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Corporate Finance and Capital Markets September 2020
Demilade Odutola
Regulatory Overview of Atypical Employment in Nigeria1
Introduction
The contemporary labour market has many forms of employment relations that vary from the
standard model of employment. These types of employments, conceptualised differently in
different countries and regions, are properly defined as atypical forms of employment.
Atypical employment refers to employment relationships that do not conform with the regular
model of open-ended employment with a single employer over an extended period. Factors
such as globalisation, regulatory gaps in certain sectors of the economy, economic
recession, technological advancement, changes in the demographic composition of the
labour market, and unemployment have influenced the dynamics of the labour market.2
To manage the impact of these factors on the labour market, Non-standard Forms of
Employment (“NSFEs”) were created to give employers and employees more flexibility.
Consequently, employees in atypical employments occupy the grey area between traditional
employment and self-employment.
Non-standard modes of employment have gained prominence in Nigeria, especially in the
media, arts, hospitality, service, aviation, manufacturing, and construction sectors, where the
nature of work lends itself to this kind of employment regime. Whilst some of its variants
have been formalised in contractual arrangements, others remain informal arrangements.
A firm’s decision to employ non-standard work arrangements is influenced by
considerations, such as its size, the industry in which it operates, the skill level of its
workforce, the practices of competing enterprises, and the regulatory framework of the
1 Oluwademilade Odutola, Associate Intern, Corporate Finance and Capital Markets Department,
SPA Ajibade & Co., Lagos, Nigeria. 2 International Labour Organisation, Non-standard employment around the world: Understanding
challenges, shaping prospects https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/--
-publ/documents/publication/wcms_534496.pdf accessed on 12 August 2020.
https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_534496.pdfhttps://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_534496.pdf
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country in which it operates. Firms also employ these simplified work arrangements in
response to an increased demand for a product or service, as a cost reduction technique in
times of financial decline, to attain staff flexibility, or reduce problems commonly associated
with workforce management. For workers, NSFEs facilitate access to labour market, provide
a stepping-stone to standard employment and help to improve work-life balance. Such
employees are afforded the opportunity to gain work experience, strengthen labour market
attachment, and expand their professional networks.
In spite of these benefits, employees in NSFEs face a number of challenges including wage
deficits, limited regulatory oversight, job insecurity, occupational, health and safety hazards;
lack of collective representation, absence of a clearly defined employment relationship and
ease of dismissal. Employers are known to abuse these less formal work arrangements to
avoid fulfilment of statutory commitments to their employees.
This article attempts to provide suggestions on how the current regulatory framework on
labour and employment can evolve to support atypical forms of employment. It propounds
that modernisation of labour laws and expanding the reach of existing statutes to non-
standard forms of employment is a major way to realise increased job satisfaction, and
ensure compliance of workers and enterprises with regulatory requirements.
1. Forms of Atypical Employment
Legally recognised dimensions of atypical employment are part-time employment,
temporary employment, multiple party employments, and ambiguous or non-
contractual employment relationships and their variants. Each of these sub-
categories will be discussed below. It is important to note that two or more
dimensions of NSFE may be present in the same work relationship.3 For example, a
part-time worker may be employed by a private employment agency or a
subcontractor under a fixed-term contract.
1.1 Part-Time Employment
Part-Time employment is considered the closest to regular employment. The
National Minimum Wage Act4 defines "part-time work" as work of a duration of less
than forty hours per week. Within part-time employment, there are sub-categories
such as Marginal Part-Time employment (work of less than 20 hours per week) and
Substantial Part-Time employment (work of at least 20 hours but less than 35 hours
3 International Labour Organisation Non-Standard Employment Around The World: Understanding
Prospects and Challenges https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---
publ/documents/publication/wcms_534326.pdf accessed on 10 September 2020. 4 National Minimum Wage Act 2019.
https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_534326.pdfhttps://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_534326.pdf
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per week). Part-time working arrangements may involve unpredictable hours or
require workers to work on-demand on short notice, commonly known as ‘on-call
work’5 or zero-hour contracts.6 Zero-hour contracts are usually associated with retail,
fast food services, courier services, catering, care work, hospitality and tourism, and
other market-driven sectors. In Nigeria, zero-hour contracts have no specific legal
status, because they have no legislative recognition nor an accepted legal definition.
1.2 Temporary Employment
Temporary employment includes any employment limited to a certain period based
on the employer’s needs or the employee’s availability, or both. Popular forms of
temporary work include fixed-term contracts, contract staff in temporary employment
schemes,7 seasonal and casual work. Temporary employment is common in labour-
intensive sectors, such as agriculture, manufacturing, and construction. A high
percentage of employment in the informal sector is short-term and/or casual.
1.2.1 Fixed-Term Work
Fixed-Term work is an employment arrangement, the duration of which is
defined by the passage of a fixed period, the occurrence or non-occurrence of
an anticipated event or the completion of a task. Employers’ abusive use of
successive fixed term contracts is a ruse to avoid commitments associated
with permanent employment.8 Where a fixed-term arrangement has endured
for a number of years, it should create the presumption of a standard
employment relationship deemed employment.9
1.2.2 Casual Work
5 Zero-hours contracts accessed 07 August 2020. 6 The term 'zero-hour contract' is primarily used in the United Kingdom, where around 3% of the
workforce are on zero-hour contracts. 7 For example, casual workers deployed by INEC strictly for voter’s registration or by the Federal
Ministry of Health to administer vaccines. 8 These include statutory and contractual benefits, such as pensions and gratuity. Other costs
associated with permanent employment include contribution to the Nigerian Social Insurance
Trust Fund (NSITF) pursuant to the regime of the new Employees Compensation Act, 2010,
procurement of group life insurance on staff, pursuant to the provisions of the Pension Reform Act
(2014), contribution to the Industrial Training Fund (ITF) under the ITF Act and payments to the
company's retained Health Management Organisations (HMO) for staff medical care. 9 Case law provides certain parameters to be considered in determining the existence of an
employment arrangement, including the degree of control exercised by the employer, the extent
of integration of the employee into the business, extent to which the employee is obliged to work;
whether such work is on a continuing basis and the economic realities test. The more practical
test is to gauge an employee’s status based on the continuity of the arrangement and their
economic dependence on the business to which he/she is providing services.
https://www.eurofound.europa.eu/observatories/%20eurwork/%20industrial-relations-dictionary/zero-hours-contractshttps://www.eurofound.europa.eu/observatories/%20eurwork/%20industrial-relations-dictionary/zero-hours-contracts
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Although there is no legal definition of casual work, it is loosely defined as
work which is irregular or intermittent, with no expectation of continuous
employment.10 Casualisation of labour is the gradual replacement of fulltime
staff with staff engaged on an ad hoc basis.11
In Nigeria, casual work accounts for a vast majority of job placements,
especially in the unorganised private sector. The term “contract staff” is used
loosely in Nigeria to describe workers who are engaged in such
arrangements.
An offshoot of casual work is seasonal employment, which spans three to five
months at most. Its availability is hinged on activity cycles in different sectors.
Seasonal employees may be hired on either part-time or full-time basis.
1.3 Tripartite Employment Agreement:
Contractual arrangements involving multiple parties create tripartite or triangular
employment arrangements instead of the traditional relationship between employer
and employee.
A “triangular employment relationship” occurs when an employee of one employer
works under the control of another person.12 Employment agencies, such as labour
hire or temping agencies, are recruitment intermediaries securing employees for a
controlling third party for a fee. A “controlling third party” is an entity that has a
contract or arrangement with an employer where the controlling third party gets the
benefit of the employee’s work, and exercises control and direction over the
employee that is similar to the control and direction an employer exercises.13 The
Labour Act gives credence to recruitment agencies, provided they operate with a
licence. There is no guidance in the Labour Act on the division of liability for remedies
between the employer and controlling third party, where the employee is aggrieved.14
10
Its main attributes are the absence of mutuality of obligations and ease of dismissal. 11
Okafor Emeka E, “Emerging nonstandard employment relations and implications for human
resource management functions in Nigeria” African Journal of Business Management Vol.6 (26),
pp. 7612-7621, DOI: 10.5897/AJBM11.2731 (accessed 20 July 2018). 12
SBM Staff “Triangular employment relationships” (17 December, 2019)
https://www.sbmlegal.co.nz/Publications/Article.aspx?articleId=100 accessed 07 September
2020. 13
SBM Staff “Triangular employment – new law” (23 June, 2020).
https://www.sbmlegal.co.nz/Publications/Article.aspx?articleId=103 accessed 07 September 2020 14
New Zealand’s Employment Relations Act 2000 allows employees in a “triangular employment
relationship” to bring personal grievances against their employer as well as the controlling third
party, if the latter caused or contributed to the personal grievance while the employee worked
under their direction.
https://www.sbmlegal.co.nz/Publications/Article.aspx?articleId=100https://www.sbmlegal.co.nz/Publications/Article.aspx?articleId=103
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Given the lacuna in the law, it will be wise for parties to consider, as part of their
agreement, a formula for the allocation of matters such as indemnification for
potential liabilities and costs, and any processes for dealing with employees’
complaints.
Outsourcing is the practice of hiring external manpower from one undertaking to work
at the site of and/or under instructions from another undertaking. Such external
employees usually render essential services such as cleaning, accounting, security,
I.T. and legal services, on a full-time or part-time basis. Outsourcing peripheral jobs
allows the organisation to reduce operational costs and focus on developing its core
competencies.
These arrangements subsist for as long as the client requires the services of the
outsourced employees or the labour broker.
Technological advancement has made room for digitised labour and on-demand
work conducted via online platforms and mobile applications.15 In recent times,
freelancing has morphed into Crowdwork, where workers are matched with end
users through an online platform to render required services (with the platform having
varying levels of control on the relationship and its outcome). ‘Work-on-demand’
usually involves more non-virtual tasks and jobs, organised through online platforms
managed by companies which may retain control over important aspects of the work,
including setting prices and standards, and selecting and managing the workforce.16
1.4 Remote Employment
Technological advancement has enabled organisations around the world to
assemble teams of employees who work remotely. Remote employment17 has also
been absorbed into mainstream employment in Nigeria. Remote workers operate
outside the primary place of employment. Thus, there is limited administrative and
physical attachment to the organisation. Remote employment is applicable to
persons in standard employment, freelancers, and the self-employed.18 Challenges
associated with this type of work, depending on national circumstances, include job
15
Examples of multinational crowdwork platforms are TaskRabbit, Upwork, Uber and Deliveroo
(food delivery). Indigenous counterparts include Vconnect and OLX. 16
Andrew Stewart, Jim Stanford Regulating work in the gig economy:
what are the options? https://d3n8a8pro7vhmx.cloudfront.net/theausinstitute/pages/
2530/attachments/original/1508324763/Gig_Symposium_PrePub_Stewart_Stanford.pdf?1508324
763 accessed 30 August 2020. 17
Same as telecommuting and homework. 18
‘ Remote Year “What is Remote Work?” https://remoteyear.com/blog/what-is-remote-work accessed
July 10 2020.
https://d3n8a8pro7vhmx.cloudfront.net/theausinstitute/pages/%202530/attachments/original/1508324763/Gig_Symposium_PrePub_Stewart_Stanford.pdf?1508324763https://d3n8a8pro7vhmx.cloudfront.net/theausinstitute/pages/%202530/attachments/original/1508324763/Gig_Symposium_PrePub_Stewart_Stanford.pdf?1508324763https://d3n8a8pro7vhmx.cloudfront.net/theausinstitute/pages/%202530/attachments/original/1508324763/Gig_Symposium_PrePub_Stewart_Stanford.pdf?1508324763https://remoteyear.com/blog/what-is-remote-work
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and income insecurity, minimal social security and absence of employment rights
enjoyed by regular employees.
1.5 Ambiguous and Non-Contractual Employment
Some employment relationships can be ambiguous where the respective rights and
obligations of the parties concerned are not defined. Employers favour such
ambiguous arrangements because agreements are easily concluded without the
hassle of drawing up a contract. A common example of employment on the strength
of an oral contract is domestic employment. Domestic staff are persons engaged for
the provision of domestic services within a household.19 The definition of “employee”
in the National Industrial Court Act (“the NIC Act”)20 includes domestic staff and
household employees. The Labour Act also vests the Minister of Labour with power
to make regulations with respect to the engagement, conditions of service and
payment of compensation to domestic servants.21
Although, these informal arrangements are treated as standard employment
relationships in some jurisdictions, it is less likely that a worker in a tacit employment
arrangement will seek redress because there are no defined terms and conditions
regulating the employment relationship.
Whilst the Labour Act requires all employers to issue a written contract of
employment to workers within 3 months of the commencement of the employment
relationship,22 no similar statutory requirements exist for non-workers. It is ironic that
the class of workers that fall within the ambit of the Labour Act are usually hired
under ambiguous employment arrangements.
Apprenticeships can also be classified as ambiguous employment. The Labour Act
permits the engagement of young persons between twelve to sixteen years, with their
prior written consent by the execution a contract of apprenticeship,23 to be trained in
a trade or as domestic servants for any term not exceeding five years.24
The Act also provides safeguards to protect the interest of the apprentice, such as
the mandatory approval of the contract of apprenticeship by an authorised labour
19
Labour Act (1990) Cap L1, Laws of the Federal Republic of Nigerian, 2004, Section 91. 20
National Industrial Court Act, No. 38, 2006. 21
Section 65 of the Labour Act (1990) Cap L1, Laws of the Federal Republic of Nigerian, 2004. 22
Ibid, Section 7(1). 23
Any young person aged sixteen years and above may be apprenticed without the need for their
written consent evidenced by the execution of a contract of apprenticeship. 24
Ibid, Section 49(1).
http://www.ilo.org/dyn/natlex/natlex4.detail?p_lang=en&p_isn=42156&p_country=NGA&p_count=253http://www.ilo.org/dyn/natlex/natlex4.detail?p_lang=en&p_isn=42156&p_country=NGA&p_count=253
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officer.25 An apprentice retained in service after expiration of the fixed period, without
any prior agreement between the parties for the payment of wages, shall be entitled
to be paid the minimum wage payable for services similar to that rendered by the
apprentice.26 Also, the Magistrate or District Court shall have power and jurisdiction
to hear and determine any question or dispute arising out of a contract of
apprenticeship.27
2. Regulatory Regime for Atypical Employment in Nigeria
The framework for the regulation of labour relations comprises an array of
institutions, departments, agencies, parastatals, laws, and regulations. The Federal
Ministry of Labour and Productivity (“the Ministry”), working in conjunction with
various government departments and agencies, is charged with the administration of
labour and employment relations in Nigeria.
At present, there is no definite body of laws that precisely regulate atypical
employment in Nigeria. However, principal labour legislations and guidelines28 give
credence to some forms of atypical employment, especially part-time employment.
With the upsurge of atypical work placements, there is an imminent need to bridge
regulatory gaps to create policies tailored to suit these neglected dimensions of
labour and improve the conditions of work.29
2.1 The Labour Act
Although the Labour Act30 is the principal Nigerian labour statute with comprehensive
stipulations on conditions of work and employment, it has largely outlived its
relevance. This is made obvious in Section 91 of the Labour Act which defines
“workers” as persons who perform manual or clerical work to the exclusion of
persons employed to perform administrative, executive, technical or professional
functions either in the public or private sector. This definition automatically excludes
atypical employees (and employees at large) who are not employed as manual
labourers or clerical staff. Furthermore, significant safeguards in the Labour Act, such
as protection against unfair dismissal and indecent labour practices perpetrated by
25
Ibid, Section 50. 26
Ibid, Section 51. 27
Ibid, Section 49(1). 28
The Federal Ministry of Labour and Productivity Guidelines on Labour Administration: Issues in
Contract Staffing or Outsourcing in the Oil and Gas Sector, 2011. 29
David Taylor “Ain’t That Typical? Everyday Challenges for an Atypical Workforce” (July, 2017)
https://archive.acas.org.uk/media/4878/Aint-that-typical-Everyday-challenges-for-an-atypical-
workforce/pdf/Everyday-challenges-for-an-atypical-workforce.pdf accessed June 10, 2020. 30
Labour Act, Cap. L1 Laws of the Federation of Nigeria, 2004.
https://archive.acas.org.uk/media/4878/Aint-that-typical-Everyday-challenges-for-an-atypical-workforce/pdf/Everyday-challenges-for-an-atypical-workforce.pdfhttps://archive.acas.org.uk/media/4878/Aint-that-typical-Everyday-challenges-for-an-atypical-workforce/pdf/Everyday-challenges-for-an-atypical-workforce.pdf
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the employers, are not applicable to non-workers.31 In addition, remote workers as
well as persons employed for purposes ancillary to the employer’s business are
excluded from regulatory oversight.
2.2 The Trade Union Act
The Trade Union (Amendment) Act (“TUA”) stipulates that workers, regardless of
their employment status, have the right to form and join trade unions. The National
Industrial Court in the Patovilki Industrial Planners Limited v National Union of Hotels
and Personal Services Workers32 held that both regular and casual workers have the
right to form trade unions.
Pursuant to the TUA, a “worker” is any person employed in a contract of service or
for service whether the contract is for manual labour, clerical work or otherwise,
expressed or implied, oral or in writing, and whether it is a contract to personally
execute any work or labour or a contract of apprenticeship. Workers include
independent contractors and apprentices. The use of the word ‘otherwise’ indicates
an intention to include other category of workers, thereby incorporating workers
employed casually (with or without written contracts of employment), independent
contractors, apprentices and virtually any form of lawful employment.
Unfortunately, atypical workers are short changed because trade unions in Nigeria
have turned out to be enterprise-based homogenous associations, representing only
workers in their traditional constituencies. Also, atypical workers are difficult to
organise because they are scattered in different sectors and locations, which
adversely affects their ability to relate collectively with employers, demand for better
conditions of employment or embark on any form of industrial action that may compel
their employers to accede to their demands.
2.3 The Employee’s Compensation Act
The Employee’s Compensation Act (ECA), 201033 was enacted to establish a welfare
scheme that guarantees adequate compensation for eligible employees or their
dependents in the event of injury, disease, disability or death arising out of or in the
course of employment.
31
Section 91 defines ‘worker’ to the exclusion of persons not involved in clerical or manual labour
work. Thus, the protective measures and rights under this legislation does not extend to ‘non-
workers’. 32
(Unreported) Suit No. NIC/12/89. 33
Employee’s Compensation Act, No. 13, 2010 .
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Section 73 of the ECA includes casual, part-time, and temporary workers in the
category of workers34 entitled to claim compensation for any accident sustained while
in transit from the workplace and the employee’s principal or secondary residence,
the place where the employee usually takes meals or the place where he usually
receives remuneration; provided that the employer has prior notification of such
place.35
There might be difficulty in applying this eligibility standard to remote workers
because the employee is left to his whims and the employer exercises only minimal
control over his movement.
According to the ECA,36 the "workplace" includes any premises or place where a
person performs work or is required to be in the course of employment. An employee
will be compensated for injury sustained working outside the workplace if the trade of
the employer extends beyond the workplace or if such work is authorised by
employer or forms part of the employee’s job description. Thus, remote workers are
also allowed to claim compensation for diseases, disabilities or injuries sustained
from accidents within and outside the normal workplace or in the course of
employment.
The latitude of the ECA extends to all employees in the public and private sectors
thus eliminating double standards. Also, the ECA makes no distinction between
persons employed in the formal and informal sectors of the economy. Persons
engaged in informal, undeclared, casual, and ambiguous employment arrangements
can also claim compensation under the Act.
2.4 The National Minimum Wage Act
The National Minimum Wage Act (NMWA), 201937 prescribes, subject to certain
exemptions, that an employer is to pay every employee not less than the prescribed
minimum wage of N30,000.00 per month, less statutory deductions.38
The Act exempts small and medium enterprises with less than 25 employees,
workers in part-time employment, seasonal employment, and workers (for example,
34
Ibid., section 73. 35
Law Padi “11 Things to Know About Nigeria’s Employee Compensation Act” https://lawpadi.com/
11-things-every-nigerian-know-employee-compensation-act/ accessed 15 August 2020. 36
Ibid, section 73. 37
National Minimum Wage 2019. 38
Ibid, section 3(1).
https://lawpadi.com/%2011-things-every-nigerian-know-employee-compensation-act/https://lawpadi.com/%2011-things-every-nigerian-know-employee-compensation-act/
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freelancers and independent contractors), who are paid on a ‘piece rate’ basis.39 The
implication of this is that employees engaged in these circumstances are not eligible
to receive minimum wage.
Having exempted these classes of workers, the Act does not provide any parameters
on how their wages should be computed. The employer may elect to pay below or
above the prescribed minimum and employers have been known to take advantage
of the precarious position of such workers. Thus, persons in atypical employments
are not adequately rewarded for their labour.
The penalty imposed for non-compliance with payment of minimum wage does apply
to employers of temporary or part-time labour, as well as freelancers and
independent contractors, who currently form the bulk of the labour market.40
Lastly, it is important to note that it is possible for establishments with less than 25
employees to afford to pay well above the minimum wage. The exemption of SMEs
should be based on turnover or capital assessment and not the number of staff
employed.
2.5 The Pension Reforms Act
The Pension Reforms Act (“PRA”) 2014 establishes and regulates the Contributory
Pension Scheme (“the Scheme”) funded by the contributions of workers and
employers to cater for the welfare of employees after retirement.
Persons in active employment are required to maintain a retirement savings account
(“RSA”) with any Pension Fund Administrator (“PFA”) of their choice41 and notify their
employer, who is obligated to make contributions according to the rates stipulated
under the Act.42 Where an employee changes his employment, such person can
maintain the same RSA or transfer his account to a different Pension Fund
Administrator (“PFA”) but may not transfer more than once a year. This provision
encourages workers in casual, temporary, or seasonal employment to participate in
the scheme. The Act recognises the precarious nature of atypical employment and
39
Section 17 of the National Minimum Wage Act defines ‘piece-rate’ as ‘any type of employment in
which a worker is paid according to the quantity produced regardless of time’. 40
Section 6 summarily provides that if the employer fails to pay minimum wage, he is guilty of an
offence and liable on conviction to a fine not exceeding N20,000 (twenty thousand Naira) and in
the case of continuing offence to a fine not exceeding N1000 (one thousand Naira) for each day
during which the offence continues. 41
Section 11 of the Pension Reform Act, 2014. 42
The contribution to the scheme is set at a minimum of ten percent of the employees’ earnings by
the employer and eight percent by the employee.
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permits a person who is unemployed for four months consecutively to withdraw up to
25% of his retirement savings.
Mandatory contribution is applicable to employees in the public sector and private
organisations in which there are 15 or more employees. The Act provides that in the
case of private organisations with less than 3 employees, participation in the Scheme
is governed by administrative guidelines issued by the PENCOM. However, the Act is
silent on the applicability of the Scheme to private establishments with more than 3
but less than 15 employees. In addition, persons in self-employment are permitted to
open an RSA with any PFA and make voluntary contributions.
2.6 The National Industrial Court Act
The National Industrial Court Act (“NIC Act”)43establishes the National Industrial
Court (“NIC”) and confers it with exclusive jurisdiction to adjudicate civil matters
relating to labour, industrial relations, conditions of work, health, safety and welfare of
employees and issues bordering on collective representation.44 Section 54 of the NIC
Act defines an employee as a person employed by another under an oral or written
contract of employment, whether on a continuous, temporary or part-time basis and
includes a domestic servant, who is not a member of the family. Premised on the
foregoing, workers in any sub-category of atypical employment may refer labour and
industrial related disputes to the NIC for resolution. This legislation is an effort by the
Nigerian law makers to adopt international best practices and to create an all-
inclusive system for the adjudication of labour disputes.
3 Changing the Face of Labour Laws in Nigeria
The upsurge of NSFEs in Nigeria has resulted in the segmentation of the Nigerian
labour market. Arguments in favour of atypical employment suggest that it reflects
the employee’s preference, expands the range of employment opportunities, and
allows more flexible labour conditions when compared with conventional
employment. Counterarguments view the increase of atypical employment as a
worrisome shift towards precarious forms of employment, driven by the limited nature
of legal and social protections afforded by the Nigerian regulatory framework.
Irrespective of these notions, the bottom line remains that the current legal regime
reflects a shortfall between the existing regulatory framework and the realities of the
world of work. This article advances a series of recommendations, based on
43
National Industrial Court Act No. 38, 2006 44
Section 7 of the National Industrial Court Act and section 254C (1) of the Constitution (Third
Alteration) Amendment Act, 2010.
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international labour standards set by the International Labour Organisation (“ILO”)
and international best practices, that promote decent work for all workers, regardless
of their occupational status.
The first recommendation is the consolidation of existing legislation. Presently, there
are several divergent enactments on labour and industrial relations in Nigeria. Often,
these statutes have overlapping or varying provisions which creates a lack of legal
clarity on the status of certain employees. The author recommends that all relevant
laws be merged into a single legislation which would cover substantial aspects of
labour and industrial relations. This initiative would be useful to achieve harmony and
a wholistic reform of the existing legislations.45
Secondly, most of the shortcomings associated with NSFEs are due to inadequacies,
disparities, or divergence of extant legislation, especially in the interpretation and
enforcement of legal provisions. To address this, the law should clarify and expand
on the concept of employment to include all forms of employment. Also, the focus of
labour legislations should be the entire workforce and not the ‘employee’ or ‘worker’.
The most effective method would be to entirely discard occupational status as the
trigger for regulating employment and apply appropriate legislative protections to
anyone performing ‘work’ or rendering a service for a fee. Whilst it may be argued
that the various statutes proffer contextual definitions to suit legislative purposes, the
variance in the definition of employees in various statutes pertaining to industrial
relations promotes segmentation of the labour market. It is recommended that the
definition put forward in the NIC Act 2006 be adopted as the legal definition.46
Furthermore, the current abuse of casual and fixed-term employment in Nigeria can
only be checked by eliminating regulatory barriers to equal treatment to ensure
decent working conditions and social security for persons in such employment.
Presently, local laws do not provide any ceiling to the number of renewals of a fixed
term contract or a maximum duration of fixed term contracts. Also, labour laws
should specify legal thresholds that clearly differentiate part-time from full-time work.
The expansion of digitised work organised via online platforms and mobile
applications poses a challenge to the traditional models for regulating work. It is
45
Nigeria may borrow a leaf from Ghana in this regard. Ghana adopted a holistic reform of its labour
laws in 2003 when it harmonised its various labour legislations and consolidated them into a
single Act known as the Labour Act No. 651 of 2003. The Act is one of the most comprehensive
labour legislations in the world because it addresses in a single Act subjects hitherto covered by
separate legislations. 46
Section 54 of the National Industrial Court Act, 2006.
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important to formulate laws that address these digitally driven forms of employment.
It is yet to be determined whether these employees exist within the realm of self-
employment, dependent employment or whether they form another category of
workers existing in between these two stated categories. It is left for the courts and
policy makers to point us in the right direction with respect to the status of these
employees.
Various instruments and directives put forward by regional and international bodies,
especially the ILO and the EU, on the regulation of atypical employment are vital
sources of national labour law in member states. The International Labour
Organisation conventions, recommendations and standards that address specific
forms of non-standard forms of employment are a blueprint for our laws and should
be transposed into our local legislations.47 Under the Discrimination (Employment
and Occupation) Convention, 1958 (No. 111), ratified in 2002, Nigeria is “to declare
and pursue a national policy designed to promote equality of opportunity and
treatment in respect of employment and occupation, with a view to eliminating any
discrimination based on employment statuses”. Also, pioneer legislations effectively
implemented in progressive jurisdictions can easily be modified to suit our legislative
regime.
It is crucial to emphasise the importance of law enforcement. Laws are not self-
enforcing. Hence, statutes regulating labour relations should be enforced and non-
compliance sanctioned accordingly. In the same vein, courts, tribunals, and quasi-
judicial bodies have a prominent role to play in supplementing the regulation of non-
standard work in the Nigerian legal system. Courts should consider the substance or
practical reality of an arrangement, as opposed to the formal terms agreed by the
parties. Section 6 of the Constitution (Third Alteration) Act 2010 confers the NIC with
power to take judicial notice of ILO conventions and recommendations48 addressing
specific forms of NSFE as long as they have been indorsed by the government. The
NIC was established with the mandate to pave way for reforms in industrial relations
through prompt and effective adjudication. Interestingly, the Supreme Court made a
pronouncement on fixed-term contracts, stating that where a contract of employment
47
The Third Alteration Act, 2010 allows the NIC to apply international treaties provided Nigeria is a
signatory to same. 48
Employment Relationship Recommendation, 2006 (No.198), Income Security Recommendation
(No. 67), Social Protection Floors Recommendation, 2012 (No. 202), Workers with Family
Responsibilities, Recommendation, 1981 (No. 165).
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for a fixed-term is determined before the agreed date, the employee is entitled to the
salary he would have earned for the unexpired period.49
Aside statutory reforms, social security is a major concern for workers in atypical
forms of employment, especially for those who are unable to make the transition to
stable employment.50 Policy reforms should also address wage disparities,
employment ambiguity;51 restrict the use of NSFE in certain sectors to prevent abuse,
establish paid minimum guaranteed hours, limit the variability of working schedules,52
and put in place safeguards for part-time, on-call, and casual workers.53 The
government can set up a scheme for statutory deductions with a model separate
from that of conventional employees, or adopt existing models to include standard or
atypical employment.54
Furthermore, atypical employment tends to involve a multitude of transitions from one
form of employment to another, with a high risk of unemployment which results in
intermittent earnings. The problem of irregular earnings could be tackled by granting
involuntary unemployment relief to persons in these circumstances.
Whilst labour reforms will be mainly implemented through legislation, social dialogue
has improved the working conditions of workers in more developed countries.
Legislative response should involve social dialogue at national, industry and
enterprise levels to foster long term solutions, better working conditions and
individual economic security. Forums should engage the Federal Ministry of Labour
49
See Shena Security Company Ltd v. Afropak (Nigeria) Ltd & Ors. (2008) LPELR-3052(SC) p. 27. 50
The Social Protection Floors Recommendation, 2012 (No. 202), provides for nationally defined
sets of basic social security guarantees, to made available to everyone regardless of employment
status. In more general terms, the Workers with Family Responsibilities Recommendation, 1981
(No. 165), states that particular attention should be given to general measures for improving
working conditions and the quality of working life, including measures aimed at achieving more
flexible working schedules. 51
The Employment Relationship Recommendation, 2006 (No. 198) appeals to member states to
formulate and apply a national policy for clarifying and adapting the scope of relevant laws and
regulations, in order to guarantee effective protection for workers who perform work in the context
of an employment relationship i.e. bogus self-employment, disguised employment relationships,
undeclared work such as family labour or where there is a lack of clarity as to employment
arrangement. 52
As regards minimum hours, few countries have established a daily or weekly minimum number of
working hours for part-time or to achieve a minimum level of income. Workers are to be paid a
minimum wage for certain number of hours, whether or not the hours were worked. This is what
obtains in Italy. 53
The UK Employment Act 2015 prohibits the abuse of zero-hours contracts who work below
minimum working hours or have no definite schedules. 54
Section 14 of the Pensions Reform Act supra, already provides for maintaining the same
retirement savings account even when the employee transfers his employment from one
employer or organization to another.
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and Productivity, Central Labour Organisations, employer representatives, trade
unions and stakeholders in Nigerian industrial relations.
Present working condition for employees in atypical employment are set at minimum
statutory level, most times even lower. Research has shown a direct correlation
between the presence of trade unions and improved working conditions for the
workers represented.55 This article advocates for trade union participation/worker
representation for atypical employees to improve the extent to which such employees
can influence organisational labour policies and regulations.
The Ministry of Labour and Productivity should carve out departments or agencies to
monitor employing entities and engage with their human resource departments to
guarantee decent workplace practices in atypical arrangements, and to make sure
corporate reforms are balanced against worker’s rights and other public policy
considerations. The Ministry should also provide effective mechanisms to address
complaints, provide remedies for rights’ violations, and raise worker’s awareness on
employment rights and benefits. Workforce Surveys should be carried out
periodically, using international best standards, as done in developed countries to
collect, analyse and disseminate employment and labour statistics, so that there is
accurate demographic analysis of persons in atypical forms of employment. There is
need for accuracy in the computation of labour statistics in order to prevent
misclassification of employment forms and also assist in the formulation and
monitoring of effective policies on human resource development, transition
assistance and social welfare programmes that reflect the significant changes in the
world of work.
Although, a competent regulatory system is required to deal with the growing
diversity in employment, shift in working practices and the creation of new types of
jobs, minimum labour standards are subject to and influenced by national
conditions/circumstances.
More so, the state of the Nigerian economy has forced many organisations to
manage scarce resources by cutting down staff strength, salaries, and employment
benefits to the disadvantage of the workforce. In such circumstances, the
government may give a tax rebate or other fiscal incentives to employers to secure
decent working conditions for employees or to assist them in retaining staff.
55
International Labour Organisation, Sectoral Activities Department, The Role of Worker
Representation and Consultation in Managing Health and Safety In The Construction Industry,
https://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---sector/documents/publication/wcms_
160793.pdf accessed on 10 September 2020.
https://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---sector/documents/publication/wcms_%20160793.pdfhttps://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---sector/documents/publication/wcms_%20160793.pdf
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Regular and atypical employment are fast becoming one and the same. It is
necessary to enact all-inclusive legislations that embrace both regular and atypical
workers. This article concludes that core labour standards should emphasise
flexibility, employment stability, social security and decent work initiatives, and fair
working conditions for all workers, irrespective of the employment arrangement.
_________________________________________________________ For further information on this article and area of law, please contact
Demilade Odutola at: S. P. A. Ajibade & Co., Lagos by
telephone (+234 1 472 9890), fax (+234 1 4605092)
mobile (+234.0902 590 0719 or email [email protected]
www.spaajibade.com
http://www.spaajibade.com/