Essential workplace guidance covering the Nigerian Labour Act, wrongful dismissal, statutory severance, pension non-remittance, workplace discrimination, and National Industrial Court (NICN) litigation.
Not entirely. Training bonds and service agreements requiring an employee to remain with an employer for a specified period after sponsorship are...
No. Unless an employment contract explicitly provides otherwise, an employer must provide reasonable notice or payment in lieu of notice even during...
No. An employer cannot arbitrarily make salary deductions for damaged office equipment without the express written consent of the employee and statutory...
Generally no. Under Nigerian law, non-compete agreements are considered prima facie void as restraints of trade unless the employer proves the restriction...
No. Pay secrecy clauses and corporate gag rules that prohibit employees from discussing their salaries are legally unenforceable under modern Nigerian labor...
Yes. Under Section 7 of the Labour Act, employers must provide written contracts within three months of employment, and perpetual casualization is...
No. Under Section 38 of the 1999 Constitution, religious worship is constitutionally protected, and dismissal without reasonable accommodation constitutes unlawful discrimination. Under...
No. The National Industrial Court treats forced resignations under duress as constructive dismissal and wrongful termination, awarding substantial damages. Under Nigerian law,...
No. Upon serving the required contractual notice period or paying in lieu of notice, the employee is legally entitled to full final...
No. Under Section 16 of the Nigerian Labour Act, an employee is entitled to paid sick leave upon producing a certified medical...
