Employment relationships are governed by the contract of employment, internal policies, the Labour Act, and a growing body of decisions from the National Industrial Court of Nigeria (NICN). Since the Third Alteration to the Constitution, the NICN has had exclusive jurisdiction over labour and employment matters, and it can apply international best practice and ratified international labour conventions in its decisions.
This has changed the landscape. Employers can no longer rely solely on the contractual right to terminate, as the court increasingly examines fairness, process and the reasons behind dismissal. At the same time, employees have clearer routes to challenge unfair treatment.
Disputes we handle
- Wrongful termination and unfair dismissal claims
- Claims for unpaid salaries, allowances, bonuses and severance
- Pension remittance disputes under the Pension Reform Act 2014
- Workplace discrimination and sexual harassment claims
- Disputes over restrictive covenants, confidentiality and non-solicitation
- Redundancy and restructuring disputes
- Trade union and collective bargaining disputes
- Expatriate employment disputes
For employers
We advise on disciplinary procedures, internal investigations and exit strategies before a dispute escalates. Where a claim is filed, we defend it before the NICN, focusing on documentation, process and the commercial cost of the dispute. We also help employers update employment contracts and policies to reduce future exposure.
For employees
We represent senior executives and professionals in negotiating exit packages and pursuing claims for wrongful termination and unpaid entitlements. Many matters are resolved through negotiation or mediation once the strength of the claim is clear.
Process and evidence
Employment claims turn on documents: the offer letter, employment contract, handbook, query and response letters, disciplinary records and payslips. Early collection of these documents, and a clear chronology, strengthens either side's position considerably.
