How are different types of worker distinguished? The Labour Act, which is the principal legislation that regulates the employment of persons in Nigeria, prescribes the minimum terms and conditions of employment and is limited in its scope as it applies only to Workers. The terms and conditions of employment of Non-Workers are primarily subject to the terms of their respective contracts of employment. The other laws, which regulate the employment of persons in Nigeria, do not make a distinction between different categories of employees.
If not, are employers required to give employees specific information in writing? Although the Labour Act recognises that an employment contract could be oral or written, express or implied, section 7 of the Labour Act requires every employer to issue a written contract to the employee within three months of the commencement of the employment relationship.
With respect to Non-Workers, there is no statutory requirement for their employment contracts to be in writing. It is, however, advisable that contracts be made in writing for ease of reference and clarity of the employment terms.
The Labour Act prescribes the minimum terms and conditions of employment that employers must comply with in relation to Workers. These minimum terms include giving the employee a written statement outlining details of the employment, including the nature of the employment, the appropriate notice period, the rates of wages and calculation thereof and the manner and periodicity of payment of wages, terms and conditions relating to hours of work, holiday and holiday pay, sick leave requirements and any provisions for sick pay, and maternity leave for female Workers, etc.
Does bargaining usually take place at company or industry level? It is, however, not uncommon for the CBA to indicate that certain matters usually matters not covered in the CBA may be negotiated at the company level. The TUA primarily governs the activities of trade unions in Nigeria.
