Laws Every HR Professional and Employer in Nigeria Should Know (Part 3)

Welcome to the third and final part of our series on Nigerian employment laws that every HR professional and employer should know. In the first part, we explored the Right to Freedom from Discrimination and the Nigeria Labour Act (2004). Part two covered the Employees' Compensation Act 2011 and the Pension Reform Act 2014 (PRA).

Today, we simplify crucial aspects of employment laws and key offences that employers must avoid to ensure compliance with labour regulations. Understanding these laws is crucial not only for maintaining a fair workplace but also for protecting your organisation from potential legal repercussions.

Other terms of employment (Sections 18 and 19)?

1. Sick Leave: Employees are entitled to up to 12 paid sick days per calendar year for temporary sickness.

2. Disputes Over Fitness to Work: Disputes regarding an employee's fitness to continue working due to sickness should be resolved by an authorised labour officer, whose decision is final.

3. Annual Holiday:? After 12 months of continuous service, employees are entitled to a holiday with full pay for at least six working days, excluding public holidays.

4. Rest Intervals:? Employees working more than six hours a day must be given at least one hour of rest. Additionally, for every seven days worked, they are entitled to at least one day of rest (24 consecutive hours).

5. Maternity Leave: All female employees are entitled to at least 12 weeks of maternity leave with full pay. The Act does not provide for paternity leave, leaving such provisions to individual public and private establishments.

6 Key things that constitute offence for you as an employer

1. Making someone enter an employment contract through fraud, falsehood, intimidation, coercion, or misrepresentation is an offence.

2. Not providing a written employment contract three months after the employee has resumed work.

3. Imposing on employees how they should spend their wages is illegal.

4. Not allowing suitably spaced rest intervals between work hours or days

5. Employers must provide free transport or transport allowance if an employee is expected to travel 16 km or more from the normal place of work to another location for work reasons.

6. Withholding wages when the contract hasn't been terminated is illegal.

In conclusion, employers who do not adhere to labour laws may face significant legal challenges. Ignorance of the law is not an excuse, and employees have the right to sue for violations, which can result in costly penalties for employers. Employment laws are complex, and managing compliance while overseeing a workforce can be overwhelming. This is why leveraging smart HR and productivity tools, such as Bizedge's suite of apps, is essential for efficient people management and ensuring compliance with employment laws. Visit Bizedge to learn more about how you can get support for your HR needs.