EFL has continuously engaged in fruitful discussions with its two (2) Unions to ensure a harmonious relationship is always maintained. EFL believes in fair and equitable pay and conditions for the entire workforce and has a solid, consistent track record of always being reasonable, accessible, and prepared to negotiate.

Some 57.56% of EFL employees are members of the two (2) Unions, namely the Fiji Electricity Workers Association (FEWA) and the Construction, Energy & Timber Workers Union of Fiji (CETWUF). Energy Fiji Limited (EFL) has on set intervals engaged with both these unions since 2015 to ensure that the employee’s log of claims (LOC) is addressed amicably, with practical resolutions, in order to maintain a harmonious relationship.

Over the past eight years, we have agreed to increase wages totaling 18% with the most recent being just last year, with a 5% increase.

Throughout 2021 and 2022 when COVID-19 shut down Fiji’s economy, EFL continued to support its workers. While so many companies in Fiji and globally cut their workforce, EFL didn’t terminate any one person.

During Covid the required employer superannuation was reduced to 5% by Government, and EFL continued to contribute 10%.

EFL’s 10% contribution still exceeds the mandatory legislated employer contribution requirement of 7%, providing better retirement outcomes for all EFL workers.

Providing these regular increases, not laying anyone off and exceeding required superannuation contributions, were delivered against a tough backdrop of frozen energy prices (no increases since 2019), rising fuel costs and the challenges of COVID-19, as well as continuing to invest in energy infrastructure to secure Fiji’s energy supply and the essential transition to renewables.

We encourage members of CETWUF to fully inform themselves with the facts before making any decisions that could impact Fiji’s energy supply.

EFL profits – Profits are reinvested to continually improve energy infrastructure and secure Fiji’s electricity supply – this includes the costly but essential transition to renewables.

EFL Board and Management increased the wages of all staff below the Management level by 5% in 2022.

This year, 2023, the EFL Board and Management have agreed to award a further 5% pay increase to all its staff, below the Management level backdated to 1st January 2023.

With this year’s increase, the total increase in wages from 2015 to 2023 will amount to more than 23% compounded.

EFL, as part of good faith bargaining, has continued to engage with both Unions separately over the years.

All the financial claims of the Log of Claims (LOC) are initially costed out and then considered by the Board accordingly after a very thorough discussion based on our affordability to pay, given EFL is a limited liability company with Shareholders.