Energy Fiji Limited (EFL) says it remains optimistic that “good sense will prevail” as it seeks the cooperation and understanding of employees who are members of the Construction Energy and Timber Workers Union of Fiji (CETWUF), following the union’s decision to withdraw from voluntary mediation.
In a statement, Energy Fiji Limited CEO Fatiaki Gibson confirmed that during the voluntary mediation process with Construction Energy and Timber Workers Union of Fiji, it had presented an employment benefits package — including a pay increment — which was not accepted by the union’s leadership.
“EFL remains optimistic that good sense will prevail and seeks the cooperation and understanding of all its valued employees who are members of CETWUF, and its leadership team, during this period,” said Mr Gibson.
The voluntary mediation formed part of the collective bargaining process organised and facilitated by the Ministry of Employment, Productivity and Industrial Relations, following instructions from the Minister and the Permanent Secretary.
The mediation session was held on January 19, 2026, at EFL’s Navutu office in Lautoka and was facilitated by appointed mediator Tomasi Keni.
During the session, the mediator advised that should parties wish to continue engagement, the outstanding clause of the 2023 Mediated Agreement would first need to be completed and closed.
The company said all other clauses of the 2023 agreement had been implemented and closed, with only Clause 10 remaining outstanding.
EFL said the CETWUF leadership had requested time to consult its members on the offer, which included a five per cent increase in base salary and allowances, additional employer FNPF contributions for eligible employees based on years of service, the use of unused sick leave from the previous two years, 24-hour personal accident insurance for tradespersons including liveline linespersons, and other negotiated benefits under the 2025 Log of Claims.
A subsequent mediation scheduled for February 6 was postponed to February 12 due to the unavailability of CETWUF leadership.
EFL said it had clearly indicated that once CETWUF executed the pending 2023 collective agreement, “the full package of benefits previously negotiated, approved by the Board, and granted to FEWA members would be extended to CETWUF members, backdated to January 1, 2026.”
“This offer, however, could not remain open indefinitely.”
CETWUF later advised the ministry in writing on February 7 that it did not wish to continue with the mediation process and preferred the matter to be dealt with through Arbitration Court proceedings scheduled for March 23.
