When Aderemi Okunbanjo signed a one‑year employment contract with Closurex Fashion in April 2025, she believed she was taking a major step toward her dream career. Instead, the 2023–2024 National Youth Service Corps (NYSC) graduate says she faced delayed salaries, grueling hours beyond her contract, and eventual termination without notice or final pay. Months later, despite documentary evidence of her employment, the fashion house denies she ever worked for them.
This investigation examines the contradictions, the role of the outsourcing platform that connected Aderemi to the employer, and the broader lessons for HR professionals navigating live‑in arrangements and third‑party hiring.
The Worker’s Account
Aderemi Okunbanjo, a University of Ibadan Economics graduate with a passion for fashion design, moved to Lagos after her NYSC service in Niger State. In November 2024, she registered with ArtisanOga, an outsourcing platform. Through the platform, she was matched with Closurex Fashion, a Lagos‑based clothing brand run by Miss Victoria Okafor and Mr Omoile Emmanuel (known as “Jazz Priest”).
“I started working with Closurex Fashion on 14 April ️2025, after a thorough physical interview with Miss Victoria and Mr Omoile,” Aderemi told The HR Anchor. “They both run the fashion house. I was asked to sign a one‑year contract, which stipulated my working hours from 9 am to 9 pm every day, with a yearly payment of N2,400,000.”
As part of the arrangement, Closurex offered her a room on their premises at 3c Oluwatosin Orchid Estate, Lekki, Lagos. What seemed like a convenience soon became a point of exploitation, she says. “I was really used more than my working hours because I was staying with them. They used that advantage to overuse me many times, and I slept very late at night.”
Her contract, a copy of which was reviewed by The HR Anchor, listed her duties as “sew and assist in sales” with a schedule of Monday–Friday 9 am–9 pm, Saturday 9 am–3 pm, and Sundays off. Aderemi claims she regularly worked beyond those hours due to her on‑site accommodation.
Salary issues began almost immediately. Although her contract stated payment on the last day of each month, her first salary—a partial payment of ₦100,000 for the second half of April—was credited on 4 May, four days late. Her May salary, for 27 days of work, was never paid.
“On 27 May, Miss Victoria and her boyfriend told me my service was no longer needed, with no prior notice and no reason,” Aderemi said. “Miss Victoria said my salary for May would be paid because I had already worked 27 days, but it was all lies. After almost a year, I have not received any payment from Closurex, despite sending multiple emails.”
She also recounted an incident on 17 May, a Saturday when she worked until nearly 9 pm instead of the scheduled 3 pm closing time. “Despite my sacrifice, I was totally embarrassed in front of younger staff. I decided not to speak because I didn’t want my salary to be delayed again.”
Documentary Evidence
Aderemi provided The HR Anchor with several pieces of evidence:
- Employment Contract: Signed by both parties, detailing the one‑year term, working hours, and annual salary of N2,400,000.
- Bank Statement: Showing a ₦100,000 credit on 4 May 2024 from Closurex Fashion, corresponding to the partial first payment.
- ArtisanOga Correspondence: Emails and chat records confirming her placement and subsequent attempt to report the non‑payment.
The outsourcing platform, ArtisanOga, confirmed in writing that Aderemi was hired by Closurex Fashion through their system on 14 April 2024. “She was screened by our internal HR team and matched to Closurex Fashion’s dashboard,” the company stated. However, when ArtisanOga later contacted Closurex about the allegations, “a representative of Closurex Fashion indicated that they have no record or knowledge of any such incident concerning Miss Okunbanjo.”
Aderemi also shared a 2024 chat with ArtisanOga in which she sought help after her salary was withheld—an attempt that, she says, did not lead to resolution.
Closurex Fashion’s Response
The HR Anchor first reached out to Closurex Fashion by email, sending multiple inquiries over a week with no reply. When we later called, Miss Victoria Okafor answered and confirmed her identity.
Asked about Aderemi’s allegations, Miss Okafor denied any knowledge of the worker. “I don’t know that name,” she said. “Closurex Fashion didn’t owe any staff, and I’m hearing a strange name for the first time. I’m not familiar with that name at all.”
This denial stands in direct contradiction to the signed contract, the bank payment bearing the company’s name, and the outsourcing platform’s records.
HR & Legal Context
The Risks of Live‑In Arrangements and Outsourcing Accountability
Employment lawyers and HR practitioners point to several red flags in this case. Wage Theft and Unlawful Termination – Under Nigeria’s Labour Act and applicable contract law, an employer cannot withhold earned wages. “If an employee worked 27 days in a month, they are entitled to payment for those days, regardless of whether they were terminated with or without notice,” said Iyiade Olasoji, an employment law specialist. “Termination without written notice or a stated reason also raises procedural fairness issues.” Live‑In Accommodation – Providing housing can blur the boundary between work and personal time. HR experts advise that when accommodation is part of a compensation package, a separate tenancy or lodging agreement should clearly define hours of access and expectations. “Without clear boundaries, the risk of demands for unpaid overtime increases significantly,” noted Ola Adepitan, an HR consultant.
Outsourcing Platforms’ Responsibility
ArtisanOga, as the intermediary, matched Aderemi to Closurex. While the platform confirmed her hire, it did not appear to intervene when she reported the payment dispute. “Outsourcing firms have a duty to monitor the treatment of workers they place,” said Adepitan. “A robust grievance mechanism and follow‑up can prevent exploitation and protect the platform’s own reputation.”
A Case Study in Accountability Gaps
Aderemi Okunbanjo’s story is not unique, but it offers a clear paper trail—contract, payment evidence, third‑party confirmation – that challenges an employer’s outright denial. It also exposes gaps in the outsourcing model, where a worker can fall between the hiring platform and the end‑user employer when disputes arise.
For HR professionals, the case underscores the importance of:
- Ensuring termination procedures comply with contract terms and labour laws.
- Structuring accommodation arrangements to avoid unintended overtime liability.
- Verifying that outsourcing partners have effective complaint‑resolution systems.
As at the time of going to press, Aderemi remains unpaid for her final 27 days of work, and Closurex Fashion has not responded to follow‑up inquiries. The HR Anchor will continue to track the case and welcomes responses from the parties involved.
