Employment Lawyer in Abuja

Nigerian law requires proper notice (or payment in lieu), settlement of all outstanding entitlements, and compliance with any contractual termination provisions. Wrongful termination can result in significant liability.

Yes, but the process must comply with the Labour Act and any applicable collective bargaining agreements. We advise on the correct procedure to minimise legal risk.

Non-compete clauses are enforceable in Nigeria if they are reasonable in scope, duration, and geographic area. We draft and review such clauses to ensure they are legally sound.

Termination is wrongful when an employer ends a job in a way that breaks the employment contract, for example without the notice or pay in lieu the contract requires, or without following a procedure set out in the contract or staff handbook. Where the job is governed by a statute, as in much of the public service, the statutory procedure must also be followed. Claims are heard by the National Industrial Court of Nigeria.

Keep your contract, letters, payslips and messages. A lawyer can write to the employer and, if that does not resolve it, bring a claim at the National Industrial Court. What a court may award depends on the contract and the facts, often the pay for the notice period and unpaid entitlements. Some claims have short time limits, especially against government employers, so take advice early.

For workers covered by the Labour Act, the employer must give a written statement of the main terms of employment within three months of the start of work. It should cover pay, hours, leave, notice and the job. Employees outside the Act should still ask for written terms, since they are the main evidence in any dispute.