The "brain drain" issue has significantly impacted the global workforce, raising questions about how to retain top talent.

The interplay between limitation statutes and employment contracts in Nigeria has long generated doctrinal uncertainty. This analysis examines whether the limitation period prescribed by POPA applies to claims arising from contracts of employment involving public authorities, exploring a recurring question in Nigerian jurisprudence.

The Supreme Court of Nigeria's decision in Skye Bank Plc v. Adegun marks a significant shift from the traditional principles governing quantum of damages for wrongful termination or dismissal in private employment...

Nigeria is an independent republic on the west coast of Africa, on the Gulf of Guinea. It is bordered by Benin to the west, Niger to the north, Cameroon to the east, and the Atlantic Ocean to the south.

In Nigeria, employment contracts play a vital role in establishing a clear understanding between employers and employees regarding the terms and conditions of their working relationship.

Prior to the enactment of the Constitution of the Federal Republic of Nigeria (Third Alteration) Act 2010, the common law rules guiding termination of private employments were applicable in Nigeria.

When an employer's conduct creates intolerable working conditions that force an employee to resign, does this constitute unfair dismissal? This analysis examines the legal framework surrounding constructive dismissal in Nigeria, exploring how courts interpret employer actions that effectively compel resignation without formal termination.

In employer and employee relationships just like in any relationship disputes are bound to arise and where the dispute is not properly managed it may lead to the termination of employment by either the employer or the employee.

The labour force is the backbone of every economy, and a major economic metric is the national employment rate.

The National Industrial Court of Nigeria (NICN) is the court vested with the exclusive jurisdiction to adjudicate on labour and employment disputes in Nigeria.

Apprehensions associated with negative work environment could lead to constructive dismissal or constructive discharge (CD).