Employment Law Service

Employment Law

Nigerian Labor Law looks into the rights, working conditions, minimum wage, termination clauses, and many other rules set by the government of Nigeria. The current version of the act was put into place in 2004.

The National Industrial Court (NIC) has exclusive jurisdiction in civil and matters relating to or connected with labour, employment, trade unions, industrial relations and matters arising from workplace, the conditions of service, including health, safety, welfare of labour, employee, worker and matters incidental thereto or connected therewith………

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We represent clients in court, mediations, business transactions and other important legal proceedings or arrangements where the law is discussed. We meet with our clients before, during and after legal proceedings to ensure that the client fully understands all aspects of their case.

Ministry is responsible for labour and employment

The Ministry of Labour and Productivity is directly responsible for issues relating to labour and employment. There are other government agencies in specific industry sectors whose activities touch directly or indirectly on labour and employment, for example, Nigerian Pension Commission for the pension industry and Department of Petroleum Resources for the oil and gas industry. An aggrieved employee is not precluded from approaching these government agencies for redress where his grievance is such that could be addressed by such other government agencies

Labour and employment Statutes in Nigeria.

The main statutes applicable to employment and labour relations in Nigeria include: Labour Act

  • Trade Dispute Act
  • Trade Unions Act
  • Employee Compensation Act
  • Factories Act  Pension Reforms Act
  • Personal Income Tax Act
  • Housing Act
  • Industrial Training Fund Act
  • National Health Insurance Scheme Act
  • Immigration Act, and
  • National Industrial Court Act etc.
  • The Constitution of the Federal Republic of Nigeria (Third Alteration) Act, 2010

Can an Employee be terminated without reason?

The position of the law which has been upheld by Nigerian appellate Courts has always been that an employer can terminate the employment of his employee without giving any reason or even for no reason at all. By the established principles, an employer has the right to terminate an employment without stating any reason in so far as all laid down procedures are followed in terminating the employment. It is worthy of note that in a recent decision by the National Industrial Court, it was held that where the contract of employment contains grounds upon which the employment can be terminated, then any termination must fall under any of the agreed grounds and same must be stated when the employment is being terminated.

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