Sexual harassment at work in Nigeria: what the law expects of employers
The National Industrial Court’s jurisdiction, employers’ responsibilities, and how employees can raise a complaint safely.
Sexual harassment at work harms people and organisations. In Nigeria, the Constitution expressly gives the National Industrial Court jurisdiction over matters relating to sexual harassment at the workplace (section 254C(1)(g)), and the court has shown it will act.
What employers should have in place
- A clear written policy defining harassment, with examples.
- Confidential reporting routes — including one that bypasses the line manager.
- Prompt, fair investigations, with protection against retaliation.
- Training for managers and staff.
- Records of complaints and outcomes.
Why it matters for employers
Failing to act on complaints can expose an organisation to claims, damages and reputational harm. A good policy, properly applied, is the best protection for everyone.
If you are experiencing harassment
- Write down what happened, when, and who saw it.
- Keep messages and emails.
- Report it through your employer’s procedure if it is safe to do so.
- Take advice — including on claims before the National Industrial Court.
Every situation is different — for advice on yours, speak with our team in confidence.