By Gobir Habeeb Bolaji, Esq

In Nigeria, we often treat employment as an informal arrangement, especially in small businesses and startups. Someone resumes work, no offer letter, no contract, just vibes and instructions. It works fine until there’s a dispute. Then suddenly, everyone becomes a ‘lawyer,’ quoting terms that were never agreed upon in writing.

I’ve seen situations where someone is fired over WhatsApp without any prior warning, or where salary disputes escalate simply because expectations were never properly documented. One thing I’ve come to realize is that a lot of employer-employee issues in Nigeria don’t necessarily stem from wickedness, they stem from ignorance. People hire without understanding the weight of that responsibility. Others work without knowing they actually have enforceable rights. That’s where a lot of tension starts.

Walk into a boutique, tech startup, private school, POS shop, or even a law firm, and you’ll see the same pattern. No offer letter, no proper contract, just “start work tomorrow.” Until  goes wrong. That’s when we start hearing “you didn’t perform,” or “we’re not paying you because you made a mistake.” But under the law, especially the Labour Act and general contract principles, once a person has earned a wage, you must pay it. Withholding it because of a mistake or unverified allegation is not just unfair,  it’s unlawful.

In construction and logistics, the issue is often safety. I’ve seen people work on sites, climb scaffolding, and handle machines without proper gear. When accidents happen, some employers disappear. But under the Employees’ Compensation Act, that’s not allowed. Once you hire someone, even informally, and they suffer harm on the job, you’re liable. Even courts have held that you can’t call someone a “casual” staff and still escape responsibility for injuries they suffer while doing your work.

In the tech and banking sectors, it’s a different story. You’ll find staff placed on long “probation,” then dismissed quietly if they don’t hit targets. Some are under intense pressure with zero wellness support, yet there’s no performance review or feedback. Suddenly they’re told, “we’re letting you go.” But this kind of silent termination, especially without any warning or documented poor performance, can be challenged. Courts frown on unfair labour practices, especially where the employer has more bargaining power and the staff was simply not supported enough to thrive.

In the creative space, writers, designers, editors, animators, the disrespect is on another level. Clients will use your work, disappear without paying, and still post it like it’s theirs. That’s why I always say: structure is your protection. Don’t start anything without a service agreement. Even if it’s your friend’s project, define your work, timelines, payment, and ownership terms. You’ll thank yourself later.

Then also intern role is another grey area. Someone is hired as an “intern” but works 9-5 for months without pay. Or someone works in a “volunteer” position for a year, yet is expected to report every day, meet KPIs, and be available full-time. That’s no longer volunteering, that’s disguised employment. And if push comes to shove, they can actually bring a legal claim, because courts will look at the reality of the work done, not just the label you give it.

Employment is not charity, and labour is not free. Contracts, clear job descriptions, NDAs, termination clauses, these things protect both sides. Even if it’s a WhatsApp agreement, put things in writing. If you’re building an empire, build it on solid ground. If you’re offering your skills, protect the value you bring. In this economy, legal ignorance is too expensive. Protect your hustle. Secure your team. Use the law.

About the Author

Habeeb Gobir, Esq. is a Nigerian lawyer and intellectual property consultant with a focus on emerging technologies, Web3 regulation, and the creative economy. He advises tech startups, content creators, and blockchain projects on IP protection, digital compliance, and policy strategy. He can be reached at habeebgobir2@gmail.com and 08108527278

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