In Nigeria, the police force is meant to be the bulwark of law and order, entrusted with the formidable responsibility of protecting citizens and upholding justice. Yet, despite the high expectations and critical role they play, many Nigerian police officers are grappling with salaries that do not reflect the true demands of their jobs.
As of January 2025, the salary structure is stark: a Constable earns about ₦43,293 per month, a Corporal around ₦44,715, a Sergeant approximately ₦48,540, and an Inspector about ₦87,135. Even as officers move up the ranks—with an Assistant Superintendent of Police (ASP) starting at around ₦127,604, a Deputy Superintendent (DSP) earning roughly ₦140,000, and a Superintendent of Police (SP) at about ₦161,478—the wages remain modest. At the higher echelons, a Chief Superintendent earns roughly ₦171,023, an Assistant Commissioner of Police (ACP) starts at around ₦199,723, while a Deputy Commissioner and a Commissioner earn about ₦302,970. Even the top-ranking officers are not spared; an Assistant Inspector General (AIG) earns around ₦499,751, a Deputy Inspector General (DIG) earns approximately ₦546,572, and the Inspector General of Police (IGP) takes home around ₦711,498 monthly.
When juxtaposed with the rising cost of living, rampant inflation, and the increasingly complex security challenges Nigeria faces, these figures paint a picture of chronic under-compensation. It is not merely a matter of numbers on a paycheck; it is about the human lives behind those numbers—dedicated professionals expected to work under strenuous conditions, often without the necessary financial security to live decently or support their families.
The Economic Reality of Nigerian Policing
Consider the situation of a Constable earning ₦43,293 a month. This amount is scarcely enough to cover basic expenses in many parts of Nigeria, where food, housing, education, and healthcare costs have been on a relentless upward trajectory. For many officers, this salary forces them to confront difficult choices between serving the public and making ends meet. The financial strain can lead to low morale, reduced efficiency, and, in some cases, a vulnerability to corruption. It is a tragic irony: those tasked with ensuring national security are themselves in precarious economic conditions, unable to access the financial stability that many take for granted.
Moreover, the salary progression within the force does little to mitigate these challenges. Although a higher rank, such as an Inspector or Deputy Superintendent, commands a better salary, the increase is marginal compared to the escalating cost of living. Even the top echelon, represented by the IGP at ₦711,498, is far removed from the living standards expected of someone in such a pivotal leadership role. While the IGP’s salary might seem substantial on paper, the broader context of Nigeria’s economic challenges—including inflation rates that sometimes soar above 15%—renders these figures inadequate in ensuring a comfortable standard of living for officers and their families.
Consequences of Underpayment
Underpayment within the police force extends beyond mere financial inadequacy; it has profound implications for morale, efficiency, and institutional integrity. Studies have shown that inadequate salaries contribute to widespread job dissatisfaction, demotivation, and a greater likelihood of engaging in corrupt activities (Katsinde Tapfuiwa, 2021). The economic strain on officers, forces many to seek alternative sources of income, often leading to unethical practices such as extortion and bribery. This, in turn, corrodes public trust in the police, exacerbating the very security issues they are meant to combat (Holmes, 2020).
Furthermore, underpayment results in high attrition rates as many skilled officers leave the force in pursuit of better opportunities elsewhere. A study on police job satisfaction revealed that officers with lower pay experience heightened stress levels, reducing their efficiency in crime prevention and response (Uzor et al., 2024). This “brain drain” weakens the institution, leaving a security gap that criminals exploit. In regions with increasing cyber threats and organized crime networks, the loss of experienced officers presents a significant challenge to maintaining law and order (Kumar, 2020).
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A Call for Comprehensive Reform
Addressing the financial struggles of Nigerian police officers requires a holistic reform strategy that goes beyond salary adjustments. Comparative studies show that improving law enforcement remuneration in conjunction with enhanced working conditions yields better outcomes in terms of morale, operational efficiency, and institutional loyalty (Singh, 2020). In Singapore and Georgia, for instance, significant reductions in police corruption were achieved by improving salaries, restructuring career incentives, and enforcing strict accountability measures (Quah, 2019).
For Nigeria, a salary review must take into account inflation, regional cost-of-living differences, and the need to attract and retain high-quality personnel. Studies indicate that police officers working under a performance-linked incentive structure are more likely to demonstrate professionalism and efficiency (Rusetuka, 2023). Lessons from Kenya’s National Police Service suggest that better remuneration combined with fair promotion systems and a transparent career progression framework reduces internal corruption and improves service delivery (Otory & Kiiru, 2020).
Investing in Human Capital
Investment in police human capital must extend beyond salary increments. A study conducted in Ghana found that non-monetary benefits—such as comprehensive health insurance, pension schemes, and regular training programs—greatly enhance officers’ job satisfaction and commitment (Ephraim, Mwinsori & Robertson, 2020). Providing modern policing tools, psychological support systems, and career development opportunities has proven to enhance job satisfaction and overall performance (Ndero, Kimamo & Mwaura, 2024).
A focus on skill enhancement is equally essential. Officers must be equipped with specialized training in emerging crime areas such as cybercrime, counter-terrorism, and forensic investigations (Roy & Islam, 2024). In Malaysia, police officers undergoing continuous training programs reported higher job satisfaction and greater adaptability to modern policing challenges (Izdihar, Latiff & Yunus, 2023). Nigeria must adopt similar approaches to ensure its police force remains competent and well-prepared for evolving security threats.
Public-Private Partnerships and Community Involvement
Enhancing police effectiveness is not solely the responsibility of the government. A collaborative approach that involves public-private partnerships, civil society organizations, and community-led policing initiatives is crucial. Studies have shown that involving local communities in police oversight improves accountability and strengthens public confidence in law enforcement institutions (Enweremadu, 2019).
A study in Uganda revealed that greater public scrutiny and transparent governance mechanisms within law enforcement agencies significantly reduced cases of bribery and misconduct (Muganzi Rusetuka, 2023). By integrating technology-driven solutions such as real-time citizen reporting platforms and independent oversight bodies, Nigeria can foster a more accountable and people-centered police force (Venard, Baruch & Cloarec, 2023).
Addressing the underpayment of Nigerian police officers requires a comprehensive and multi-faceted approach. By improving salaries, investing in human capital, fostering public-private collaborations, and implementing robust accountability measures, Nigeria can build a professional, motivated, and trusted police force capable of effectively safeguarding national security.
Conclusion: A Vision for the Future
The current salary structure of the Nigerian police force, characterized by modest compensation at all levels—from a Constable earning ₦43,293 to an IGP earning around ₦711,498—reflects a systemic undervaluation of the critical role these officers play. This undervaluation not only affects the financial well-being of the officers but also undermines the integrity, morale, and operational effectiveness of the police force as a whole. The consequences are far-reaching: diminished public trust, increased vulnerability to corruption, and a weakened capacity to tackle modern security challenges.
A comprehensive review of police salaries, coupled with extensive reform and retraining programs, is imperative. By investing in competitive remuneration, modern training, and robust accountability measures, Nigeria can create a police force that is not only well-compensated but also highly motivated, skilled, and trusted by the public. The transformation of the police force is essential for fostering a safer, more secure Nigeria, where the rule of law is upheld by professionals who are empowered to protect and serve with dignity and integrity.
Reforming the Nigerian police force is not merely an administrative necessity—it is a moral imperative. The safety and security of millions depend on the effectiveness of these officers. By rethinking compensation and investing in comprehensive reforms, Nigeria has the opportunity to transform its policing system, elevate public trust, and ultimately build a more just and secure society for all.
References
Ephraim, L., Mwinsori, E. & Robertson, T.A. (2020). Investigating the effects of public experiences of police corruption on public trust in the police in Ghana. The International Journal of Humanities & Social Studies.
Enweremadu, D.U. (2019). Understanding police corruption and its effect on internal security in Nigeria. Internal Security Management in Nigeria.
Holmes, L. (2020). Police corruption. Oxford Research Encyclopedia of Criminology and Criminal Justice.
Izdihar, A.F., Latiff, D.S.A. & Yunus, N.M. (2023). Unraveling the impact of job stress, work-life balance and work environment on job satisfaction: A study on Malaysian Anti-Corruption Commission Investigation Officers. Information Management and Business Review.
Katsinde Tapfuiwa, J. (2021). Police officers’ perceptions about corruption in Zimbabwe. International Journal of Public Policy and Development Studies, 12(11), pp. 22-35.
Kumar, T.V. (2020). The influence of demographic factors and work environment on job satisfaction among police personnel: An empirical study. International Criminal Justice Review, 31(59), pp. 59-83.
Muganzi Rusetuka, E. (2023). Effects of low pay on staff performance in the Uganda Police Force. International Journal of Social Science and Human Research.
Ndero, P., Kimamo, C. & Mwaura, L. (2024). Psychological well-being and job satisfaction of Kenyan police officers. International Journal of Psychology.
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Quah, J.T.S. (2019). Combating police corruption in five Asian countries: A comparative analysis. Asian Education and Development Studies.
Roy, P.C. & Islam, M.S. (2024). The impact of job stress on the mental health and well-being of police: A study on Chattogram, Bangladesh. International Journal of Research and Innovation in Social Science.
Rusetuka, M. (2023). Effects of low pay on police morale and performance. International Journal of Law Enforcement Studies.
Singh, D. (2020). Investigating corruption in the Afghan Police Force. Oxford Research Encyclopedia.
Uzor, N., Adegbola, E., Jacob, A., Chukwuma, N. & Abdullahi, A. (2024). Impact of job satisfaction on personal growth in the Nigeria Police Force. International Journal of Advanced Studies in Business Strategies and Management.
Venard, B., Baruch, Y. & Cloarec, J. (2023). Consequences of corruption: Determinants of public servants’ job satisfaction and performance. The International Journal of Human Resource Management, 34, pp. 3825-3856.