Contracts & handbooks
Employment contracts, handbooks and workplace policies that are clear, compliant and enforceable.
Practice area
Employment Law
Clear, practical counsel for employers and employees — contracts, dismissals, redundancy and workplace disputes, across Nigeria.
Overview
Both sides of the desk, one standard of advice.
Employment issues are high-stakes on both sides of the desk — a livelihood for the employee; reputation, cost and continuity for the employer. We advise and represent both, combining commercial pragmatism with careful attention to the contract and the law.
For employers, we build contracts, handbooks and processes that hold up — and manage exits and restructuring lawfully. For employees, we assess the fairness of what has happened and pursue the best available outcome, whether by negotiation or before the National Industrial Court.
Who we act for
- Employers — from growing businesses to large organisations
- HR and people teams
- Senior executives negotiating contracts or exits
- Employees facing dismissal, redundancy or unfair treatment
- Employers of expatriate staff
What we handle
Employment matters, both sides of the desk
Dismissal & termination
Wrongful and unfair dismissal claims and defences, and lawful exits.
Redundancy & restructuring
Compliant redundancy under section 20 of the Labour Act, reorganisations and workforce change.
Discipline & grievances
Fair queries, hearings and investigations — and representation when they go wrong.
Harassment & discrimination
Advice and claims involving harassment, discrimination and unfair treatment at work.
Executive exits & settlements
Negotiating exit packages, settlement agreements and restrictive covenants.
National Industrial Court
Bringing and defending claims before the National Industrial Court of Nigeria.
Pensions & statutory compliance
Pension, employee compensation and other statutory obligations of employers.
Expatriate employment
Contracts and compliance for employers of foreign staff.
Signs it’s time
When to call us
- You have been dismissed or asked to resign
- You are planning a restructuring or redundancy
- A disciplinary issue is escalating
- Your contracts or handbook need updating
- You are negotiating an exit package
- A claim has been filed at the National Industrial Court
The Nigerian framework
Employment relationships in Nigeria are governed mainly by the contract of employment, the Labour Act (for workers within its scope), collective agreements, and statutes such as the Employee’s Compensation Act 2010 and the Pension Reform Act 2014. Employee data is also protected by the Nigeria Data Protection Act 2023.
The Labour Act requires a written statement of the main terms within three months of employment (section 7), sets minimum notice periods (section 11), and regulates redundancy (section 20).
The National Industrial Court
Since the Constitution (Third Alteration) Act 2010, the National Industrial Court of Nigeria has exclusive jurisdiction over most labour and employment disputes under section 254C.
The court may apply international best practice and ratified international labour standards, and has been increasingly willing to address unfair labour practices — which makes early advice valuable for employers and employees alike.
How we work
A clear process, from first call to resolution.
Understand
We learn the facts, the contract and what you need to achieve.
Advise
Clear options and risks — negotiated resolution or firm representation.
Act
Correspondence, negotiation, hearings or proceedings, handled efficiently.
Resolve
The most effective outcome, protecting your position and relationships.
Questions
Frequently asked questions
Can’t see your question? Ask us directly — a short, confidential conversation is the fastest way to clarity.
Can my employer dismiss me without a hearing?
An employer can usually terminate in line with the contract by giving notice or pay in lieu. Summary dismissal for misconduct, however, should follow a fair process — you should know the allegation and have a chance to respond. Whether a dismissal was lawful depends on the contract, any handbook and the facts.
Am I entitled to severance pay?
Nigerian law does not generally require severance pay on termination, except as provided in your contract, handbook or a collective agreement. In a redundancy, the employer must use its best endeavours to negotiate redundancy payments under section 20 of the Labour Act.
Do I need a written contract?
For workers covered by the Labour Act, the employer must provide a written statement of the main terms of employment within three months of the start of employment.
Is there a time limit to bring a claim?
Yes, and it depends on who the employer is and the type of claim — claims against public bodies can be subject to very short limits. Take advice promptly so your claim is not lost.
Are non-compete clauses enforceable?
Only if they are reasonable — in duration, geography and scope — to protect a legitimate business interest. Overly broad restraints are generally unenforceable.
Do you act for both employers and employees?
Yes — employers on compliant contracts, policies and restructuring; employees on dismissal, redundancy and workplace disputes.
Which court handles employment disputes?
The National Industrial Court of Nigeria, which has exclusive jurisdiction over most labour and employment matters.
Can you help with an exit package negotiation?
Yes. We review the offer against your contract and entitlements, and negotiate terms — including references, restrictive covenants and confidentiality.
Guides
Practical guides for this area
Members guide
Running a lawful redundancy: step by step
How to plan and carry out redundancies that comply with section 20 of the Labour Act and minimise disputes.
Read the guide Free guideFacing dismissal? Your rights and next steps
What to do if you have been queried, suspended or dismissed — and how to protect your position.
Read the guide Free guideEmployer’s checklist: a compliant employment contract
The terms every Nigerian employment contract should cover — and the statutory points employers often miss.
Read the guideInsights
Further reading
Employment
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.
Employment
Termination vs dismissal in Nigeria: what employers and employees should know
Notice, pay in lieu, summary dismissal and fair process — the essentials for ending an employment relationship lawfully.
An employment matter to resolve? Talk to us.
A short, confidential conversation is the best first step — for employers and employees alike.