Recruitment in Nigeria presents a unique set of challenges shaped by regulatory ambiguity, socio-economic disparities, and deeply ingrained biases. Many organisations, especially in the private sector, struggle with unclear labour regulations, inconsistent enforcement, and evolving expectations around fairness and inclusivity. Despite existing legislation such as the Labour Act and the Constitution of the Federal Republic of Nigeria, reports of discriminatory hiring practices remain widespread. Unofficial age limits, gender biases, and demands for unverifiable “years of experience” persist in job advertisements, effectively excluding vast segments of qualified candidates.
According to the National Bureau of Statistics (NBS), the youth unemployment rate in Nigeria among individuals aged 15–24 years stood at 8.6% as of Q3 2023, reflecting a 1.4% increase from Q2 2023. The overall national unemployment rate was 5.0%, up by 0.8% from the previous quarter. Despite these figures, individuals aged 25 to 34 still face significant labour market challenges, including age-related discrimination in job postings, where employers impose arbitrary age limits. This practice exacerbates unemployment among qualified young adults.
Nigeria’s labour laws, particularly the Labour Act of 1971, have been widely criticised for their inadequacy in protecting the contemporary workforce. The International Labour Organisation (ILO) has noted that the Act does not sufficiently address the evolving realities of work, especially within the informal sector, constituting a substantial share of employment in the country.
This informal sector dominated 92.6% of employment as of Q1 2023, complicating the enforcement of labour laws and the implementation of fair recruitment practices. Furthermore, issues such as forced labour persist, with approximately 617,503 individuals reported to be in forced labour in their current jobs in 2022. These challenges underscore the urgent need for comprehensive reforms in Nigeria’s recruitment practices and labour laws to promote compliance, fairness, and inclusion.
This article explores how Nigerian organisations can develop and implement recruitment practices that comply with local labour laws, promote fairness, and drive inclusion. It examines key pain points in the hiring process, highlighting limitations in current legislation and proposing actionable strategies.
These include crafting inclusive job descriptions, eliminating discriminatory criteria, training hiring teams, and standardising transparent hiring processes. Ultimately, it argues that fair and inclusive recruitment is not just a legal or ethical obligation, but a strategic advantage that strengthens trust, diversity, and performance in Nigerian organisations.
Understanding the Nigerian Legal Landscape on Recruitment
To establish effective and fair recruitment practices, organisations in Nigeria must navigate a legal framework that, while foundational, presents challenges in terms of scope, enforcement, and alignment with contemporary employment realities.
- The Labour Act 1971 (Scope and Limitations): The primary legislation governing employment in Nigeria is the Labour Act of 1971. This Act provides basic protections concerning employment conditions, contracts, and termination. However, it predominantly covers manual and clerical workers, leaving professionals and informal sector workers outside its purview. Notably, the Act does not explicitly prohibit discrimination in hiring based on age, gender, disability, or ethnicity, nor does it provide detailed guidance on recruitment processes. Consequently, employers often operate with minimal legal oversight when advertising vacancies or selecting candidates.
- Constitutional Provisions on Non-Discrimination: The Nigerian Constitution (Section 42) guarantees citizens the right to freedom from discrimination based on ethnic group, sex, religion, or political opinion. While this provides a broader legal foundation for fairness in employment, enforcement mechanisms are limited, and many job seekers lack the resources to pursue legal redress.
- Discrimination Against Persons with Disabilities (Prohibition) Act, 2018: Enacted in 2019, this Act aims to safeguard the rights of persons with disabilities (PWDs) in Nigeria. It prohibits discrimination in employment and mandates a minimum of 5% employment opportunities for PWDs in all public organisations. The Act also established the National Commission for Persons with Disabilities to oversee its implementation. However, enforcement remains inconsistent, and many workplaces lack accommodations for PWDs.
- National Policy on Labour Migration: The National Policy on Labour Migration, first introduced in 2014 and revised in 2020, aims to promote good governance of labour migration, protect migrant workers, and optimise the benefits of labour migration for development. While it provides a framework for managing labour migration, its direct impact on domestic recruitment practices is limited.
- Enforcement and Regulatory Challenges: Enforcement of recruitment-related provisions is weak. Agencies such as the Federal Ministry of Labour and Employment and the National Industrial Court often operate reactively, responding to reported infractions rather than proactively monitoring compliance. Additionally, the widespread informality of Nigeria’s labour market, where a significant portion of employment occurs, further complicates enforcement.
Common Challenges and Discriminatory Practices in Recruitment
Despite increasing awareness of the need for fairness in recruitment, many Nigerian organisations still engage in practices that—intentionally or not—exclude qualified candidates from consideration. These discriminatory practices are often embedded in job descriptions, selection criteria, and informal hiring processes, perpetuating inequality and reducing access to employment opportunities for marginalised groups.
1. Age-Based Restrictions
One of Nigeria’s most prevalent discriminatory practices is the imposition of arbitrary age limits in job advertisements. Roles requiring candidates under 26, 30, or 35 years old, regardless of experience or capability, are typical. According to the National Bureau of Statistics, Nigeria’s youth unemployment rate stood at 53.4% in 2023, and these restrictions further compound the exclusion of young professionals from viable employment.
Age limits also disproportionately affect older job seekers trying to re-enter the workforce, a concern especially pertinent in the aftermath of economic shocks and layoffs.
2. Gender Bias and Role Stereotyping
Gendered language and role stereotyping remain embedded in some recruitment practices, especially in sectors like oil and gas, construction, or finance, where male candidates are often implicitly preferred. For example, job descriptions may use terms like “he will be responsible for…” or expect long working hours without considering implications for work-life balance. This issue affects women disproportionately due to cultural expectations around caregiving.
Although Nigeria’s constitution prohibits discrimination based on sex, enforcement mechanisms are weak, and cultural norms often override policy.
3. Excessive Experience Requirements for Entry-Level Roles
Another barrier is the demand for several years of experience for jobs that should be accessible to fresh graduates. Many entry-level job postings request 2–5 years of experience, excluding thousands of qualified young Nigerians entering the labour market for the first time. This practice contributes to prolonged unemployment and discouragement among youths, particularly graduates from less-connected regions or institutions.
4. Discrimination Against Persons with Disabilities
Despite the Discrimination Against Persons with Disabilities (Prohibition) Act, many Nigerian workplaces remain physically and structurally inaccessible to persons with disabilities. Job advertisements rarely indicate a commitment to disability inclusion or offer accommodations. Reports suggest that only a small percentage of Nigerian employers have disability-inclusive policies in place, further marginalising an already vulnerable group.
5. Informal and Unstructured Recruitment Channels
Without clear HR procedures, many employers rely on referrals and informal networks to fill positions. While this may be expedient, it often excludes those without insider access, reinforcing socioeconomic inequality. Informality in recruitment is particularly rife in SMEs and the informal sector, accounting for over 90% of employment in Nigeria. These channels frequently operate outside the scope of labour law and often bypass fair vetting, creating environments ripe for nepotism and favouritism.
6. Lack of Standardised and Transparent Hiring Processes
Inconsistencies in assessing candidates, ranging from subjective interviews to vague scoring systems, undermine trust in the recruitment process. Many organisations lack structured recruitment criteria, leading to arbitrary decisions that can introduce unconscious bias. Producing compliance or challenging unfair hiring decisions becomes difficult without documentation or audit trails.
The Business Case for Fairness and Inclusion
In Nigeria’s diverse and rapidly evolving economy, fostering fairness and inclusion in recruitment is crucial as a legal and ethical mandate and a key driver of organisational success.
1. Improved Financial Performance: Research from international organisations like the International Labour Organisation (ILO) demonstrates that diverse and inclusive workplaces correlate with better financial outcomes. Inclusive firms benefit from broader talent pools, improving productivity and profitability. In Nigeria, the Central Bank has recognised that organisations embracing inclusion show stronger resilience during economic shocks.
2. Greater Innovation and Problem Solving: Diversity brings varied perspectives, experiences, and ideas, which fuel innovation. The Nigerian Economic Summit Group highlights that companies with inclusive cultures are better positioned to develop creative solutions to complex challenges, particularly in technology, finance, and agriculture sectors.
3. Attraction and Retention of Talent: A fair and inclusive recruitment process improves employer brand reputation. Nigerian youths, especially graduates, increasingly seek workplaces that respect diversity and provide equal opportunities. According to a 2023 National Bureau of Statistics (NBS) labour market survey, organisations promoting inclusion report higher employee engagement and lower turnover.
4. Enhanced Customer Relations: Nigeria’s multicultural population means businesses reflecting this diversity can better understand and meet customer needs across ethnic and regional lines. Studies from the Nigerian Institute of Social and Economic Research (NISER) show that companies embracing workforce diversity gain competitive advantages through stronger community ties and customer loyalty.
5. Stronger Corporate Governance: Inclusive leadership contributes to balanced decision-making and improved governance. The Securities and Exchange Commission (SEC) of Nigeria encourages diversity in corporate boards to reduce risks and improve oversight, reinforcing long-term sustainability.
Practical Strategies for Inclusive Recruitment in Nigeria
Building a recruitment process that is compliant, fair, and inclusive requires deliberate steps tailored to Nigeria’s unique social, cultural, and regulatory environment. Organisations can adopt the following strategies to ensure their hiring practices are equitable and effective:
1. Develop Clear, Objective Job Descriptions
Start by crafting job descriptions that focus strictly on the skills, qualifications, and experience necessary for the role. Avoid vague terms or criteria that may inadvertently exclude certain groups, such as unnecessary age limits or gendered language. The Nigerian Labour Act emphasises that job requirements should be based on genuine occupational needs.
2. Promote Diversity in Job Advertising
Use multiple recruitment channels to reach diverse candidate pools — including university career centres, professional associations for underrepresented groups, and platforms targeting persons with disabilities. The National Directorate of Employment (NDE) supports outreach programs that connect employers with youth and vulnerable groups.
3. Implement Standardised and Transparent Selection Criteria
Define clear assessment frameworks such as structured interviews, skill-based tests, and scoring rubrics to minimise subjective bias. Documenting criteria and decisions helps ensure compliance with labour laws and builds trust with candidates.
4. Train Hiring Managers on Bias Awareness
Educate recruiters and managers on unconscious biases and cultural sensitivities, highlighting how these can influence decision-making. The Federal Ministry of Labour and Employment provides guidelines and occasional workshops on ethical recruitment practices.
5. Accommodate Persons with Disabilities
Ensure workplaces and recruitment processes are accessible. Provide reasonable accommodations such as flexible interview formats or assistive technologies. Compliance with the Discrimination Against Persons with Disabilities (Prohibition) Act, 2018, is a legal obligation and expands access to talent.
6. Leverage Technology Responsibly
Digital platforms can broaden reach and increase transparency. However, technology should ensure that it does not introduce new biases — for example, by carefully reviewing automated screening algorithms for fairness and inclusivity. Partnering with credible tech providers aligned with Nigerian labour regulations is advisable.
7. Foster an Inclusive Organisational Culture
Recruitment is just the start. Cultivating an inclusive environment that values diversity helps retain talent and reinforces fair treatment throughout employment. The Nigerian Equal Employment Opportunity Commission advocates for ongoing diversity and inclusion policies.
Legal Framework and Compliance in Nigerian Recruitment
Understanding and adhering to Nigeria’s labour laws is foundational to building a recruitment process that is both fair and legally compliant. Organisations must know key legislation and regulatory guidelines to avoid legal pitfalls and foster equitable hiring.
1. The Labour Act
The Labour Act (1990, as amended) sets out the minimum conditions for employment, including fair recruitment practices. It prohibits discrimination based on race, sex, or religion and mandates that employment terms must be clear and just.
2. Constitution of the Federal Republic of Nigeria
Section 42 of the Nigerian Constitution explicitly prohibits discrimination based on ethnicity, gender, religion, or place of origin. This constitutional protection extends to recruitment and employment practices, making discriminatory hiring unlawful.
3. Discrimination Against Persons with Disabilities (Prohibition) Act, 2018
This Act mandates reasonable accommodations for persons with disabilities in recruitment and employment. Employers must ensure their recruitment processes and workplaces are accessible and inclusive.
4. Nigerian Industrial Training Fund (ITF) Act
The ITF Act encourages organisations to provide training opportunities to Nigerian citizens, influencing recruitment strategies by promoting capacity building and skills development for local talent.
5.National Equal Employment Opportunity Commission (NEEOC)
Although evolving, the NEEOC aims to oversee and enforce equal employment opportunities in Nigeria. Organisations can engage with NEEOC for guidance on compliance and best practices.
6. Anti-Discrimination and Equal Opportunity Policies
Organisations should develop internal policies reflecting these laws to guide recruiters and hiring managers. Clear policies help prevent unlawful discrimination and provide mechanisms to address grievances.
7. Record-Keeping and Reporting
Maintaining accurate recruitment records, including job adverts, applications, and selection criteria, is critical. This supports transparency and provides evidence of compliance in disputes or audits.
Conclusion
Effective recruitment that prioritises compliance, fairness, and inclusion is essential for Nigerian organisations seeking to build diverse, innovative, and resilient workforces. Discriminatory practices and unconscious biases remain significant challenges, but they can be overcome through deliberate strategies aligned with Nigeria’s legal framework and cultural context.
By committing to transparent job descriptions, broad outreach, standardised selection processes, and respect for the rights of all candidates, including persons with disabilities, organisations can unlock a wealth of untapped talent. This approach reduces legal risks and drives business success through enhanced innovation, employee engagement, and reputation.
Phillips Consulting Limited (pcl.) specialises in supporting Nigerian organisations to develop recruitment processes that are compliant, fair, and inclusive. Leveraging deep expertise in labour law and diversity best practices, pcl. provides practical advice, training, and policy development to help clients build diverse workforces that foster sustainable growth and innovation.
To learn more, contact us at people@phillipsconsulting.net. Let’s work together to enhance your recruitment strategies and achieve organisational success.
Written by:
Oreoluwa Gbajumo-Umukoro
Consultant