Flexible jobs, fragile rights: Employers raise alarm over labour trends

The Chemical and Non-Metallic Products Employers’ Federation, CANMPEF, has raised concerns over the growing shift from traditional permanent employment to flexible work arrangements, warning that the trend could undermine job security, social protection and other workers’ rights if not properly regulated.

The Executive Secretary of CANMPEF, Mr. Olorunfemi Oke, gave the warning in a keynote address delivered at the Annual Industrial Relations Seminar of the National Union of Chemical, Footwear, Rubber, Leather and Non-Metallic Products Employees, NUCFRLANMPE, in Benin City, Edo State.

Speaking on the theme: Emerging Trends in Employment Contract: Implication for Decent Work, Oke said employment relationships in Nigeria were undergoing significant changes as a result of globalisation, technological advancement, digitalisation, changing workforce expectations and labour-market reforms.

“Employment contracts in Nigeria are evolving due to globalization, technological advancement, digitalization, changing workforce expectations, and labour market reforms.

“Traditional permanent employment is increasingly being replaced or supplemented by flexible work arrangements such as fixed-term, casual, outsourcing, remote, hybrid, and gig employment.

“While these trends provide employers with greater flexibility and cost efficiency, they also raise concerns about job security, workers’ rights, and the attainment of decent work.

“There has been a significant increase in fixed-term contracts, casual employment, temporary employment, part-time work, outsourcing and labour contracting.“Many organisations adopt these arrangements to reduce labour costs, improve flexibility, and respond to changing business conditions. However, workers under these contracts often experience limited job security and reduced access to employment benefits.

“Digital platforms such as ride-hailing, food delivery, freelance marketplaces, and e-commerce have created new employment opportunities. Workers are increasingly classified as independent contractors rather than employees, resulting in limited legal protection regarding pensions, health insurance, paid leave, and collective bargaining.

“Following the COVID-19 pandemic, many Nigerian organisations have adopted remote and hybrid work arrangements. Employment contracts now increasingly contain provisions relating to flexible working hours, digital performance monitoring, data protection, cyber-security responsibilities and home-office obligations.

“Remote work is becoming a permanent feature in sectors such as banking, ICT, consulting, and professional services.

“The Labour Act requires employers to provide written statements of employment terms. Courts and labour regulators increasingly encourage clearer contracts that specify duties and responsibilities, salary and benefits, leave entitlements, working hours, disciplinary procedures and termination clauses.

“The National Industrial Court has also increasingly relied on international labour standards when interpreting employment contracts in Nigeria’s industrial terrain.

“Modern employment contracts increasingly include provisions on anti-harassment policies, equal employment opportunities, mental health support, workplace safety, work-life balance, diversity and inclusion.

“Employment contracts are increasingly executed electronically, while employers rely on digital HR systems for recruitment, payroll, performance evaluation and employee monitoring. Consequently, data protection and privacy clauses have become more prominent in employment contracts.

“Flexible employment contracts enable organisations to hire more workers during periods of uncertainty, thereby creating employment opportunities, particularly for young people and skilled professionals.

“Employees may benefit from flexible schedules, remote work, and better work-life balance, especially in knowledge-based industries.

“Digital work arrangements and performance-based contracts can improve organisational efficiency and employee productivity.

“The digital economy encourages workers to acquire new technological and professional skills, increasing employability and career mobility.“

However, short-term and casual contracts create employment uncertainty, making long-term financial planning difficult for workers.

“Many contract, outsourced, and gig workers lack pension contributions, health insurance, paid leave, maternity protection and severance benefits. These undermine the ILO’s concept of decent work.

“Non-standard workers often experience limited union representation, reducing their ability to negotiate better wages and working conditions.

“Gig workers and temporary employees frequently experience fluctuating earnings, making them financially vulnerable.

“Some employers classify workers as independent contractors even where an employment relationship exists, thereby avoiding statutory obligations and reducing worker protections. Ours in CANMPEF is not so. I hope the leadership of the Union will continue to give kudos to CANMPEF in respect of decent work practicing in our sector.

“Remote work arrangements often involve electronic monitoring, raising concerns regarding employee privacy and the ethical use of personal data.

“To promote decent work in Nigeria, labour protections and social security coverage should be extended to non-standard workers.“Other industrial sectors should adopt fair employment practices consistent with ILO standards. Collective bargaining should also be promoted for contract and gig workers.

“There is also a need to invest in digital skills training and lifelong learning programmes, while developing clear legal frameworks governing remote work, workplace surveillance and employee data protection.

“The CANMPEF practices which are best and at the same time consistent with ILO standards should be adopted accordingly by other Industrial sectors in Nigeria.”