This study examined organizational justice and pay satisfaction as predictors of turnover intentions among bank employees in Karu Local Government Area, Nasarawa State. A sample of 310 male and female staff from selected commercial banks participated in the study. Data were collected using a self-administered questionnaire comprising standardized psychometric instruments. Three hypotheses were tested using multiple regression analysis. The results showed that organizational justice dimensions jointly and significantly predicted turnover intention (F = 31.260, p < .01), with distributive justice (β = -0.307, p < .01) and interactional justice (β = -0.271, p < .01) serving as significant negative predictors, while procedural justice showed a non-significant effect (β = -0.020, p > .05). Pay satisfaction dimensions also jointly and significantly predicted turnover intention (F = 75.605, p < .01), where satisfaction with pay level (β = -0.388, p < .01) and pay raises (β = -0.355, p < .01) significantly reduced turnover intentions, whereas benefits and pay structure/administration showed no significant effects. The findings emphasize the role of equity in compensation and interpersonal treatment in curbing employee turnover. Bank management should ensure transparent reward allocation and review base salary structures to align with operational demands and economic realities.