The ongoing dispute between Dangote Petroleum & Petrochemicals and the Petroleum and Natural Gas Senior Staff Association of Nigeria (PENGASSAN) has drawn expert concerns over workers’ rights, adherence to due process, and the potential impact on investor confidence in Nigeria’s oil and gas sector.
Daiyabu Yuguda, Depot and Logistics Officer at Dangote Industries Limited, said dialogue remains the most effective path to resolving the refinery dispute. He stressed that unionisation should not be viewed as a threat but as a stabilising force for both workers and investors.
“Unionisation is essential for protecting workers’ rights, promoting fair wages, and improving working conditions,” Yuguda said. “Investors require a stable and predictable environment to commit to critical infrastructure projects. Unionisation can contribute to this stability by providing a framework for resolving labour disputes and boosting worker morale.”
He added that critical national infrastructure must be managed responsibly to prevent disruptions to essential services, urging government, private investors, and unions to work together to balance labour rights with national priorities.
Olusegun Ifade, a people consultant and culture transformation strategist, underscored the need for the dispute to be guided strictly by the rule of law rather than emotions. “Industrial relations are not about sentiment; they are about structure, process, and the rule of law,” he stated.
Ifade noted that the legality of recent dismissals at Dangote sits at the heart of the conflict. “Were the terms of their contracts respected? Was the Labour Act followed to the letter? Can employees be dismissed for exercising their constitutional right to join a trade union?” he asked.
He warned that attempts to prevent unionisation through mass dismissals could erode management credibility in Nigeria’s labour market. “Anything outside the framework of due process undermines not only employees’ rights but also the credibility of management practices,” he said.
Speaking directly to HR leaders and executives, Ifadeurged reflection on the lessons of the dispute. “Are we building organisations that thrive on due process, or are we risking instability by sidelining it?” he posed. He stressed that due process is not optional but remains the foundation of sustainable industrial harmony.
Both experts agreed that dialogue and strict adherence to due process are the only viable paths to resolving the standoff and averting a strike that could further strain Nigeria’s fragile economy.
