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As Namibia’s mining sector attracts new investment and embraces digitalisation, the Mineworkers’ Union of Namibia (MUN) is taking an increasingly assertive stance to ensure workers benefit from the industry’s rapid transformation. The union, led by its general secretary, is positioning itself as a central player in national policy debates, demanding greater local control and worker protections amid a wave of technological change.
The union has publicly backed the government’s push for a 51% state stake in new mining projects. The MUN frames its support not as a populist measure, but as a mechanism to embed skills transfer, local value addition, and long-term social investment into project development from the outset. This policy position is a direct response to decades of what the union calls resource extraction that has left many miners in poverty.
Labor Disputes and Policy Interventions
The MUN has actively challenged corporate actions it views as detrimental to its members. At the Sinomine Tsumeb Smelter, the union opposed a “voluntary separation scheme” (VSS) that threatened up to 650 jobs. The MUN escalated the matter, alleging the company’s plan was a circumvention of fair labour procedures. This led to a significant victory for the union on July 9, 2025, when the Minister of Justice and Labour Relations invoked Section 80 of the Labour Act to suspend the scheme, validating the union’s demand for good-faith consultation.
The union has also condemned alleged union-busting tactics at companies like Swakop Uranium, asserting that a globally competitive mining sector requires strong, independent worker representation.
Securing Wages and Future Skills
On the ground, the MUN is using structured social dialogue to secure tangible gains for its members. A multi-year wage agreement at Rössing Uranium serves as a key example. The deal secured salary increases of 7% in 2024, followed by 6% in 2025 and 2026. This agreement includes provisions for all bargaining unit employees, including L-band staff, providing predictable wage growth amid cost-of-living pressures.
Recognising the shift towards automation and green minerals, the union’s focus extends beyond wages. It has established a five-point framework for what it calls a “just transition,” emphasising:
- Consultation: No technological changes without union input, including risk assessments and retraining pathways.
- Wage Protection: Multi-year wage agreements with indexation floors and productivity-sharing mechanisms.
- Skills Development: Capital projects must include funded upskilling tied to local employment targets.
- Union Rights: Zero tolerance for union interference.
- Equity Enforcement: Enforcement of the Affirmative Action Act to ensure a fair labor market.
The MUN also runs the NAMIT EduFund, providing grants to students from mining families to prepare them for future opportunities in the green minerals economy, linking current bargaining power to future human capital development. This strategic approach highlights the union’s broader mandate to secure both immediate economic benefits and long-term opportunities for its members and their families.
