Because so many Nigerian employees fall outside the Labour Act's definition of "worker", the written contract carries unusual weight.
What the Act requires for covered workers
Employers must give a written statement setting out the nature of the employment, the notice period, wage rates and how they are calculated, the manner and periodicity of payment, hours of work, holidays and holiday pay, sick leave provisions and maternity leave.
Contract type affects your exit
Whether your contract is fixed-term or indefinite affects both severance and notice periods. Check which one you signed.
What to check before signing
- The notice period — for both sides
- The basic-to-allowance split — it drives your pension
- Leave entitlement — since the statutory floor is only six days
- Termination and severance terms — for excluded categories, these come from contract alone
- Whether the Labour Act applies to your role
Collective bargaining
Collective bargaining agreements are common in unionised sectors, and where one applies it may give you considerably more than either the Act or your individual contract.
In early 2026, a new collective agreement between the Federal Government and ASUU replaced a framework that had been in place since 2009 — an example of how significant CBAs are in Nigerian labour relations.
Where disputes go
The National Industrial Court of Nigeria has exclusive jurisdiction over employment matters. It has developed a body of case law that extends well beyond the Labour Act.
Warning signs
Be cautious about paying for a job, for training or for equipment before being hired. And about arrangements where pension is deducted but not remitted.
Keep records
Your contract, payslips, PFA statements and any correspondence about leave or terms. In a dispute before the NICN, documentation is what decides.