How PENGASSAN and Dangote Can Prevent Future Strikes

Strikes in Nigeria’s oil and gas sector aren’t new, but each one comes with a heavy cost. When PENGASSAN and a major player like Dangote clash, it doesn’t just stop work; it hits fuel supply, jobs, prices, and investor confidence. 

The latest dispute raises a simple question: how do we stop this from happening again? This article shows how PENGASSAN and Dangote can transition from confrontation to cooperation, safeguard workers’ rights, and maintain refinery operations without disruption.

Here are simple and practical ways PENGASSAN and Dangote can use to avoid future strikes:

1) Sign a standing cooperation agreement

Both sides should sign a brief agreement that clearly states three key points: workers are free to join or not join a union, management will not penalise anyone for engaging in union activity, and the union will raise issues through established channels before taking any action. 

Include the names, dates, and phone numbers of the contact persons on both sides in the document to avoid confusion.

2) Create one joint committee that meets every two weeks

Set up a small committee with equal numbers from management and the union, plus one observer from the Labour Ministry for the first six months. Give it one job: find problems early and fix them fast. Keep minutes for every meeting and share a one-page summary with both teams so that everyone is aware of what was agreed upon.

3) Use an “early-warning” ladder for disputes

Agree on a simple three-step ladder:

• Step 1: The Supervisor and shop steward try to solve the issue within 48 hours.
  
• Step 2: HR lead and union branch chair meet within 72 hours.
  
• Step 3: If no solution, both sides go to mediation at the Labour Ministry within seven days.
  No strike, no lockout while the ladder is active.
  

4) Make access and recognition rules very clear

Write down when and where union officers can meet members on site (for example, lunch time in a meeting room once a week). Agree on how workers sign up, and how dues are deducted if the law’s threshold is met. Clear times and places remove 90% of the tension.

5) Protect people from retaliation

State in plain words that no one will be transferred, suspended, or downgraded because of union activity. If an action is disputed, pause it for 72 hours and let the joint committee review it quickly. If there is no agreement, seek a ruling from the Ministry.

6) Tie safety to cooperation, not conflict

List the units that must never shut down for safety reasons, and name the managers in charge. Train union reps and supervisors together on safety drills and incident reporting. When safety is everyone’s job, it cannot be used as a weapon by either side.

7) Share valid data on a schedule

Every month, management should share a concise dashboard with the union, including staffing levels, overtime, near-miss safety reports, training hours, and any planned changes to shifts. The union shares a summary of member concerns. No surprises means fewer crises.

8) Fix complaints with deadlines and owners

For each complaint, write one line with the problem, the person who will fix it, and the deadline. Track it on a shared sheet. Close it or explain the delay at the next meeting. Minor problems disappear when they are acknowledged and addressed.

9) Invest in people and managers

Run joint training: leadership for supervisors, workplace rights for union reps, and conflict skills for both sides. Implement a “buddy system” where a manager and a union representative resolve one minor issue together each month. Trust grows through action, not through speeches.

10) Plan for pressure seasons

Before peak periods (turnarounds, audits, major deliveries), hold a 30-minute “readiness meeting” to confirm manpower, shifts, transport, and hot spots. Agree on a hotline for quick decisions. Good planning prevents last-minute blowups.