Essential workplace guidance covering the Nigerian Labour Act, wrongful dismissal, statutory severance, pension non-remittance, workplace discrimination, and National Industrial Court (NICN) litigation.
No. Where an employer compels an employee to remain actively engaged on work emails, messaging apps, and phone calls after hours, that...
No. An employer cannot lawfully withhold or deduct an employee’s salary because corporate internet or operational technology suffered an unexpected downtime. Under...
No. An employer cannot lawfully deduct or withhold an employee’s salary because the office air conditioning or ventilation system broke down. Under...
Yes. In Nigerian employment law, an employee is generally not entitled to cash compensation or encashment for unused statutory sick leave days...
No. An employer cannot unilaterally slash an employee’s agreed contractual salary by half simply because the business experienced poor sales or economic...
In Nigerian employment law, bona fide executive, administrative, and professional management staff are generally exempt from statutory overtime protections under the Labour...
No. Corporate rebranding, change of company name, or internal restructuring does not extinguish an employee’s accrued gratuity or terminal entitlements under Nigerian...
Generally no. An employer who places an employee on administrative or investigatory suspension cannot unilaterally withhold the worker’s salary unless expressly authorized...
No. Paying male employees higher salaries than female employees performing the identical job with equal qualifications violates Nigerian constitutional law and international...
No. Under Section 7 of the Nigerian Labour Act, an employer must provide every worker with a written statement specifying the terms...
