Ampweya’s blueprint for fair mining progress Ampweya’s blueprint for fair mining progress
Transition
STAFF REPORTER
Namibia’s mining landscape is experiencing unprecedented change. Foreign investment is pouring in, digital technologies are revolutionising operations, and heated policy debates centre on how ordinary Namibians can capture more value from the nation’s mineral wealth. At this pivotal moment, workers need strong, principled leadership capable of balancing the protection of current jobs with the preparation of future opportunities.
George Ampweya, General Secretary of the Mineworkers’ Union of Namibia (MUN), has placed himself at the forefront of these discussions. Since taking office, his leadership philosophy has been clear and uncompromising: defend workers’ immediate interests while actively shaping policies to ensure industrial advancement benefits everyone, not just corporate balance sheets.
“During such pivotal moments, workers need a union that is present, principled and pragmatic,” Ampweya said. “Since my election, our focus has been straightforward: defend jobs and dignity today, while shaping future policies so that industrial progress elevates workers, not just balance sheets.”
This approach has translated into concrete policy positions that extend far beyond traditional collective bargaining. In 2025, as Namibia renewed national conversations about maximising benefits from natural resources, MUN publicly supported government efforts to secure 51% stakes in new mining projects. For Ampweya, this was not mere political rhetoric but a practical mechanism for embedding skills transfer, local value addition, and long-term social investment into project development.
“We expressed this clearly because we have witnessed decades of extraction leaving many miners in poverty, while profits flow out of the country,” Ampweya explained. “Workers cannot be passive spectators; they must be co-authors of policy.”
This policy-driven approach was tested when Sinomine Tsumeb Smelter announced a “voluntary separation scheme” that could have affected up to 650 jobs. Rather than accepting corporate explanations at face value, Ampweya and MUN challenged what they saw as an attempt to circumvent fair labour procedures. The union escalated the issue through proper channels, engaged policymakers directly, and insisted on lawful consultations under the Labour Act.
Their persistence paid off. On 9 July 2025, the Minister of Justice and Labour Relations invoked Section 80 to suspend the scheme, validating MUN’s position and providing crucial protection for affected families.
“This was not a public relations victory; it was a lifeline for families who might otherwise have been quietly shown the door,” Ampweya said. “Industrial change must never be used as a cover for union busting.”
Broader principle
This stance reflects a broader principle that has guided Ampweya’s leadership: the belief that a modern, globally competitive mining sector cannot succeed without strong, independent union representation. He has consistently opposed what he terms “union interference”, including actions at Swakop Uranium that he believes undermine democratic industrial relations.
“This is not a matter of personalities; it’s a clear line in the sand for democratic industrial relations,” Ampweya stated.
While holding these principled positions on national issues, Ampweya has also focused on delivering concrete benefits to workers through collective bargaining. Drawing on his experience as a former shop steward in Erongo Region, he has emphasised structured social dialogue as the foundation for sustainable labour relations.
This approach has yielded tangible results, including a multi-year wage agreement at Rössing Uranium that secured increases of 7% in 2024, followed by 6% in both 2025 and 2026, with provisions applicable to all bargaining unit employees, including L-band staff.
“In a cost-of-living squeeze, predictable wage growth matters,” Ampweya noted, stressing how such agreements provide stability for workers and their families during uncertain economic times.
Beyond wages, Ampweya has championed broader workplace equity issues. He welcomed the Employment Equity Commission’s decision to summon 13 employers to appear before a review panel in August 2025 for non-compliance with the Affirmative Action Act, viewing enforcement as essential for maintaining fair labour markets.
Fair labour market
“Enforcement is not anti-business; it is the basic minimum to ensure a fair labour market,” Ampweya said. “When the system’s authority is demonstrated, responsible employers gain confidence, and workers trust the law.”
Recognising that union effectiveness must extend beyond immediate workplace issues, Ampweya has also invested in long-term human capital development. Through initiatives such as the NAMIT EduFund, MUN has provided educational grants to students from mining families, preparing the next generation for opportunities in Namibia’s evolving economy.
“This is how we translate current bargaining power into future human capital - preparing the children of mineworkers for opportunities in the green minerals economy, from processing labs to control rooms,” Ampweya explained. “Our message remains clear: the union fights for your pay cheque and your children’s prospects.”
Looking to the future, Ampweya acknowledges that technological change, including automation, remote operations, and AI-assisted maintenance, will inevitably transform the mining sector. Rather than resisting these changes, he advocates managing the transition in ways that protect worker interests while embracing necessary modernisation.
His vision includes five key commitments: ensuring all technological changes undergo proper consultation and risk assessment; establishing multi-year wage frameworks to protect purchasing power; securing skills development commitments tied to capital projects; maintaining zero tolerance for union interference; and enforcing equity policies with clear consequences.
“Our role isn’t to romanticise the past but to negotiate a fair and just transition,” Ampweya said.
Despite predictions that MUN would fragment following recent leadership changes, the union has demonstrated resilience under Ampweya’s guidance. The organisation has maintained its focus on substantive issues while continuing to organise effectively and deliver results for members.
Maturing union
“After recent leadership changes, many predicted the MUN would fracture,” Ampweya reflected. “Instead, our shop stewards, branch leaders, and regional structures continued organising, negotiating, and winning. The union did not falter; it matured.”
This institutional strength positions MUN to play a crucial role in shaping Namibia’s mining future. As the country attracts new investments and grapples with questions about resource ownership and benefit distribution, Ampweya believes unions must remain active participants in policy discussions rather than reactive observers.
“Industrial advancement is inevitable. The real question is: whose progress will it be?” Ampweya asked. “By maintaining a clear policy voice, disciplined workplace representation, and investments in our people, MUN is ensuring that the next chapter of Namibian mining is not only more productive but more just.”
This comprehensive approach - combining immediate worker protection with long-term strategic thinking - reflects Ampweya’s understanding that effective union leadership in the 21st century requires engagement across multiple fronts. From shop floor negotiations to national policy debates, from current wage protection to future skills development, MUN under his leadership has positioned itself as both defender of worker interests and partner in national development.
“This is the work we do. This is our mandate,” Ampweya concluded. “And this is how mineworkers will claim a fair share of the future they help build each day.”
Namibia’s mining landscape is experiencing unprecedented change. Foreign investment is pouring in, digital technologies are revolutionising operations, and heated policy debates centre on how ordinary Namibians can capture more value from the nation’s mineral wealth. At this pivotal moment, workers need strong, principled leadership capable of balancing the protection of current jobs with the preparation of future opportunities.
George Ampweya, General Secretary of the Mineworkers’ Union of Namibia (MUN), has placed himself at the forefront of these discussions. Since taking office, his leadership philosophy has been clear and uncompromising: defend workers’ immediate interests while actively shaping policies to ensure industrial advancement benefits everyone, not just corporate balance sheets.
“During such pivotal moments, workers need a union that is present, principled and pragmatic,” Ampweya said. “Since my election, our focus has been straightforward: defend jobs and dignity today, while shaping future policies so that industrial progress elevates workers, not just balance sheets.”
This approach has translated into concrete policy positions that extend far beyond traditional collective bargaining. In 2025, as Namibia renewed national conversations about maximising benefits from natural resources, MUN publicly supported government efforts to secure 51% stakes in new mining projects. For Ampweya, this was not mere political rhetoric but a practical mechanism for embedding skills transfer, local value addition, and long-term social investment into project development.
“We expressed this clearly because we have witnessed decades of extraction leaving many miners in poverty, while profits flow out of the country,” Ampweya explained. “Workers cannot be passive spectators; they must be co-authors of policy.”
This policy-driven approach was tested when Sinomine Tsumeb Smelter announced a “voluntary separation scheme” that could have affected up to 650 jobs. Rather than accepting corporate explanations at face value, Ampweya and MUN challenged what they saw as an attempt to circumvent fair labour procedures. The union escalated the issue through proper channels, engaged policymakers directly, and insisted on lawful consultations under the Labour Act.
Their persistence paid off. On 9 July 2025, the Minister of Justice and Labour Relations invoked Section 80 to suspend the scheme, validating MUN’s position and providing crucial protection for affected families.
“This was not a public relations victory; it was a lifeline for families who might otherwise have been quietly shown the door,” Ampweya said. “Industrial change must never be used as a cover for union busting.”
Broader principle
This stance reflects a broader principle that has guided Ampweya’s leadership: the belief that a modern, globally competitive mining sector cannot succeed without strong, independent union representation. He has consistently opposed what he terms “union interference”, including actions at Swakop Uranium that he believes undermine democratic industrial relations.
“This is not a matter of personalities; it’s a clear line in the sand for democratic industrial relations,” Ampweya stated.
While holding these principled positions on national issues, Ampweya has also focused on delivering concrete benefits to workers through collective bargaining. Drawing on his experience as a former shop steward in Erongo Region, he has emphasised structured social dialogue as the foundation for sustainable labour relations.
This approach has yielded tangible results, including a multi-year wage agreement at Rössing Uranium that secured increases of 7% in 2024, followed by 6% in both 2025 and 2026, with provisions applicable to all bargaining unit employees, including L-band staff.
“In a cost-of-living squeeze, predictable wage growth matters,” Ampweya noted, stressing how such agreements provide stability for workers and their families during uncertain economic times.
Beyond wages, Ampweya has championed broader workplace equity issues. He welcomed the Employment Equity Commission’s decision to summon 13 employers to appear before a review panel in August 2025 for non-compliance with the Affirmative Action Act, viewing enforcement as essential for maintaining fair labour markets.
Fair labour market
“Enforcement is not anti-business; it is the basic minimum to ensure a fair labour market,” Ampweya said. “When the system’s authority is demonstrated, responsible employers gain confidence, and workers trust the law.”
Recognising that union effectiveness must extend beyond immediate workplace issues, Ampweya has also invested in long-term human capital development. Through initiatives such as the NAMIT EduFund, MUN has provided educational grants to students from mining families, preparing the next generation for opportunities in Namibia’s evolving economy.
“This is how we translate current bargaining power into future human capital - preparing the children of mineworkers for opportunities in the green minerals economy, from processing labs to control rooms,” Ampweya explained. “Our message remains clear: the union fights for your pay cheque and your children’s prospects.”
Looking to the future, Ampweya acknowledges that technological change, including automation, remote operations, and AI-assisted maintenance, will inevitably transform the mining sector. Rather than resisting these changes, he advocates managing the transition in ways that protect worker interests while embracing necessary modernisation.
His vision includes five key commitments: ensuring all technological changes undergo proper consultation and risk assessment; establishing multi-year wage frameworks to protect purchasing power; securing skills development commitments tied to capital projects; maintaining zero tolerance for union interference; and enforcing equity policies with clear consequences.
“Our role isn’t to romanticise the past but to negotiate a fair and just transition,” Ampweya said.
Despite predictions that MUN would fragment following recent leadership changes, the union has demonstrated resilience under Ampweya’s guidance. The organisation has maintained its focus on substantive issues while continuing to organise effectively and deliver results for members.
Maturing union
“After recent leadership changes, many predicted the MUN would fracture,” Ampweya reflected. “Instead, our shop stewards, branch leaders, and regional structures continued organising, negotiating, and winning. The union did not falter; it matured.”
This institutional strength positions MUN to play a crucial role in shaping Namibia’s mining future. As the country attracts new investments and grapples with questions about resource ownership and benefit distribution, Ampweya believes unions must remain active participants in policy discussions rather than reactive observers.
“Industrial advancement is inevitable. The real question is: whose progress will it be?” Ampweya asked. “By maintaining a clear policy voice, disciplined workplace representation, and investments in our people, MUN is ensuring that the next chapter of Namibian mining is not only more productive but more just.”
This comprehensive approach - combining immediate worker protection with long-term strategic thinking - reflects Ampweya’s understanding that effective union leadership in the 21st century requires engagement across multiple fronts. From shop floor negotiations to national policy debates, from current wage protection to future skills development, MUN under his leadership has positioned itself as both defender of worker interests and partner in national development.
“This is the work we do. This is our mandate,” Ampweya concluded. “And this is how mineworkers will claim a fair share of the future they help build each day.”
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