Essential workplace guidance covering the Nigerian Labour Act, wrongful dismissal, statutory severance, pension non-remittance, workplace discrimination, and National Industrial Court (NICN) litigation.
While pay secrecy policies are common in private employment handbooks, enforcing strict pay secrecy clauses that suppress transparency and conceal unlawful discrimination...
It depends on the nature of the employment contract, but where Sunday is not contractually agreed as a normal working day, dismissal...
No. Terminating or victimizing an employee in Nigeria for disclosing corporate tax evasion or financial fraud violates national whistleblower protections and constitutional...
No. Under Nigerian labor law, even during the earliest days or probationary period of employment, an employee cannot be dismissed without statutory...
Yes. An employee who is compelled to resign because the employer made working conditions intolerable, hostile, or fundamentally breached the employment contract...
No. An employer cannot lawfully terminate, victimize, or penalize an employee in Nigeria for joining, organizing, or participating in legitimate trade union...
Generally yes. In Nigerian employment law, gratuity is not an automatic statutory entitlement under the Labour Act unless it is explicitly provided...
No. An employer cannot keep an employee on probation indefinitely. Once the contractual probation period lapses without termination or extension, confirmation is...
No. An employer cannot lawfully terminate an employee for temporary absence from work resulting from sudden illness, provided the worker notified the...
Yes, an employee can sue for defamation if the employer makes false, unsubstantiated allegations of crime or moral turpitude in a termination...
