially after years of hard work and dedication. These workers, they say, have valuable institutional knowledge and experience that cannot be matched by external candidates.
NUPENG and PENGASSAN’s letter does not merely express concern; it also serves as a clear warning to NNPCL management. The unions have explicitly stated that if the company goes ahead with its plan to recruit externally for senior management positions, they will not hesitate to take drastic measures, including shutting down operations.
The letter includes a firm declaration: “We categorically reject any recruitment or appointment of senior or management staff above the SS6 cadre (specifically within the SS5 to M2 cadre) from outside the organisation. Any attempt to do so will be met with strong resistance, including a total shutdown of operations.”
This is a significant threat, as a shutdown of NNPCL’s operations would have serious consequences for the country’s oil and gas sector, which is vital to Nigeria’s economy. The unions are making it clear that they will not tolerate any moves they see as unjust or harmful to the welfare of their members.
NNPCL, the state-owned oil company, plays a central role in Nigeria’s oil and gas sector, which is the backbone of the country’s economy. The company oversees the exploration, production, and marketing of petroleum resources, and its leadership is crucial to the country’s energy security and economic stability.
NUPENG and PENGASSAN are the two major trade unions in the oil and gas sector, representing the interests of workers in various capacities within the industry. Both unions have historically been involved in negotiating better conditions for workers and addressing issues related to job security, pay, and career advancement opportunities.
Over the years, both unions have taken strong stances on various matters concerning the welfare of their members, often pushing back against decisions that they perceive as detrimental to workers’ interests. Their opposition to external recruitment at NNPCL is the latest in a series of efforts to safeguard the rights and interests of workers within the oil and gas sector.
The conflict between NNPCL management and the unions highlights broader issues within Nigeria’s public sector, including concerns about nepotism, favoritism, and the treatment of local employees. The tendency to recruit external candidates for top positions, even when qualified internal staff are available, is a common criticism in many Nigerian institutions.
For many employees, this practice represents a missed opportunity for career growth and professional development. The unions argue that if NNPCL truly values its workforce, it must prioritize the promotion of internal staff and create a system that rewards loyalty, experience, and dedication to the organization.
As the situation unfolds, it remains to be seen how NNPCL management will respond to the unions’ demands. The company’s leadership faces a delicate balancing act: on one hand, it must manage the expectations of its internal workforce, and on the other, it may feel the need to bring in new talent to drive the company forward.
The unions have made it clear that they will not accept external recruitment for top management positions without a fair consideration of internal candidates. If their demands are not met, the threat of industrial action could become a reality, which would undoubtedly have significant repercussions for Nigeria’s oil and gas sector.
