Book Of The Week:  The Employment Law Handbook

Book Of The Week:  The Employment Law Handbook

While there are many well-researched books on the general principles of Labour and Employment Law, there is a dearth of quick reference materials for Human Resource Managers and Legal Practitioners who have to grapple with taking decisions and advising on workplace related issues on a daily basis.
The Employment Law Handbook is written to fill a gap identified in the nature of texts on Employment and Labour Law in Nigeria.
This book provides answers to most of the frequently asked questions on Employment and Labour Law, contains a synopsis of all Employment and Labour Law related legislations as well as selection of precedents.
In the words of a former Attorney General of the Federation and Minister of Justice, Mr. Bayo Ojo, SAN, ‘This insightful book coming from someone who demonstrates a commendable solid knowledge of the subject, is lucidly written, free of the usual technical jargons and presented in an easy to read language. It is a great, lively, vigorous, engaging and stimulating book, that is recommended for reading by all class of people including experts, and the general public who seeks a handy reference material and a rudimentary understanding of the elementary of labour laws’.
The Author, Jamiu Akolade is currently a Legal Counsel within the Global Litigation team of the Shell Petroleum Development Company (SPDC). Before joining SPDC, he was a dispute resolution Counsel in Adepetun Caxton-Martins Agbor & Segun, a top-tier commercial law firm where he was part of the employment litigation team.

In his years of practice, Jamiu has advised extensively on employee wrongful termination claims, redundancies, executive compensation,
compensation for workplace injuries and has also represented high net worth clients in State and Federal Courts. 

Order your copy on the lawyers book store via this link
Future of Jobs: The Implication and Role on People – Temitope Fadare

Future of Jobs: The Implication and Role on People – Temitope Fadare



The fourth industrial age
which we are currently in, comes with new challenges and opportunities. There
are new developments in genetics, artificial intelligence, biotechnology etc.
It is expected that the coming changes will introduce many innovations but at
the same time may pose as obstacles that will require proactive adaptation for
people, employers, and the government.

The work environment is
changing at a fast pace. Automation and machines are replacing human tasks and
job roles thereby, altering the skills that organisations require in order to
thrive. Interestingly, the new rise in automation is setting new guidelines and
ensuring market dominance for companies that are quick to jump on these trends.
We have seen the rise of Fintech companies competing with traditional banks
with their savings platforms and interesting innovations.

It should be apparent that
the future of work is not so distant anymore. The anticipated changes are
currently happening with the various technology advancements that we experience
in various sectors daily. A 2017 study conducted by Mckinsey Global Institute[2] predicted that one-fifth of the
global work force will be affected by automation. The study stated that work
that is monotonous will be replaced by automation, while jobs that require
human interaction such as teaching, and healthcare are less prone to

This new industrial age
requires new skillsets that must be developed. People in the middle skillset
category that are not prepared for this change may lose their jobs and fall
into the low skillset group. Some occupations are currently undergoing a
fundamental change, and while some jobs are threatened by redundancy and others
grow rapidly, existing jobs are also going through a change in the skillsets
required to do them.

It is not all doom and
gloom. Studies have also shown that the inception of previous technological
advancements had led to better productivity, new jobs, and increased wealth.
This does not mean, however, that these transitions will be without risks and
its difficulties, but preparing and anticipating these shifts are important for
remaining relevant.

Some jobs did not exist
until the 2000s and occupations like digital marketing, cloud computing,
blockchain engineering were not available in the last industrial age. The World
Economic Forum in its Global Challenge Insight report (2016) opined that an
estimate of 65% of children entering primary school right now will be working
in completely new jobs and sectors that do not exist now.[3]

The same report also
predicted a positive outlook on employment across various industries with new
jobs springing up in a seemingly random fashion. However, there will be need for
more talents with high skills to deliver on the job. Unfortunately, businesses
are currently facing recruitment challenges because of the dearth of talents to
fit these emerging roles.

The main challenge is how
are people, business corporations and the government going to handle and react
to these developments. The following are a couple of recommended ways to be
prepared for the changes unfolding to avoid getting caught off-guard.

Implication on People

Everyone needs to understand
that the future of jobs is not a distant phenomenon, it is already here. As
indicated above, individuals with the most risk are those who have repetitive
jobs while people who are involved in social interaction may not necessarily be
affected by automation. To remain relevant, it is only required that workers
learn new skills by paying attention to rising trends and appropriately realign
their competencies. Middle skill workers that refuse to re-skill will find
themselves in low-level paying jobs.

Implication on

The first thing businesses
need to do is to own the automation space. The competition for a market share
will only be enhanced by embracing automation and a deeper understanding of the
changing technology landscape, without leaving this exclusively to the Human
Resource or Information Technology departments.

The next problem that
organizations will face is the lack of available manpower that will be needed
to carry out the jobs effectively. Businesses will have to retrain their
employees to acquire more relevant skills. Conscious reskilling and upskilling
training will be needed for employees going forward.

Businesses will also be
faced with competition in acquiring the relevant skilled talents and even
tougher competition retaining them. But this can be avoided if organisations
institute an intellectually stimulating environment for their employees, while
creating a safe environment for them to express their views freely in the work
place. This will help them retain their top talents. Employees also need to have
a sense of dignity in themselves and their work because a lot of their identity
is tied to their work. It is far cheaper and more effective to train your
employees in-house than sourcing for the best talents in the labour market.

For Government

The primary role of the
Government in the future of jobs is centered around policymaking and
implementation. The government should be making fiscal and monetary policies
that will drive up aggregate demand of the workforce which has a direct impact
on jobs by increasing its numbers.

If technological shifts are
focused on only reorganization and the pursuit of higher revenue and not
achieving proper income and wealth distribution, it can be counterproductive.
The Government needs to ensure that automation does not make the poor poorer
and further deepening the wealth gap and economic inequality. Therefore, it is
advisable for the government to collaborate with their teaching institutions to
train individuals on a massive scale with the relevant skills and motivation to
compete effectively on the global market and to propel the growth of the local



When technological changes
occur but the required talents are inadequate, this leads to unemployment and
inequality. To prevent this, there is need to acquire the right mindset for
lifelong learning, re-skilling, and re-tooling for today’s workers. Businesses
need to be involved in training their employees with the skillsets needed to
handle these new jobs. Governments must ensure that the right policies are
formulated to provide better environment for businesses to thrive. Governments
also need to consider collaborating with industries and universities so that
they can produce a large pool of individuals possessing the right skillsets
relevant in today’s world.

Finally, teaching
institutions will need to rejig their curriculum. This is because most of their
teaching methods are outdated and out of step with present demands, and
graduates are ill-prepared for the available job roles. Universities need to
collaborate with industries and businesses to update their curriculum to
reflect the current realities and prepare adequately for the future.

For further information on
this article and area of law, please contact Temitope Fadare at:         
S. P.A. Ajibade & Co., Lagos by telephone (+234 1 472 9890), fax (+234 1
4605092)   mobile (+234 7055084677) or email (


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credit –
A contract of employment is a
contract between an employer and employee in which the terms and conditions of
employment are stated. The term “employee” denotes anyone who is employed under
a contract of employment for remuneration and an employer is such person who
employs an employee. 
An employment contract is an
agreement which carries with it an obligation to pay wages in return for
service and a corresponding right of control on the part of the employer.
Before an employer/employee can make claims under the contract of employment,
such party must prove that the existence of a contractual relationship. 

A contract of employment can be oral,
written, or partly oral and written; it may even be inferred or implied from
the conduct of the parties, though most contracts of employment are either oral
or written.
When an employee begins work, the
labour act states that such employee must be given his contract of employment within 3
months and it should state:
  • The name of the employer
  • Name, address of the employee and the
    place and date of his engagement.
  • The nature of the employment
  • If for a fixed term, the date the
    contract expires
  • Appropriate medium and method to
    terminate the contract
  • Rates of wages and method of
  • Any special conditions of the
    contract; and
  • Any terms or conditions relating to: hours of work; holidays and holiday pay; and Incapacity for work due to sickness
    or injury, including any provisions for sick pay.
It should be noted that contract sof
employment are not binding on the family or dependants of the worker unless it
contains a provision to that effect. Also persons under the age of 16 re not
capable of entering contracts of employment except such contracts are for
apprenticeship. Also, no contract of employment can bar a worker from belonging
to a trade union. 
A contract of employment can be
terminated by:
  • Expiry of the period for which it was
  • Death of the worker
  • By notice
Where it’s a contract of 3 months or
less, one day notice should be given. One week notice if more than 3 months but
less than 2 years; two weeks notice where the contract has lasted for more than
2 years but less than 5 years and one month, where the contract had continued
for 5 years or more. Usually most contracts of employment
provide either one month or 3 months notice or one month or 3 months’ salary in
lieu of notice.
Adedunmade Onibokun, Esq.