Nigerian Doctor Calls Out NANNM to End the Era of ₦50,000 Nurse Salaries in Private Hospitals
Lagos, Nigeria – 27 March 2026
A prominent Nigerian doctor has sparked widespread debate in the health sector by urging the National Association of Nigerian Nurses and Midwives (NANNM) to establish and enforce minimum salary standards for nurses working in private hospitals.
Dr Afolarin, in a widely shared post on X (formerly Twitter), criticised the persistent practice of offering qualified registered nurses monthly salaries as low as ₦50,000, describing such offers as “absolutely ridiculous”.
“No hospital will offer any doctor less than ₦2,000 per hour or less than ₦350,000 monthly,” he wrote. “But I keep seeing these ridiculous offers of ₦50,000 for nurses. Nurses association really needs to set standard rates for their colleagues in private practice.”
👉 Join our Whatsapp channel Here
The comment has resonated strongly among nurses, many of whom report similar experiences of low pay, extended shifts, and limited career progression in the unregulated private sector.
The Reality of Nurse Remuneration in Nigeria
Salary levels for nurses in Nigeria vary significantly between the public and private sectors.
In federal and state government facilities, nurses are paid according to the Consolidated Health Salary Structure (CONHESS), which provides a more structured scale with additional allowances. Entry-level registered nurses often earn between ₦100,000 and ₦150,000 monthly, rising with experience and rank.
In contrast, compensation in private hospitals is highly variable and frequently lower, especially in smaller or mid-tier facilities. Reports indicate that some entry-level or less-experienced registered nurses receive offers between ₦50,000 and ₦90,000 per month. Mid-level nurses (3–5 years’ experience) typically earn ₦100,000–₦200,000, while senior or specialist nurses in premium private hospitals in cities such as Lagos and Abuja can command ₦250,000 to over ₦500,000.
Industry observers note that the influx of unregulated auxiliary staff has contributed to the downward pressure on professional wages, as some facilities opt for cheaper labour over fully qualified registered nurses and midwives.
Impact on Retention and Patient Care
Low remuneration in the private sector is widely regarded as a key driver of Nigeria’s ongoing health workforce crisis. Between 2022 and 2024, approximately 42,000 Nigerian-trained nurses emigrated, with a significant proportion moving to the United Kingdom, where entry and mid-level nurses can earn the equivalent of ₦3 million to ₦4 million monthly, alongside better working conditions and professional development opportunities.
Those remaining in Nigeria often face heavy workloads, frequent shift duties, and take-home pay that struggles to cover rising living costs, transport, and professional development expenses. Many experienced nurses describe the situation as unsustainable, prompting what has become known in local parlance as the “japa” syndrome — mass emigration in search of dignity and fair reward.
A Call for Professional Leadership and Regulation
Health sector experts argue that professional associations have a critical role in protecting members’ welfare. While medical associations have historically defended minimum pay thresholds for doctors, the nursing profession is said to lack similar enforceable standards in the private domain.
NANNM and the Nursing and Midwifery Council of Nigeria (NMCN) have previously advocated for improved allowances and implementation of CONHESS reviews in the public sector. However, calls are now growing for the association to extend its focus to private practice by developing clear minimum wage guidelines, promoting collective bargaining, and collaborating with hospital owners on standardised remuneration frameworks.
Advocates emphasise that fair pay is not only a matter of professional dignity but essential for retaining skilled nurses, reducing brain drain, and safeguarding the quality of care in Nigeria’s healthcare system, which already faces significant staffing shortages.
Fellow Nurses Africa welcomes this public intervention and urges NANNM leadership, private hospital proprietors, regulatory authorities, and the Federal Ministry of Health to engage constructively on this issue. Establishing transparent salary benchmarks could help professionalise the sector, discourage exploitation, and support long-term workforce stability.
Nurses and other health professionals are encouraged to share verified experiences through recognised channels to inform evidence-based advocacy.
👉 Join our Whatsapp channel Here
Fellow Nurses Africa is the independent voice of African nursing, we educate, inform and support nurses across Africa.
Charles Wealth is an accomplished healthcare administrator with decades of hands-on experience across various healthcare organizations in Nigeria and beyond. Known for his strategic leadership, operational excellence, and deep commitment to advancing the nursing profession, Charles brings a wealth of expertise to healthcare management, policy, and professional development.
As a co-founder and Editor at Fellow Nurses Africa, he plays a pivotal role in shaping content that educates, inspires, and unites nurses across the continent. His editorial vision focuses on amplifying the voices of nurses, highlighting best practices, addressing contemporary challenges in healthcare, and promoting professional growth within the nursing community.
With a strong background in healthcare administration, Charles is passionate about bridging the gap between clinical practice and effective leadership. He continues to contribute significantly to the development of robust healthcare systems and the empowerment of nurses through knowledge sharing and advocacy.
