‘What a shame’: Union accuses EFL of bad faith, warns strike will proceed

The Construction Energy and Timber Workers Union of Fiji (CETWUF) has accused Energy Fiji Limited (EFL) of acting in bad faith after the company implemented salary increases and benefits for workers represented by the Fiji Electricity Workers Association (FEWA), amid an ongoing strike mandate by CETWUF members.

CETWUF national secretary John Paul yesterday criticised the move, saying it discriminated against the majority of EFL workers who belong to his union.

“What a shame. This is a Bad Faith and a ruthless employer who chooses to give a small group of its workers a salary increases who are members of an in-house union amidst a strike mandate from majority of workers in EFL who members of our union are,” Mr Paul said.

He said EFL’s decision amounted to discrimination against what he described as ordinary Fijian workers.

“By doing so they have discriminated a majority of common Fijian workers in EFL,” he said.

Mr Paul warned that if the situation was not addressed, the planned industrial action would go ahead.

“If this is the case than the planned strike will go ahead on the 15th,” he said.

EFL recently confirmed it had concluded the 2025 Log of Claims negotiations with FEWA, resulting in an agreed salary increase and additional benefits. The salary increment took effect from the second pay cycle of 2026 and was backdated to January 1, 2026, pending formal documentation.

FEWA represents EFL employees across three categories — tradespersons, staff and senior staff.

EFL chief executive officer Fatiaki Amoe Gibson said the agreement provides a five per cent increase in base salary and allowances, additional employer Fiji National Provident Fund contributions for eligible workers based on years of service, and provisions allowing the use of unused sick leave from the previous two years in the current year.

He said the agreement also introduces 24-hour personal accident insurance for tradespersons, including live-line linespersons, along with other negotiated benefits.

“Both parties reached agreement in principle in December 2025 on several key claims advanced by FEWA,” Mr Gibson said.

“In the spirit of mutual trust and good-faith bargaining, EFL implemented the agreed salary increment and associated benefits in the second pay cycle of this year, backdated to January 1, 2026, pending formal documentation.”

Mr Gibson said the early implementation reflected a shared understanding that agreements reached in principle would be honoured and formalised without delay.

He added that the additional employer FNPF contribution would strengthen employees’ retirement savings and long-term financial security.

The Memorandum of Agreement, executed on January 30, 2026, formally records the terms settled in December 2025. Eligible employees received the new entitlements during the first two pay cycles of 2026.

“This outcome reflects the strong and respectful working relationship between EFL and FEWA, grounded in transparency, trust and adherence to established collective bargaining processes,” Mr Gibson said.