Managing Redundancy at Workplace: Guides for HR Managers and Legal Advisers

Redundancy is perhaps the most controversial concept in Nigerian Labour law and Industrial Relations, and yet a recurrent decimal in Nigerian workplace. The harsh operating business environment and the increasing cost of doing business occasioned by soaring energy costs due to perennial power failure, multiple and oppressive tax regimes, unsustainable bank interests rates and the recent global economic meltdown have necessitated many employers to declare redundancies. Managing change in any business environment is often difficult let alone one as turbulent as massive layoffs. Redundancy, admittedly, is a legitimate tool in the hands of the employers to achieve sustainable business growth and corporate survival, but this legitimate business aspiration must however be balanced against workers rights and other public policy considerations. It must also be reiterated that it is not every case of retrenchment or layoffs that qualifies as redundancy in law and gives rise to redundancy claims. This important point is often lost on the employees and their trade unions who are very quick to insist on redundancy payments in every case of staff layoff.

Most redundancies in Nigeria are often mismanaged and sometimes create more problems than it solves. Most redundancy process drag for too long and sometimes enmeshed in protests, industrial actions and avoidable litigation. It is against this background that this seminar is conceived. The seminar will explore the law, practice and procedure of redundancy in Nigeria and offer a helpful list of the “right” and “wrong” things to do during the process. The class will be interactive and case studies based.

  • Redundancy in Nigeria: Legal Framework
  • Declaring Redundancy at Workplace: Some Important Considerations
    • -Selection Criteria
    • -Associated Costs
    • -Consultation with Workers and Trade Unions
    • -Potential Pitfalls
  • Procedural Requirements for Declaration of Redundancy
  • Best Practices in Managing Redundancy: Some Case Studies
  • Redundancy Claims and Payments
    • -Computation of Redundancy Payments
    • -Computation of Redundancy Payments: Exclusive or Inclusive of Gratuity and other severance/terminal benefits?
  • Redundancy: Managing the Change and Transition
    • Managing the Process including post redundancy challenges
  • Redundancy and Transfer of Undertakings
  • Redundancy and Takeovers, Mergers and Acquisitions
  • HR Managers and officers
  • HR Practitioners and consultants
  • Legal Advisers
  • Employers of labour
  • Employers’ Associations
  • Trade Union leaders and officials
  • Outsourcing companies
    Our faculty comprises of distinguished professionals with diverse and extensive experience in Labour Law, HR, Industrial Relations & Personnel management.
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    The fee covers only lectures, course materials, Group lunch, tea, and coffee.
    Organisations sponsoring 3 or more participants will enjoy 10% discount.
    Our courses are also available on in-plant basis.

    For enquiries and registration, please contact:
    (Research, Training & Consultancy)
    2A Alade close, off Adeniran Ogunsanya street. P.O.Box 2214, Surulere , Lagos.
    Tel: 01-2911955, 08066192650