Coercions: Reflections On Constructive Dismissal In Nigerian Labour Practice

Introduction

Apprehensions associated with negative work environment could lead to constructive dismissal or constructive discharge (CD). Such may not only negatively affect employees' performance, it could also lead to pecuniary injuries and some other non-economic damages, which may not be easily quantifiable.¹ Despite employment relationships being typically at-will,² the law does not permit employers to treat employees unfairly or dehumanise them.³ Thus, Nigeria's regulatory regime, upholds the imperative of decent work environment in furtherance of strategic development and national competitiveness objectives. Same also aligns with international labour standards⁴ and best practices.