TOPIC:

COMPARISON OF STRIKE IN MILITARY AND

CIVILIAN/DEMOCRATIC REGIME IN NIGERIA

NAME:

ANIEKWU CHIZOBA JOY

REG NUMBER:

2021/244289

27TH JULY, 2025

A strike refers to a deliberate and temporary stoppage of work by a group of employees aimed at
expressing dissatisfaction with certain workplace conditions or compelling an employer to meet
specific demands. It is a collective action often organized by trade unions or workers’
associations to press for improved working conditions, wages, job security, or to protest against
perceived injustices or unfavorable policies. In the Nigerian context, strikes have become a
prominent feature of industrial relations, serving both as a negotiation tactic and a tool for social
and economic change.

The term “strike” in Nigeria carries deep historical and political significance. The origin of strike
actions in the country can be traced back to the colonial era. One of the earliest and most
significant labor uprisings was the 1945 General Strike, which is widely regarded as the first
major industrial action in Nigeria. This nationwide strike involved over 200,000 workers from
various sectors, including railway, postal services, public works, and others. The strike was
primarily triggered by the colonial government’s refusal to implement a cost-of-living allowance
despite the rising inflation caused by World War II. Although the strike lasted for 45 days and
was eventually called off, it laid the foundation for organized labor in Nigeria and demonstrated
the potential power of unified worker action.

In the post-colonial period, especially after Nigeria gained independence in 1960, strike actions
became more frequent and structured. Trade unions began to grow stronger and more organized.
The Nigeria Labour Congress (NLC) was formed in 1978 to serve as the umbrella body for all
trade unions. Through the NLC and other affiliate bodies like Academic Staff Union of
Universities (ASUU) and National Union of Petroleum and Natural Gas Workers
(NUPENG), strikes have been used not only to press for worker-related demands but also to
resist government policies perceived as anti-poor or unjust. Examples include strikes against fuel
subsidy removals, structural adjustment programs, and delayed implementation of wage
agreements.

The history of strike in Nigeria is also marked by the country’s political transitions. During
military regimes, especially between the 1970s and 1990s, strike actions were largely
suppressed. The military government often responded with decrees, dissolution of union
leadership, or even imprisonment of labor leaders. For example, in the 1980s and 1990s, the
regimes of General Babangida and General Abacha were notorious for issuing decrees that
banned strikes in essential services and for cracking down on protest movements. Despite the
repression, some unions still attempted to organize underground or symbolic strikes, risking
severe penalties in the process.

With the return to democracy in 1999, the environment for strike actions became more open. The
1999 Constitution of Nigeria guarantees the right to peaceful assembly and association, which
includes the right of workers to form unions and engage in collective bargaining. Consequently,
industrial actions became more common and more structured under democratic regimes. Strikes
have occurred in various sectors including education, healthcare, power, oil and gas, and civil
service. In particular, ASUU has conducted several prolonged strikes over issues like funding,
welfare, and autonomy of universities.

Nevertheless, while strikes have brought attention to the plight of workers and sometimes
resulted in policy changes or concessions, they have also disrupted economic activities and
essential services, especially when they occur in critical sectors. This dual effect has made the
history of strike in Nigeria a subject of both support and criticism, depending on one's
perspective.

TYPES OF STRIKE IN NIGERIA

In Nigeria, various forms of strike exist, each with its own characteristics and implications. The

following are the most common types:

1. General Strike: This involves workers across different sectors nationwide. It is usually

coordinated by umbrella labor unions like the NLC to protest national policies or

systemic issues affecting the labor force.

2. Warning Strike: A short-term industrial action used as a preliminary signal to

management or government. It often lasts between 24 to 72 hours and serves as a form of

alert before a full-blown indefinite strike.

demands of workers in another. This form of solidarity is common among public sector

unions.

4. Wildcat Strike: These are spontaneous strikes not officially sanctioned by labor union

leadership. They often occur in response to sudden or unexpected actions by employers.

5. Sit-Down Strike: In this type, workers report to their workplace but refuse to work. It is a

way of halting operations without completely vacating the premises.

6. Go-Slow: Employees report to work and carry out their duties at a deliberately slow pace

to reduce productivity and pressure the employer without halting work entirely.

Each of these strike types reflects the diverse strategies workers adopt to express dissatisfaction

and press home demands. The choice of strike type often depends on the urgency of the issue,

organizational culture, union leadership, and perceived response from employers or authorities.

REQUIREMENTS FOR STRIKE IN NIGERIA

Strikes in Nigeria are guided by legal frameworks to ensure they are carried out responsibly and

within the boundaries of the law. The major legal document governing industrial disputes in

Nigeria is the Trade Disputes Act (CAP T8, LFN 2004). The key requirements include:

 Declaration of Trade Dispute: Workers must first notify the employer of a grievance and

formally declare a trade dispute.

 Referral to the Industrial Arbitration Panel (IAP): If no resolution is achieved through

dialogue, the dispute must be referred to the IAP or National Industrial Court.

 Notice of Strike: A strike can only proceed after a formal notice is given. This notice

must allow time for conciliation or arbitration. In most cases, a 15-day strike notice is

required.
  Balloting by Union Members: A majority of union members must vote in favor of the

strike to ensure it reflects the collective will.

 Avoidance of Essential Services: Strikes in essential sectors such as health, security,

aviation, and water must follow stricter rules. Failure to do so may render the action

illegal.

 Exhaustion of Dispute Resolution Mechanisms: Workers must demonstrate that all

peaceful mechanisms such as mediation, conciliation, and arbitration have been

exhausted before embarking on a strike.

Failure to meet these requirements could lead to sanctions against the union or employees, such

as loss of pay, legal prosecution, or even dismissal. Therefore, unions typically work within these

guidelines to ensure legitimacy.

CAUSES/SOURCES OF STRIKE IN ORGANIZATIONS

Strike actions are usually not sudden; they result from prolonged dissatisfaction,

mismanagement, or failure of institutions to address key worker concerns. The following are

common causes:

 Poor Remuneration: One of the most frequent triggers of strikes is inadequate salaries,

lack of allowances, and failure to review pay in line with inflation.

 Delayed Salary Payments: Public and private sector workers alike often embark on

strikes due to non-payment or irregular payment of wages.

 Unfavorable Working Conditions: Lack of safety equipment, poor infrastructure,

inadequate staff welfare, and overcrowded offices can lead to discontent.

 Job Insecurity: Arbitrary layoffs, lack of promotion, and contract-based employment

foster fear among staff, prompting resistance through strike actions.

active members, it can provoke solidarity strikes across departments or sectors.

 Lack of Communication: Poor communication between management and employees

leads to mistrust and frustration, escalating into strikes.

 Refusal to Bargain Collectively: Employers who ignore union negotiations or refuse to

implement collective agreements often face industrial actions

METHODS OF PREVENTING/RESOLVING STRIKE ISSUES IN ORGANIZATIONS

Strikes can disrupt productivity, damage reputation, and weaken trust within an organization.

Thus, organizations must adopt proactive and responsive methods to prevent or resolve them:

1. Effective Communication: Establishing open communication channels between

employees and management ensures grievances are addressed early.

2. Periodic Review of Compensation: Organizations should conduct regular reviews of

salary structures and incentives to match economic realities and worker contributions.

3. Involvement in Decision-Making: Workers should be involved in decisions that affect

their welfare, such as policy changes, restructuring, or layoffs.

4. Prompt Implementation of Agreements: Failure to implement signed agreements

undermines trust. Employers must honor commitments on time.

5. Training in Conflict Resolution: Managers and union leaders should be trained in

negotiation and mediation to manage tensions before they escalate.

6. Government Intervention: In public institutions, agencies like the Ministry of Labour or

the Industrial Arbitration Panel can mediate disputes before strikes begin.

7. Establishment of Grievance Committees: Internal committees for handling disputes

should be functional, fair, and transparent.

support services to reduce personal and workplace stressors.

COMPARISON OF STRIKE IN MILITARY AND CIVILIAN/DEMOCRATIC REGIME

IN NIGERIA

The character, prevalence, and government response to strike actions in Nigeria have varied

notably between military and civilian or democratic regimes. These differences are largely

shaped by the governing ideologies, leadership style, legal frameworks, and political climate of

each era.

During military rule, which dominated a significant portion of Nigeria’s post-independence

history, strike actions were heavily restricted and met with harsh resistance. Military

governments operated with an authoritarian structure that suppressed civil liberties, including the

right to protest, associate freely, or organize labor movements. The regime’s emphasis on

discipline and order meant that any form of dissent, including industrial actions, was perceived

as subversive and intolerable.

Strikes during this period were often criminalized, and labor unions found themselves at constant

risk of government interference. Union leaders were routinely harassed, detained without trial, or

dismissed from service. Notable examples include the regimes of General Ibrahim Babangida

and General Sani Abacha, where government reactions to industrial unrest were characterized by

mass arrests, dissolution of union structures, seizure of union assets, and outright bans on strike

activities. The issuance of decrees such as Decree No. 2 (which allowed for indefinite detention

without trial) and Decree No. 4 (which curtailed press freedom) further strengthened the state’s

grip and created an atmosphere of fear among workers.

victimization, or even job loss. Industrial actions were fewer but often more symbolic than

impactful, as the repressive environment discouraged full-scale labor mobilization. The state's

intolerance left little room for negotiation, and demands from unions were either ignored or

repressed through force.

In contrast, the return to democratic governance in 1999 ushered in a more liberal and rights-

based approach to industrial relations. Under the civilian government, the constitutional

guarantee of freedom of association, expression, and peaceful assembly provided a legal

foundation for the existence and operation of trade unions. The 1999 Constitution of the Federal

Republic of Nigeria, along with supporting labor laws, recognizes the right of workers to

unionize and engage in collective bargaining, including resorting to strikes as a last option.

As a result, strikes became more frequent, better coordinated, and more impactful in the

democratic era. Labor unions such as the Nigeria Labour Congress (NLC), Trade Union

Congress (TUC), and Academic Staff Union of Universities (ASUU) gained renewed strength,

often organizing nationwide strikes to demand improved wages, better working conditions, and

the implementation of previously signed agreements. Unlike during military rule, the

government is more likely to engage in dialogue, negotiation, and arbitration to resolve labor

disputes.

Nonetheless, while democratic regimes have shown greater tolerance for strike actions, there are

still instances of friction between labor and government. Authorities sometimes declare strikes

illegal, threaten union leaders with sanctions, or enforce the “no work, no pay” policy. Even so,

democratic administrations generally resort to legal and institutional mechanisms, such as

intimidation, to manage industrial unrest.

Interestingly, the frequency of strike actions in democratic Nigeria has been considerably higher

than during military regimes. This rise can be attributed to the expanded civil space, increased

awareness of labor rights, and growing frustration over the government’s failure to meet

socioeconomic demands. Democratic governance has raised public expectations, and when these

are not fulfilled, workers are more likely to resort to industrial actions as a form of pressure.

In summary, the major distinction lies in the response mechanisms: while military regimes

silenced strike actions through repression and coercion, democratic governments accommodate

such actions within the framework of law and dialogue. Strikes have thus evolved from being

suppressed expressions of resistance under authoritarian rule to becoming legitimate tools for

negotiation and policy engagement in the democratic era.