The Nigeria Employers’ Consultative Association (NECA) has urged employers across Nigeria to prioritise dialogue and internal dispute-resolution mechanisms instead of resorting to litigation in workplace conflicts.
NECA warned that taking disputes to court could damage workplace relationships and disrupt business operations.
The Director-General of NECA, Mr. Adewale-Smart Oyerinde, made the call in an interview with the News Agency of Nigeria (NAN) on Sunday in Abuja.
He said early engagement between employers and workers could prevent many labour disputes from escalating to the National Industrial Court of Nigeria, adding that resolving issues internally would help maintain productivity and workplace stability.
Oyerinde explained that many labour disputes arise from misunderstandings, poor communication, and unresolved grievances between management and employees.
“Labour disputes should not always end in court,” he said. “Many issues can be resolved through dialogue if employers and workers engage constructively.”
According to him, once disputes proceed to litigation, relationships between employers and employees often become strained, weakening workplace cooperation and affecting productivity.
He therefore advised employers to establish platforms for regular engagement with workers and labour unions to address concerns before they escalate into serious conflicts.
“Strong internal grievance mechanisms will help organisations resolve conflicts faster and maintain trust between management and employees,” Oyerinde said.
He noted that addressing disputes early helps preserve workplace relationships and promotes industrial harmony.
The NECA Director-General also warned that prolonged legal battles could disrupt business operations and expose organisations to financial and reputational risks.
According to him, organisations that promote open dialogue often resolve conflicts more quickly and maintain healthier workplace environments.
Oyerinde further advised employers to seek legal counsel from professionals with expertise in labour relations when disputes require legal interpretation.
“Labour law operates within a specialised ecosystem, and employers must engage lawyers who understand the principles guiding industrial relations,” he said.
He added that employers sometimes weaken their cases by relying on legal counsel who lack knowledge of labour practices, even when the facts appear strong.
“Understanding the mind-set of the court and how labour disputes are adjudicated is essential for employers to protect their interests,” he added.
Oyerinde said NECA would continue to sensitise employers on best practices for managing labour disputes and strengthening workplace cooperation.
He noted that improving understanding of labour relations would help reduce unnecessary litigation and support long-term industrial stability in Nigeria.
