In terms of payment of salaries of Beninese Army personnel, the principle with regard to all civil servants is the payment on time.Bbut it has happened in the history of Benin to observe delays in the payment of the remuneration of military personnel [1]. Though this situation is not frequent the reasons in most cases is linked to the administrative slowness of the public treasury in charge of making funds available.[2].[3] Obviously this remains a temporary situation, as it has not been observed since 2017 [3].

The payment of military salaries may occasionally be delayed but there is no deduction in salary. [1].[2] They rather get an increase. The Council of Minister has made this a reality in 2022, when the President had decided to grant them an increase. Article 2 of the decree No. 2022-701 specifies that the granting of the salary increase is detached from the rank and function of the civil servant, and occurs only on the agent’s income. [3]

In accordance with section II-chapter II of the Law No. 2020-19 of july 3, 2020 relating to the special status of personnel of the Beninese armed forces, the personnel is entitled to a remuneration including a balance subject to pension deduction as well as benefits attached to the nature of the missions entrusted to him [1]. This remuneration includes the pay which is fixed according to the rank; all bonuses and additionnal compensation set in accordance with the law [2]. The index scales applicable to the pay of officers, non-commissioned officers are set by decree taken by the Council of Ministers [3].

In the defence sector, salaries are generally paid before the 5th of the month. However, salaries are sometimes delayed by 10 to 15 days. [1] [2]

Staff are paid the correct salaries as shown on their pay slips. [1] [2]

The payment system has been published, It is found in the floodgates of the human resources department of the Ministry of Defence . This is an official document called “Salary scale within the Burundi National Defence Force”, but this document has major gaps in that the allocation component remains unclear. The pay scales for all grades, broken down by seniority, are nevertheless published. Moreover, the compensation calculation system is not transparent. Even the remuneration of administrative staff, those of the chain of command, like those of the control services are not separated . [1] [2]

The payment system for personnel, particularly within the Ministry of Defense, exists but faces significant delays and lacks transparency [1]. While there is a structured payment system for military personnel, payments related to various allowances and expenses are occasionally delayed due to logistical and administrative issues, especially during periods of budget constraints [2]. However, these delays typically do not exceed three months in most cases [1]. On the other hand, base salaries are very regular and unquestioned, being paid on time without issue [2].

The payment system for personnel within the Ministry of Defense, while structured, faces accuracy issues, particularly with allowances and additional payments. While base salaries for military personnel are typically paid on time, discrepancies in allowances often arise due to administrative inefficiencies, outdated payroll systems, and inconsistent record-keeping. Additionally, there is no clear, published payment schedule, making it difficult for personnel to predict when payments will be made. This lack of transparency increases the risk of overpayments or underpayments [1] [2]. However, arbitrary adjustments and corruption practices can affect the accuracy of payments, particularly concerning allowances and bonuses. Indeed, military commanders sometimes misappropriate these allowances when they are not paid directly to the beneficiaries. Allowance fraud also involved inflating the number of staff members, including those on leave, deserters, or long-term sick people. [3] [4]

The allowances designated for civilian and military personnel are generally known by the respective beneficiaries. Official memos and decrees delineate the criteria for eligibility as well as the methodologies for calculation [1] [2] [3]. However it is not openly published.

Ivorian military personnel are paid regularly. They are the first civil servants to receive their salaries, as they are in a high-risk profession [1, 2].

The basic salaries of Ivorian military personnel are paid in full and regularly [1, 2, 3].

Soldiers receive individual pay slips, but the payment system, including salary scales by rank, details of individual pay calculations, and entitlements (benefits) and special allowances, are not published [1, 2].

Salaries are usually paid on time. There has however been persistent delays in the release of Peacekeeping allowances with some peacekeepers not receiving their allowances several months after their return to Ghana. The management of troops peacekeeping allowances has been associated with allegations of corruption involving senior commanders. (1)(2)(3)

Salaries are usually accurate. Allowances from peacekeeping are however subject to massive inacuracy with commanders accused of underpaying soldiers and making gains from the feeding fees. (1) While the Ghana Armed Forces as an institution has denied some of these allegations, two soldiers familiar with the situation have indicated that this persists. (2)(3)

The Salary structure for the Ghana Armed Forces is not publicly available.(1) However, it has been suggested that Salaries are based solely on Rank.(2)

While there have been reports on delay of civil servant salaries due to issues of operational liquidity crunches[1] KDF seems not have been impacted by these delays, which are quite new given the fiscal constraints Kenya’s economy faces [2]. Payments in KDF are made end of the month and never goes beyond 5th of the month, rationale for this is the risks associated with delayed payments to security forces [3].

While the KDF has established payment systems, there may be occasional delays or discrepancies in salary disbursements. However, specific information regarding such issues within the KDF is limited [1]. Delays have occurred in other agencies. For instance, the Kenyan police officers deployed in Haiti have reported delays in receiving their full pay, with some officers going without full compensation for two months [2].

While many public websites provide information about potential MoD official salaries, the MoD website offers limited details about its payment and allowances system [1, 2, 3, 4]. Families of KDF officers who die while serving within the country receive Sh4 million in compensation, while those serving in peace missions outside the country receive an additional Sh7.4 million, bringing the total compensation to Sh11.4 million [5]. Some job postings on the MoD website do include salary and allowance information [6].

Personnel payments are irregular. The system of payment is not organised around a specific date.[1] The general understanding is that payment would be made at the end of every month. However, sometimes the payment crosses over into the next month.[2] Aligned with this inconsistency in the payment schedule, there is the recurrent crisis with the wives and widows of soldiers who served on a peacekeeping mission without a clear understanding of outstanding payment. This lack of understanding fuelled the protest action staged on 11 February 2024 during the annual Armed Forces Day celebration in Liberia.[3][4]

Payment to personnel are subjected to adjustments.[1] The main factor influencing the accuracy of personnel payment is due largely to the inflation of the Liberian dollars against the US dollars. The soldiers’ salaries are divided into two. A significant portion of the salary is paid in Liberian dollars, while the other is paid in United States dollars. Due to inflation, the conversion from one currency to another affects the accuracy of the net salary [2]

While Liberia has introduced biometric payroll verification and integrated AFL salaries into the national PFM system overseen by the MFDP and GAC (IMF, 2021; GAC Audit Reports, 2023; Chen, 2024), the payment and allowances system is not openly published.[1][2] No official pay brackets by rank, allowance entitlements, or salary calculation rules are available on the institutional websites of the government or the Ministry of National Defense.[3][4]

The military is always paid regularly and without delay (like all civil servants in general) [1][2][3].

The staff receives the full salary according to the directives of the law relating to the general status of the Military [1][2].

Like any civil servant, the military has a system of settlement and compensation. The Law on the General Status of Military Personnel provides precise information, including benefits in kind for military personnel. On the other hand, pay slips are individual and individualized. So, like any civil servant, only the soldier knows the breakdown of his salary. The public does not have direct access to this information [1] [2].The pay slip shows the salary scales according to seniority (according to a predefined index grid), so the methods for calculating individual salaries are included, including the date of taking up and leaving the position. A list of all the allowances received by the agent, whether civilian or military, is also included.

Staff are paid on time, as evidenced by monthly payment orders issued by the public treasury. The authorities are aware that failure to pay salaries on time could likely cause troop movement [1] Moreover, payment orders are not made public, but there has been no evidence of delayed payment or non-payments reported in the press. Salary payments are a top priority and are subject to strict supervision.[1][2]

Salaries are theoretically paid in full, but in practice, the military hierarchy has repeatedly failed to pay the full amount due, particularly bonuses and allowances. Scandals have occasionally been brought to the public over suspicions of embezzlement or non-payment of bonuses and/or allowances.[1][2] Moreover, the corrupt military hierarchy often withholds part of the agent’s salary.[3]

The settlement system is not made public.[1] The calculation system is based on grade and responsibilities. It is known and accessible to all (those concerned, supervisory bodies, etc.). Each member of staff, from soldier to general, receives their pay slip with the different sections of their remuneration, like civil servants in other ministries.[2]

There are occasional instances of late payment of 1-3 months, motivated by errors in the issuance of Payrolls [1] and in the operation of the Electronic Payment System [2]. Technical problems in the payroll processing sector have created situations of salary delays, but the Defense and Security Forces have been the first sector to receive their salaries.

Personnel receive the correct pay, according to the categories established in the Single Salary Table (TSU) [1], which guides the salary payment system in Mozambique. The Single Salary Table is a legal instrument that contains the salary levels of State Employees and Agents (FAE), including the Defence and Security Forces of Mozambique, applied to all State Bodies and Institutions (Direct and Indirect Administration), according to Article 2 of Law No. 5/2022, of 14 February [2]. The TSU arose from the need to harmonise the different salary tables in force in the Public Administration, characterised by remuneration discrepancies within the same careers and depending on the sector to which the FAE are assigned [3].

The payment and allowances system is openly published [1]. It includes all of the following, at a minimum: pay brackets for all ranks, disaggregated by seniority [2]; details on how individual pay is calculated, including time starting in post / away from post [3]; list of all permitted allowances and expenses, the entitlement criteria, and caps on entitlement, and separated administrative, unit and audit responsibilities [4].

The timeliness of salary payments for military and civilian personnel in Niger appears to be generally maintained, with no publicly documented cases of systematic delays exceeding three months [1]. However, there is no publicly available information confirming the regularity of these payments, making independent verification difficult. Additionally, given the security context and political climate following the military coup of July 2023, personnel may be reluctant to report payment delays due to fear of repercussions [2].

In Niger, the salary system for military and civilian personnel is formally established through government decrees, setting base pay and allowances according to rank, grade, and deployment status [1]. While there is no fully publicly available evidence confirming that salaries are paid without discretionary adjustments as reflected in their pay slips, Instances of irregularities in salary payments do occur, where officials in financial services exploit systemic inefficiencies for personal gain [3]. However, such cases are not widespread, and personnel who encounter problems can usually request corrections and reimbursement. Additionally, allowances for personnel deployed in high-risk zones (such as Diffa and Tillabéry) are set at fixed rates regardless of rank [2]. While this structure reduces discretionary variation, concerns about the fairness and adequacy of these allowances remain.

While the system for determining pay and allowances is formally established [1][2], there is no accessible documentation outlining specific pay scales, eligibility criteria, or any updates to these payments. The absence of such public accessible records makes it impossible to verify whether salaries and allowances are allocated fairly and consistently. Furthermore, the lack of transparency in the defense sector, particularly following the 2023 military coup, has further restricted access to financial information. The absence of independent oversight or public disclosures on salary structures prevents external scrutiny, making it difficult to assess whether personnel receive their correct entitlements.

Given the increasing funding of the military due to its rising roles in fighting against insecurity in the country, payment of salaries and other allowances are frequent although there are instances of delay. In such situation, the minister of defence often interfaces with the Accountant General of the Federation and the Central Bank of Nigeria (CBN) to expedite the resolution of the salary payment delay [1]. In cases were there might be unforeseen delay, signal is usually relayed to personnel. However, there have been instances in the past where soldiers have complained about non or late payment of their salaries or allowances for up to one month [2,3].

Since the integration of the military into the IPPIS, the salaries of military personnel are paid regularly. However, there has been few instances of complaints over discrepancies in salaries received after the new minimum wage additions were made or disparities in the amount paid as per Service. Owing to faulty Implementation of IPPIS policy in payment of salaries in February 2020, for instance, there where instances where the salary of an Army captain was paid to a Colonel, while that of a Brigadier General was paid to a Colonel, thus causing discomfort for those affected [2]. In September 2022, Soldiers petitioned the then President, Mohammadu Buhari, to investigate the reasons for the huge disparity between what soldiers in the Nigerian Army earn and those earned by their counterparts in the Nigerian Air Force (NAF) and Navy [2]. These concerns were expeditiously addressed as soon as it was brought to the attention of those in authority.

The enrolment of the Nigerian military into the IPPIS has, to a large extent, sanitised the payroll administration of the Ministry of defence [1]. The implementation of IPPIS facilitates automation and storage of personnel records to support monitoring of staff emolument payments against budget. Currently what applies to the armed forces is the implementation of the Consolidated Armed Forces Salary Structure (CONAFSS) [2]. Beside the public availability of the payment structure the details of the actual payment system such as how individual pay is calculated, including time starting in post, allowances and caps on entitlement, among others, are not published.

In general, there are no delays in the payment of civil service salaries in senegal; sometimes salaries are even paid before the end of the month. [1] The Labour Code regulates the payment of wages to all categories of employees. It requires employers to pay their employees on time. If a worker is hired for a one-day or short-term assignment, he must receive his wages at the end of the day. Similarly, if they are hired for a week, they must be paid at the end of the week. However, the salary must be paid within the statutory period. Wages must be paid during working hours. If a worker is employed on an hourly basis, the salary must be paid every fortnight. Similarly, if a worker is employed on a monthly basis, he must receive his salary at the end of each month. Monthly wages must be paid within 8 days of the end of work; fortnightly or weekly payments must be paid no later than 4 days or 2 days after the fortnight or week entitling the employee to wages. [2]

In Senegal, civil servants and government employees receive their salaries in full at the end of each month. However, they sometimes take advances on certain holidays, which they pay in monthly instalments [1] . A pay slip is a document that provides information about an employee’s salary, taxes and deductions. It is usually provided to the employee by their employer on a monthly or weekly basis. Also known as a payslip, it is a form of record that shows how much you have been paid for the work you have done. The payslip is also a form of evidence to show what deductions have been made from your salary, such as tax. The payslip in Senegal is an important document that you need to know how to read and use [2] .

The Joint Committee met on 30 December 2019 to draw up the following new wage scales applicable from 1 January 2020, following its decision of 10 December 2019 on the revaluation of wages in the various branches of activity in the private sector. The Commission also corrected unjustified discrepancies in the salary scales established in 2009 for certain sectors or branches of activity. [1] In Senegal, a table is made available to the public showing the salary classification awarded by a company to its workforce, taking into account several parameters: the employee’s status (manager, worker, etc.), position and level of responsibility, seniority, etc. [2] The payments made to Ministry of Defence staff are known to the public, but certain details, such as the way in which individual remuneration is calculated, including the time spent in post/out of post and the list of all allowances and authorised expenses, the criteria for awarding them and the ceilings for awarding them, are known only to the people concerned within the public administration. [3]

While the Department of Defence has come close to late salary payments, this has thus far been averted. [1] Despite financial constraints, the Department of Defence in general continues to pay personnel on time – often overspending on salaries against the Department’s available budget. [2] The Department, however, experienced an issue with payments for reservists arising from a dispute over their call up in 2021, leading to an extended enquiry into the incident and the eventual resolution of the dispute to compensate reservists nearly three years after the call-up. [3] This was, however, an anomaly.

There have been isolated incidents of disputes over payments to military personnel including a military doctor [1] and issues with the payment of reservists. [2]

High-level information on salaries according to salary bands are available in the Department of Defence’s Annual Report, but limited information is available on pay brackets across ranks. [1] Likewise, detailed information on eligibility criteria for allowances are not provided.

South Sudan civil servants including the police and the military experience regular delay in payment of salaries. In 2024, widespread demonstrations were experienced in South Sudan over delayed payments. [1] [2] Civil servants decry that salaries are paid only three or four times a year. [3] This can be attributed to the drop in revenue especially of oil exports which had been disrupted by conflicts in Soutth Sudan and Sudan. However, the recent agreement to resume exports between President Kiir and Gen Abdel Fattah Burhan signals a potential improvement in income. [4]

Due to financial constraints exacerbated by conflict and runaway inflation, civil servants frequently experience discrepancies in their remuneration or full payments being deferred [1] [2]. It is important to recognise that the challenges affecting the accuracy of pay for civil servants in South Sudan are attributable to factors beyond the control of the government. Furthermore, some opposition members of the unified forces under the R-ARCSS have not been receiving salaries while their government counterparts were reportedly receiving. This was partly due to incomplete harmonization of rank structure in the unification process [3].

South Sudan does not publish the payment system. Information related to such a system is not available either on the local or reginal media and interviews that were conducted [1][2].

The government has implemented an electronic payment system to facilitate timely and transparent salary payments. Salaries are processed and paid by the 28th of every month. While significant progress has been made, occasionally there are delays [1][2]. For example, in March 2023, the Ministry of Defence (MoD) requested a supplementary budget of Shs339.8 billion to address salary shortfalls for newly recruited and integrated Local Defence Personnel (LDPs) [3]. However, opposition from Members of Parliament led to delays in payments for these personnel (Parliament 2023). Similarly, in March 2024, the MoD reported a wage bill shortfall of Shs962 billion, further highlighting ongoing financial constraints (UBC 2023). [4]

The UPDF has made significant efforts in the payment of salaries of its personnel. The UPDF uses the Integrated Personnel and Payroll System(IPPS) to ensure that payments are accurate and up-to-date. While UPDF has made the significant process, occasionally errors may still occur.[1],[2]

Since 2014, the government of Uganda implemented the decentralised salary payment processing guidelines through the Integrated Personnel and Payroll System (IPPS) which has significantly impacted the management of public sector remuneration, including that of the UPDF. The IPPS, as a digital platform, facilitated the automation of payroll processes, reducing manual errors and streamlining data management [1]. However, this is an internal system, the guidelines are developed as a practical guide under the decentralised salary payment system.
The current salary and allowance structure for civil servants is publicly available [2], but there are missing elements such as the details on how individual pay is calculated, and separate responsibilities for administrative staff, the command chain, and internal audit.

This is the most efficient system of payment in the Zimbabwe defence forces, in the military [1]. The Zimbabwe Army Pay and Records working alongside with the Army Data Processing Unit, is very reliable in terms of payment [1,2]. ZAPAR pays on time, and the date for the next pay date is known ahead of time and is indicated on the current payslip. Pay progression is automatic especially on the number of years on a particular rank. For example a first year Corporal has a lower salary from a second year Corporal [1], especially if they are serving under the same unit [1].

The salary payment for each personnel is determined by their rank and skills they hold. These are the most determinant factors on payment system [1]. It is very easy to know the salaries of each personnel because at the beginning of each year, usually the salary for each rank is published within the barracks only, but not to the public [1]. Every year there is pay progression for each soldier, for example a first year Captain knows that when he/she is in the second year as a captain, then there is some progression [1]. The ceiling for progression is 7 years. After seven years, there is no more progression on the same rank. ZAPAR is very accurate in its payment system, per rank and per skill [1,2].

ZAPAR publishes its payment structure in January each year [1]. The payment structure is sent to all battalions, Brigades and other division of the military [1]. The information is shared to all soldiers [2]. If a soldier has a query, there is a ZAPAR officer stationed at each battalion, and at each brigade [1]. If the query cannot be resolved by ZAPAR personnel based at the unit or brigade level, then the soldier is welcome to visit the ZAPAR HQ in Harare to resolve the problem [1].
There is no publicly available information outlining the division of responsibility between ZAPAR administrative staff, military command, and internal auditors in managing the pay system. These shortcomings suggest that while a basic pay framework exists, its transparency and completeness are limited.