The Employers’ Association of Private Employment Agencies of Nigeria (EAPEAN) has warned recruitment agencies against placing Nigerians in unverified overseas jobs, stressing that failure to properly vet foreign employers could expose workers to exploitation, unsafe working conditions, and unpaid wages.
The association said recruitment agencies have a duty to protect workers before, during, and after deployment by ensuring that overseas employers are legitimate and capable of fulfilling their contractual obligations.
Speaking on Tuesday at a two-day stakeholders’ dialogue on fair recruitment and labour migration governance in Lagos, the Executive Secretary of EAPEAN, Jide Afolabi, urged agencies to conduct comprehensive due diligence before facilitating international employment opportunities for Nigerians.
The dialogue was organised by the Nigeria Employers’ Consultative Association (NECA), with support from the International Labour Organisation (ILO) ACTION Project, funded by the German Agency for International Cooperation.
Afolabi said recruitment agencies must verify the legitimacy of foreign employers, inspect workplace conditions, and confirm their financial capacity to pay workers before concluding any recruitment process.
“Agencies should ensure prospective foreign employers provide valid demand letters, employment contracts, business registration, and evidence of financial capacity to pay workers.
“It is incumbent on us to verify documents, inspect workplace conditions, and ensure employers can pay workers. This protects workers and recruitment agencies alike,” he said.
He explained that EAPEAN’s revised 2021 Code of Conduct was developed to promote ethical recruitment by establishing clear legal obligations, monitoring mechanisms, and sanctions for agencies that breach labour standards.
According to Afolabi, the code requires recruitment agencies to operate transparently, comply with applicable labour laws, and refrain from charging job seekers recruitment fees.
He noted that, under International Labour Organisation guidelines, workers may only pay for limited recruitment-related services following consultations involving employers, workers’ organisations, and government, with appropriate notification to the ILO.
Afolabi also urged agencies to prioritise workers’ welfare by ensuring safe workplaces, providing occupational health and safety training where necessary, and eliminating all forms of discrimination, including discrimination based on HIV status.
He added that employment contracts should be written in languages workers understand, while workers’ personal information must remain confidential except where disclosure is required by law.
“It is better to lose a contract than to accept work that violates the law,” he said.
Afolabi further advised agencies to explain grievance procedures, dispute resolution mechanisms, and available trade union support to workers before they leave Nigeria. He also urged employers to engage only licensed recruitment agencies.
He warned recruiters against withholding workers’ passports or other personal documents without their consent, describing the practice as unlawful.
The Executive Secretary stressed that every recruitment agency must possess a valid licence issued by the Federal Ministry of Labour and Employment, warning that operating without one could result in legal action and licence revocation.
According to him, EAPEAN’s Code of Conduct serves as a self-regulatory framework developed in collaboration with stakeholders to strengthen professionalism, accountability, and ethical recruitment practices across the industry.
He explained that compliance begins with self-assessment before progressing to internal reviews, independent assessments, and final evaluations aimed at identifying and addressing areas of non-compliance.
Afolabi disclosed that agencies found to have violated the code could face sanctions ranging from warnings and fines to suspension, licence revocation, blacklisting, and prosecution.
He added that offences involving human trafficking, forced labour, and child labour attract the most severe penalties, including referral to law enforcement agencies.
The Executive Secretary also identified data protection, climate migration, skills mobility, and cross-border recruitment as emerging issues requiring stronger regulation and closer collaboration among governments, recruiters, and employers.
He expressed confidence that strict compliance with the Code of Conduct would promote safe labour migration, safeguard Nigerian workers abroad, and strengthen confidence in the country’s overseas recruitment system.
