Employees of the Nigerian National Petroleum Company Limited are reportedly uneasy following the introduction of a new staff exit initiative aimed at employees approaching retirement before 2030.
The programme, approved by the company’s management under the leadership of Group Chief Executive Officer Bashir Bayo Ojulari, includes an Accelerated Exit Scheme (AES) and a Voluntary Exit Scheme (VES) as part of efforts to reposition the state-owned energy company into a more commercially competitive organisation.
According to an internal memo obtained by THE WHISTLER, the AES is designed for employees expected to retire by 2026, while the VES targets workers due for retirement in 2027 as well as senior staff on grade level SS1 scheduled to retire between 2028 and 2030.
Ojulari explained that the initiative forms part of the company’s wider transformation agenda focused on workforce restructuring, operational efficiency and long-term sustainability.
He stated that the company had begun recalibrating its structure over the past year and stressed the need for the workforce to evolve in line with NNPCL’s future ambitions.
The memo added that the programme was introduced to ensure a smooth workforce transition while creating room for organisational renewal and improved competitiveness in the energy sector.
Despite management’s assurances, the move has generated concerns among workers, with many interpreting it as the beginning of a broader downsizing exercise.
Some employees who spoke anonymously described the atmosphere within the organisation as tense, saying terms such as “renewal” and “alignment” often signal looming job cuts.
One employee said the programme, though presented as voluntary, suggests a significant reduction in staff strength could eventually follow.
Responding to the concerns, NNPCL’s Chief Corporate Communications Officer, Andy Odeh, dismissed claims that the scheme was designed to force employees out of the company.
Odeh said the initiative is entirely voluntary and open to eligible workers who may wish to retire earlier than scheduled.
According to him, staff members who choose not to participate will continue their careers normally without any pressure from management.
He further explained that similar early exit arrangements are common in corporate organisations and are often introduced to allow employees pursue personal interests while helping companies bring in younger talent and new skills.
Odeh maintained that the scheme was created to provide flexibility for employees and support NNPCL’s long-term transformation strategy, insisting that no worker is being compelled to leave the organisation.
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