Courts across Africa and beyond are issuing rulings that redefine who qualifies as an employee, determine which country's court has jurisdiction for disputes, and assess whether AI-driven hiring or termination could expose companies to liability. For organizations operating in Nigeria or managing cross-border operations, these decisions have significant implications for their employee management and relationships.

On July 7, 2021, the Federal High court, Abuja presided over by the Honourable Justice Taiwo O. Taiwo held in the case of Folakemi Adeosun v. AGF that the National Youth Service Corps (NYSC)...

On 18 June 2019, the Tax Appeal Tribunal (TAT or Tribunal) held that the Lagos State Internal Revenue Service (LIRS) could not hold employers accountable for taxes arising from withdrawals of Voluntary Pension Contribution

The National Industrial Court is vested with exclusive jurisdiction on all labour, employment and related matters and as such all labour, employment and allied matters pending before State High Courts across Nigeria ...

It is not unusual for employers to provide loan schemes for employees for the purpose of acquiring properties or undertaking personal projects.

In the course of disciplinary proceedings, it is common practice for an employer to suspend an accused employee pending the conclusion of investigations and disciplinary hearings.

Workplace conflicts between employees and employers, or even among colleagues, inevitably occur periodically. These disagreements often stem from various factors...

The National Industrial Court of Nigeria recently addressed whether employers can suspend employees indefinitely without pay, reiterating established legal principles while clarifying the narrow circumstances under which unpaid suspension is permissible. This case provides critical guidance on the boundaries of employer disciplinary powers and the contractual requirements necessary to withhold employee compensation during suspension periods.

Gbenga was a cleaner at AC Ltd. On a Tuesday morning, while carrying out his duties, Gbenga was arrested by the police, alongside a security guard.

Collective agreements are not, in themselves, legally binding under Nigerian law.

Gbenga was a cleaner at AC Ltd. On a Tuesday morning, while carrying out his duties, Gbenga was arrested by the police, alongside a security guard.

An employee resigning, especially due to unpalatable circumstances such as habitual non- payment/past-due payment of salaries or unfair labour practices by employer, can be a truly unsavoury event ...

Solomon Jude lost a finger to an armed robbery attack in the course of attending to his duty out of station.

Solomon Jude lost a finger to an armed robbery attack in the course of attending to his duty out of station.

The questions for the court's determination were essentially twofold: (i) whether the defendants, as the claimant's employer, had the authority to demand that he undergo a medical test...

Under Nigerian labour laws, the length and conditions of probation are determined by the terms agreed upon by the parties, often allowing employers to extend the period at their discretion.

A recent judgment of the National Industrial Court of Nigeria, handed down in the case of Afolayan Aderonke v. Skye Bank has reiterated the new dispensation in the determination of employment contracts.

The establishment Act created it as a specialized tribunal with exclusive adjudicating power on matters relating to or connected with labour and industrial relations laws, (Section 7 (1) of the National Industrial Court Act 2006).

Traditionally, employment relationships were strictly between two parties – the employer and the employee. Employment relations in Nigeria have evolved to modern-day employment relationships which includes agency contracts.

The Nigeria police also has a robust legal department.