The Federal Government’s recent move on a Disbursement Formula of ₦50 billion as part of a long-awaited settlement for university-based unions has triggered a fresh wave of tension across Nigeria’s higher education landscape. At the heart of the storm is an 80:20 allocation ratio that heavily favours the Academic Staff Union of Universities (ASUU), to the detriment of non-teaching staff unions—SSANU (Senior Staff Association of Nigerian Universities) and NASU (Non-Academic Staff Union of Educational and Associated Institutions).
Describing the proposed Disbursement Formula as “provocative, unjust, and unsustainable”, the Joint Action Committee (JAC) of SSANU and NASU has rejected the formula outright, warning that the skewed distribution not only undermines industrial peace but threatens to reignite the perennial fault lines in Nigeria’s fragile university system.
Unpacking the ₦50bn Dispute: A Crisis of Recognition and Equity
The disbursement breakdown—80% to ASUU, and 20% to be shared among SSANU, NASU, and the National Association of Academic Technologists (NAAT)—has been roundly condemned by non-academic unions who argue that it reinforces a dangerous hierarchy within the university system.
In a jointly signed statement by NASU General Secretary, Peters Adeyemi, and SSANU President, Mohammed Ibrahim, the unions assert that non-teaching staff are not peripheral to the university ecosystem. From bursary and ICT systems, to health centres, laboratories, student affairs, and security services, they maintain that their contributions are critical to the day-to-day operations and strategic development of higher institutions.
“This is not about union rivalry but about fairness and recognition,” the statement read.
“The government must acknowledge the pivotal role of non-teaching staff in the stability and progress of Nigerian universities.”
Beyond Grievances: The Bigger Picture in Labour Relations
What’s unfolding is more than a budgetary squabble—it’s a labour relations crisis rooted in structural inequities and government’s piecemeal approach to industrial negotiations in the education sector.
This is not the first time the federal government has been accused of favouritism towards ASUU. While ASUU has historically been more visible—often engaging in prolonged strikes—the contributions and demands of non-teaching staff are routinely sidelined, despite their own bouts of industrial action.
Labour experts argue that failure to address this perception of imbalance could further entrench division within the university system, creating a two-tiered workforce and exacerbating resentment.
“A demotivated non-academic workforce is a ticking time bomb,” said a labour economist consulted by BRANDECONOMY.
“Without administrative, technical, and service staff, the academic system grinds to a halt.”
A Familiar Path to Industrial Unrest
SSANU and NASU have not yet declared a strike, but their language is unmistakably assertive and signals that industrial action is on the table. The statement’s warning—“A stitch in time saves nine”—underscores the urgency of revisiting the allocation before the situation spirals.
If history is a guide, failure to act could cripple Nigeria’s university system again, just as institutions are grappling with post-strike recovery, student backlog, and increasing demand for digitalisation and global competitiveness.
The BRANDECONOMY View: A Call for a Holistic Reform of University Labour Funding
The crisis highlights a broader governance challenge—the absence of a transparent, needs-based, and inclusive funding model for tertiary institutions. Rather than ad hoc bailouts and segmented disbursements, Nigeria needs a comprehensive policy framework that equitably recognises all categories of staff, aligns with international standards, and promotes harmony.
Moreover, if Nigeria hopes to build globally competitive universities, then equity, transparency, and accountability in staff welfare must be treated as strategic imperatives—not political calculations.
Key Takeaways for Policymakers & Stakeholders:
- JAC demands immediate reversal of the current disbursement formula and an equitable redistribution of the ₦50bn fund.
- Non-teaching staff contributions are indispensable, and continued marginalisation could ignite avoidable strikes.
- The education sector needs a unified labour engagement strategy, not fragmented negotiations that pit unions against each other.
- Universities operate as complex ecosystems—prioritising one segment at the expense of others disrupts functionality and morale.
As the ball now lies in the court of the Federal Government, the decisions made in the coming days will determine whether Nigerian universities move toward recovery and reform—or lurch back into another cycle of industrial paralysis.
Stay with BRANDECONOMY for updates and deep dives into labour policy, education funding, and industrial strategy in Nigeria.
