Adekunle Obebe is a Partner at Bloomfield and Head of the Litigation and Alternative Dispute Resolution. He began his career with the law office of Deji Sasegbon SAN and Co. where he rose to the position of Deputy Head of chambers for two years; he also worked with Advocaat Barristers and Solicitors before joining Bloomfield as senior partner. He has been involved in various contentious commercial disputes and is well versed in both Dispute and Alternative Dispute Resolutions. He has written various published articles including “Whistleblowers in corporate Nigeria: Myth or Reality” and “Dispute Boards and Infrastructural project finance”.
He is a Chartered Secretary, an Associate member of the Chartered Institute of Arbitrators England and a member of the International Bar Association.
The Federal Airports Authority of Nigeria and the Presidential Task Force on COVID-19 have issued guidelines and directives to curtail the further spread of COVID-19 and protect airport users. Notably, on arrival in Nigeria, passengers cleared through the Nigeria Immigration System's Migrants Identification Data Analysis System will have their passports retained until they have successfully completed 14 days' self-quarantine. This article outlines the legality of this requirement.
In early 2020 President Muhammadu Buhari introduced the new Nigeria Visa Policy 2020. According to the president, the policy is intended to attract innovation, specialised skills and knowledge to complement and improve the country's local capacity in order to support the attainment of a globally competitive economy and reflect international best practices. This article provides a summary of the various visa categories.
This article outlines the potential impact of the COVID-19 pandemic on immigration permits as employers apply to expatriate workers in Nigeria. Immigration permits are time bound and for a definite period. Thus, one key question remains: if the lockdown is extended for several months beyond the initial 14-day period, will it be necessary to extend the tenure of the expatriate quota to cover the lockdown period in affected states?
The world economy has come to a halt due to the COVID-19 pandemic, with many countries having implemented stay-at-home or social distancing policies to curtail the spread of the virus. On 27 February 2020 Nigeria recorded its first case of COVID-19 and since then, the number of cases has increased drastically and shows no sign of slowing. This article considers the impact of COVID-19 on Nigerian labour law.
The Department of Petroleum Resources (DPR) recently issued guidelines in order to establish procedures for obtaining the consent of the minister of petroleum resources before releasing Nigerian workers in the oil and gas industry. The guidelines have been met with widespread criticism, mainly with regard to the DPR's legal right to issue regulations which not only interfere with, but also call into question the sanctity of, employer-employee contractual relationships.
In 2013 the National Industrial Court (NIC) ushered in a new labour law regime with regard to workplace sexual harassment when it held an employer vicariously liable for acts of sexual harassment perpetrated against one of its employees. Based on the NIC's decision, employers which learn of workplace sexual harassment and take no administrative decision to investigate it may be liable for breaching their duty of care to their employees by failing to protect their fundamental rights.
It is clear from the #metoo #hertoo and #timesup campaigns – as well as the numerous allegations of sexual harassment levied against perceived industry leaders – that combating sexual harassment is a global concern. Thankfully, it seems that such conduct will no longer be condoned, considered tenable or swept swiftly and easily under the corporate carpet. This article examines employees' rights in the workplace under Nigerian law.
A foreign employee recently secured a landmark judgment in the National Industrial Court in relation to redundancy benefits that he had claimed while employed by the defendant. The judgment reinforces the well-established principle of interpreting the plain and ordinary meaning of employment contracts and strengthens the position of local and foreign employees seeking to enforce their rights where these are clearly provided for in their respective employment contracts, policies or handbooks.