The Crisis of Labour in Nigeria: Contracts, Exploitation, and the Struggle for Humanity.

■ Introduction.

The Burden of Work Without Dignity

Work is supposed to give meaning to life. It is supposed to provide sustenance, dignity, and fulfillment. Yet, in Nigeria, for many workers, employment has become synonymous with exploitation, suffering, and a life lived at the mercy of employers. The cries are the same across factories, offices, markets, schools, and even government parastatals: “They want you to give your best, but they pay you peanuts. They want your blood, but they refuse to feed your body.”

The essence of humanity in work has been stripped away, leaving behind only a cold system where labour is treated as disposable. Why is it this way? Why is it that in a world where human rights and labour rights are proclaimed, the ordinary Nigerian worker remains at the mercy of his employer? Why does the law exist on paper but die in practice? This article explores the nature of employment relationships, the difference between contract of employment and contract for employment, the exploitation embedded in workplace practices, the legal frameworks that supposedly regulate them, and the moral and human questions that linger.

■ Understanding Employment Relationships: Contract of Employment vs. Contract for Employment

At the heart of labour law lies the distinction between two types of relationships: the contract of employment and the contract for employment.

1. Contract of Employment.
This is the traditional “master and servant” relationship. Here, the employer (the master) controls not just the what but also the how and when of the work. The employee (the servant) must obey instructions regarding time, method, and procedure. For example, a factory worker, a bank teller, or a secretary works under direct supervision and control. The worker’s independence is limited, and the employer dictates the rhythm of life.

2. Contract for Employment
This is a more independent arrangement. It usually applies to professionals or skilled workers. The employer only tells the professional what needs to be done, while the professional determines how and when to achieve it. For instance, a lawyer hired to draft a contract, an architect engaged to design a building, or a consultant brought in to restructure a business. Here, there is less of a master-servant dynamic and more of a contractual partnership.

Understanding this distinction is key because it defines the power balance between employer and worker. Sadly, in Nigeria, most people find themselves bound in contracts of employment, underpaid, over-controlled, and often discarded without dignity.

■ The Exploitation of Labour: Peanuts for Blood and Sweat

Across Nigeria, one recurring lament dominates conversations about work: “They want you to work with your full potential, but they pay you peanuts.”

Employers demand total loyalty, long hours, and maximum productivity, yet compensation is often below survival level. Workers are expected to stay back after closing hours, to work weekends, to sacrifice health and family, all in the name of loyalty. Yet, overtime is rarely paid.

Dismissal is arbitrary. An employer can wake up one morning and decide that a worker is no longer needed. Years of service can be erased with a short letter: “Your services are no longer required.” The worker is left without remedy, without severance, and often without savings. This reality makes one question whether employment in Nigeria is truly a path to dignity or simply a modern form of servitude.

■ The Legal Framework: What the Law Says

Nigeria is not without laws. In fact, on paper, the protection of workers is guaranteed.
1. The Constitution of Nigeria (1999, as amended) affirms the dignity of labour and prohibits forced labour. Section 17(3) speaks of the right to adequate living wages and humane conditions of work
2. The Labour Act (Cap L1, Laws of the Federation 2004) regulates employment, contracts, wages, termination, and protection of workers. It requires that contracts of employment be documented and that certain minimum conditions be respected.
3. International Labour Organization (ILO) Conventions, to which Nigeria is a signatory, promote decent work, freedom of association, collective bargaining, and the elimination of unfair labour practices.
4. Trade Union Laws give workers the right to form associations and fight collectively for better conditions.

Yet, despite this elaborate legal framework, the Nigerian worker remains largely unprotected. Why?

■ The Problem of Enforcement: Laws Without Teeth

The truth is not that Nigeria lacks laws; it is that enforcement is weak, selective, and often non-existent. Labour inspectors are underfunded. Labour courts are slow. Workers are often too poor or afraid to challenge their employers. Many do not even know their rights.

For instance, the Labour Act provides that overtime should be compensated. But in practice, employers routinely ignore this, and workers cannot enforce it. The Constitution promises fair wages, yet minimum wage negotiations drag on endlessly, and even when agreed upon, many states and private employers fail to comply.
The gap between law and practice is a deep wound in the Nigerian labour system.

■ Has Labour Law Improved Lives Outside Contracts?

The question must be asked: Have labour laws in Nigeria truly changed the condition of the worker?

While the introduction of minimum wage laws and trade union recognition has been positive, the lived experience of most Nigerian workers suggests that progress is minimal. The laws look good on paper but are rarely enforced. Labour laws outside contracts, such as maternity protection, workplace safety regulations, and pension rights, remain largely theoretical for millions.

In reality, the Nigerian worker continues to suffer underemployment, job insecurity, and exploitation.

■ The Humanity Question: Where is Human Dignity?

Work is not just about survival. It is about dignity. It is about a human being contributing to society and being rewarded fairly. When employers demand everything but give nothing in return, one must ask: Where is humanity?

Why should a man give his sweat and blood, only to be discarded without severance? Why should a woman work overtime without compensation, only to be told she is “not loyal enough”? Why should the employer sit in luxury while the worker can barely afford transport fare?

The problem is not only legal but moral. Employers often view workers as disposable tools rather than as human beings with dignity, dreams, and families. Until this mindset changes, no amount of legal reform will be enough.

■ The Way Forward: Restoring Humanity to Labour

If Nigeria is to change, the following steps are urgent:

1. Stronger Enforcement of Labour Laws: The Ministry of Labour must be empowered with resources and independence to enforce compliance.
2. Effective Labour Courts: Special labour courts or tribunals should deliver speedy justice for workplace grievances.
3. Union Strengthening: Workers must organize, negotiate, and resist exploitation collectively.
4. Corporate Accountability: Employers should be compelled to disclose and practice fair labour policies.
5. Cultural Reorientation: The mindset that workers are disposable must be challenged. Employers must recognize that respect and dignity are not privileges but rights.

■ Conclusion: Beyond Peanuts, Towards Dignity.

Labour is not slavery. The worker is not a tool. Humanity demands fairness, dignity, and justice in the workplace. Nigeria’s laws speak beautifully, but they remain whispers in the wind unless enforced. Workers continue to ask: Why is it this way?

The answer is simple but painful: exploitation thrives where humanity is absent, and laws are weak. The Nigerian worker deserves more than peanuts. He deserves recognition, fair pay, humane treatment, and security. Until the balance between master and servant shifts towards equality and dignity, the cry of labour in Nigeria will remain the same, a cry for justice, a cry for humanity.