INTERNATIONAL LABOUR STANDARDS & YOU
FOREWARD:
The establishment of the ILO office in Lagos, Nigeria in 1959, formally marked the beginning of the ILO’s partnership with Nigeria and the continent of
Africa as a whole. Since 1959, ILO has actively collaborated with its tripartite partners (the government, employers and trade unions) with the united
objective of promoting universal and lasting peace based on social justice in Nigeria.
Over the years, Nigeria has assumed and maintained its leadership position as one of the ILO’s most important members. Nigeria has used this
leadership position to work with other countries towards the promotion of decent work on the continent of Africa. Furthermore, Nigeria’s support to the
ILO has been unwavering despite its own decent work challenges. The Tripartite partners in Nigeria has worked tirelessly and remained resolute towards
meeting their aspiration to achieve decent work for all Nigerians. The ILO commends these efforts and remains committed to supporting Nigeria in its
quest to achieve this noble goal. The ILO therefore looks forward to its continued and strengthened collaboration with the Federal Government and its
social partners in Nigeria
This brochure has been developed in commemoration of the ILO Centenary and 60th anniversary in Nigeria with the objective of highlighting some of the
major achievements of the ILO and its tripartite partners in Nigeria. The brochure does this through pictures, and summaries of achievements from
various stakeholders who have all contributed towards improving the world of work in Nigeria. We hope it will provide some useful information for
everyone on the work of the ILO and its partners.
I wish to take this opportunity to extend my gratitude to the Federal Government of Nigeria, the Nigeria Labour Congress, the Trade Union Congress of
Nigeria, the Nigeria Employers Consultative Association, the United Nations System in Nigeria, national and international development partners, and all
ILO staff for having contributed and made this journey of over 60 years a worthwhile one. I also wish to recognise the contributions of my predecessors
who have had the privilege of heading the ILO office in Nigeria. Thank you all for your relentless efforts and partnership.
Dennis Zulu
Director
ILO Office for Nigeria, Ghana, Liberia, Sierra Leone, and Liaison Office for ECOWAS
Since 1919 the ILO, the only tripartite
U.N. agency, brings together
governments, employers and workers
of 187 member States, to set labour
standards, develop policies and devise
programmes promoting decent work for
all women and men.
The International Labour Organization has
maintained and developed a system
of international labour standards aimed at
400 promoting opportunities for women and
men to obtain decent and productive work,
in conditions of freedom, equity, security
and dignity.
Conventions: 189
The ILO has adopted 400 instruments since Protocols: 6
inception. Recommendations: 205
International Labour Standards on Freedom of
association & Collective Bargaining
The principle of freedom of association is at the
core of the ILO's values.
The principle of freedom of association and the right
to collective bargaining is enshrined in the ILO
Constitution (1919), the ILO Declaration of
Philadelphia (1944), and the ILO Declaration on
Fundamental Principles and Rights at Work (1998). It
is also a right proclaimed in the Universal Declaration
of Human Rights
Freedom of Association and Protection of the Right to
Organise Convention, 1948 (No. 87) Right to Organise and Collective Bargaining Convention, 1949
(No. 98)
This fundamental convention sets forth the right for workers
and employers to establish and join organizations of their This fundamental convention provides that workers shall enjoy
own choosing without previous authorization. Workers' and adequate protection against acts of anti-union discrimination,
employers' organizations shall organize freely and not be including requirements that a worker not join a union or relinquish
liable to be dissolved or suspended by administrative trade union membership for employment, or dismissal of a worker
authority, and they shall have the right to establish and join
because of union membership or participation in union activities.
federations and confederations, which may in turn affiliate
with international organizations of workers and employers Workers' and employers' organizations shall enjoy adequate
Ratifications: This convention has been ratified by all countries covered protection against any acts of interference by each other, in particular
by ILO Nigeria the establishment of workers' organizations under the domination of
employers or employers' organizations, or the support of workers'
organizations by financial or other means, with the object of placing
such organizations under the control of employers or employers'
organizations. The convention also enshrines the right to collective
bargaining.
International Labour Standards on Employment policy
Employment Policy Convention, 1964 (No. 122)
This governance convention requires ratifying states to
declare and pursue an active policy designed to promote
full, productive and freely chosen employment. Such a
policy shall aim to ensure that there is work for all who are
available for and are seeking work; that such work is as
productive as possible; and that there is freedom of choice
of employment and the fullest possible opportunity for
each worker to qualify for, and to use his or her skills and
endowments in, a job for which he or she is well suited,
irrespective of race, colour, sex, religion, political opinion,
national extraction or social origin.
International Labour Standards on Social Dialogue and
Tripartite Consultation
The ILO is based on the
principle of tripartism -
dialogue and cooperation
between governments,
employers, and workers - in
the formulation of standards
and policies dealing with
labour matters.
Tripartite Consultation (International Labour Collective Bargaining Convention, 1981 (No. 154)
Standards) Convention, 1976 (No. 144)
This governance convention sets forth the term
This governance convention sets forth the “collective bargaining” as all negotiations which take
meaning of "representative organizations" of place between an employer, a group of employers or
one or more employers' organisations, on the one hand,
employers and workers and requires ratifying and one or more workers' organisations, on the other,
states to operate procedures that ensure effective for
consultations between representatives of the (a) determining working conditions and terms of
government, of employers and of workers on employment; and/or; (b) regulating relations between
matters regarding items on the agenda of the employers and workers; and/or; (c) regulating relations
International Labour Conference, submissions to between employers or their organisations and a
workers' organisation or workers' organization
competent national authorities of newly adopted
ILO standards, re-examination of unratified It provides that collective bargaining should be made
possible for all employers and all groups of workers in
conventions and recommendations, reports on the branches of activity covered by the Convention; the
ratified conventions, and proposals for establishment of rules of procedure agreed between
denunciations of ratified conventions. Employers employers' and workers' organisations be encouraged;
and workers shall be represented on an equal collective bargaining should not be hampered by the
absence of rules governing the procedure to be used or
footing on any bodies through which consultations by the inadequacy or inappropriateness of such rules.
are undertaken, and consultations shall take place
at least once every year.
International Labour Standards on Equality of opportunity
and treatment.
ILO standards on equality provide tools
to eliminate discrimination in all
aspects of the workplace and in society
as a whole. They also provide the basis
upon which gender mainstreaming
strategies can be applied in the field of
labour.
Equal Remuneration Convention, 1951 (No. 100)
This fundamental convention requires ratifying countries to Discrimination (Employment and Occupation) Convention,
ensure the application to all workers of the principle of equal
remuneration for men and women for work of equal value. 1958 (No. 111)
The term "remuneration" is broadly defined to include the This fundamental convention defines discrimination as any
ordinary, basic or minimum wage or salary and any distinction, exclusion or preference made on the basis of race,
additional emoluments payable directly or indirectly, whether colour, sex, religion, political opinion, national extraction or social
in cash or in kind, by the employer to the worker and arising origin, which has the effect of nullifying or impairing equality of
out of the worker's employment. opportunity or treatment in employment or occupation. It requires
ratifying states to declare and pursue a national policy designed to
promote, by methods appropriate to national conditions and
practice, equality of opportunity and treatment in respect of
employment and occupation, with a view to eliminating any
discrimination in these fields. This includes discrimination in relation
to access to vocational training, access to employment and to
particular occupations, and terms and conditions of employment.
International Labour Standards on Labour Inspection
The ILO standards ensures that labour law is
applied equally to all employers and workers and
supports the development and implementation of
of labour legislation and effective labour
inspectorate in member states.
Labour Inspection Convention, 1947 (No. 81) Labour Inspection (Agriculture) Convention, 1969 (No. 129)
This governance Convention requires ratifying states to
maintain a system of labour inspection for workplaces in This governance Convention requires ratifying Member States for
industry and commerce; states can make exceptions with which this Convention is in force to maintain a system of labour
regard to mining and transport. It sets out a series of inspection in agriculture. The system of labour inspection in
principles respecting the determination of the fields of agriculture shall apply to agricultural undertakings in which work
legislation covered by labour inspection, the functions and employees or apprentices, however they may be remunerated and
organizations of the system of inspection, recruitment whatever the type, form or duration of their contract.
criteria, the status and terms and conditions of service of
labour inspectors, and their powers and obligations. The
labour inspectorate has to publish and communicate to the
ILO an annual report indicating the general functioning of its
services on a number of issues.
International Labour Standards on Child labour
Child labour is a violation of
fundamental human rights and has
been shown to hinder children’s
development, potentially leading to
lifelong physical or psychological
damage.
Minimum Age Convention, 1973 (No. 138)
Worst Forms of Child Labour Convention, 1999 (No. 182)
This fundamental convention sets the general minimum age
for admission to employment or work at 15 years (13 for This fundamental convention defines as a "child" a person under 18
light work) and the minimum age for hazardous work at 18
(16 under certain strict conditions). It provides for the years of age. It requires ratifying states to eliminate the worst forms
possibility of initially setting the general minimum age at 14 of child labour, including all forms of slavery or practices similar to
(12 for light work) where the economy and educational slavery, such as the sale and trafficking of children, debt bondage
facilities are insufficiently developed. and serfdom and forced or compulsory labour, including forced or
compulsory recruitment of children for use in armed conflict; child
prostitution and pornography; using children for illicit activities, in
particular for the production and trafficking of drugs; and work which
is likely to harm the health, safety or morals of children. The
convention requires ratifying states to provide the necessary and
appropriate direct assistance for the removal of children from the
worst forms of child labour and for their rehabilitation and social
integration. It also requires states to ensure access to free basic
education and, wherever possible and appropriate, vocational
training for children removed from the worst forms of child labour.
International Labour Standards on Labour
Administration
ILO provides support for member states to promote
labour administration systems, and assist with the
collection of labour statistics; which are invaluable in
identifying needs and formulating labour policy, at
both national and international levels.
Labour Administration Convention, 1978 (No. 150)
Labour Statistics Convention, 1985 (No. 160)
Ratifying countries are required to ensure, in a manner
appropriate to national conditions, the organization and Ratifying countries are required to regularly collect, compile and
effective operation in their territory of a system of labour publish basic labour statistics, which shall be progressively
administration, the functions and responsibilities of which expanded in accordance with their resources, on the economically
are properly coordinated. The labour administration system active population, employment, unemployment, and where possible
shall be responsible for the formulation, implementation and visible underemployment; structure and distribution of the
supervision of national labour standards; employment and economically active population, average earnings and hours of work
human resources development; studies, research and
(hours actually worked or hours paid for) and, where appropriate,
statistics on labour; and shall provide support for labour
relations. Participation by workers and employers and their time rates of wages and normal hours of work; wage structure and
respective organizations in relation to national labour policy distribution; labour cost; consumer price indices; household
shall be ensured as well. expenditure or, where appropriate, family expenditure and, where
possible, household income or, where appropriate, family income;
occupational injuries and, as far as possible, occupational diseases;
and industrial disputes.
International Labour Standards on Forced
labour
ILO standards on forced labour and
the comments of the supervisory
bodies, in combination with
experience from technical assistance
and cooperation, have provided
important guidance to member
States to develop a comprehensive
response to forced labour.
20.9 million
Although forced labour is universally
condemned, ILO estimates show that 20.9
million people around the world are still
subjected to it.
Forced Labour Convention, 1930 (No. 29) Abolition of Forced Labour Convention, 1957 (No. 105)
This fundamental convention prohibits all forms of forced or This fundamental convention prohibits forced or compulsory labour as
compulsory labour, which is defined as "all work or service a means of political coercion or education or as a punishment for
which is exacted from any person under the menace of any
penalty and for which the said person has not offered holding or expressing political views or views ideologically opposed to
himself voluntarily." Exceptions are provided for work the established political, social or economic system; as a method of
required by compulsory military service, normal civic mobilizing and using labour for purposes of economic development;
obligations, as a consequence of a conviction in a court of as a means of labour discipline; as a punishment for having
law (provided that the work or service in question is carried participated in strikes; and as a means of racial, social, national or
out under the supervision and control of a public authority religious discrimination.
and that the person carrying it out is not hired to or placed Ratifications: This convention has been ratified by all countries covered by ILO
at the disposal of private individuals, companies or Nigeria
associations), in cases of emergency, and for minor Protocol of 2014 to the Forced Labour Convention,
communal services performed by the members of a 1930 & Forced Labour (Supplementary Measures)
community in the direct interest of the community. The Recommendation, 2014 (No. 203)
convention also requires that the illegal extraction of forced
or compulsory labour be punishable as a penal offence, and A new legally binding Protocol on Forced Labour, supported by a
that ratifying states ensure that the relevant penalties Recommendation (No. 203), aiming to advance prevention,
imposed by law are adequate and strictly enforced. protection and compensation measures, as well as to intensify
efforts to eliminate all forms of forced labour, including trafficking in
persons.
Total Number of Ratifications
• 40 Conventions :
• Fundamental Conventions: 8 of 8;
• C029 - Forced Labour Convention, 1930 (No. 29)- 17 Oct 1960
• C087 - Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87)- 17 Oct 1960
• C098 - Right to Organise and Collective Bargaining Convention, 1949 (No. 98)- 17 Oct 1960
• C100 - Equal Remuneration Convention, 1951 (No. 100)- 08 May 1974
• C105 - Abolition of Forced Labour Convention, 1957 (No. 105)- 17 Oct 1960
• C111 - Discrimination (Employment and Occupation) Convention, 1958 (No. 111)- 02 Oct 2002
• C138 - Minimum Age Convention, 1973 (No. 138) Minimum age specified: 15 years- 02 Oct 2002
• C182 - Worst Forms of Child Labour Convention, 1999 (No. 182)- 02 Oct 2002
• Governance Conventions (Priority): 2 of 4;
• C081 - Labour Inspection Convention, 1947 (No. 81) Excluding Part II- 17 Oct 1960
• C144 - Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144)- 03 May 1994
• Technical Conventions: 30 of 177
Total Number of Ratifications : Fundamental and
Governance conventions
10 Conventions : Fundamental Conventions: 8 of 8; Governance Conventions (Priority): 2 of 4
10 Conventions: Fundamental Conventions: 8 of 8; Governance Conventions (Priority): 2 of 4
8 Conventions : Fundamental Conventions: 6 of 8; Governance Conventions (Priority): 2 of 4
10 Conventions: Fundamental Conventions: 8 of 8; Governance Conventions (Priority): 2 of 4
Nigeria Ghana Liberia Sierra Leone
1960: First African Regional Conference (Nigeria)
The ILO was called in by the Nigerian Government to co-operate in
the establishment
and initial operation of a National Training Scheme for Vocational
Instructors and Foremen, launched with the support of the United
Nations Special Fund
Foreman-training was started at the Kaduna Technical Institute. Instructor-training was done at the Yaba Trade Centre near Lagos.
Patrick Ochiga, ILO-trained foreman, helps one of the workers of A young instructor-trainee at the Yaba Trade Centre puts the finishing
Kaduna Textiles Limited to set his machine. touches to a complicated bricklaying test.
1960: 1st African Regional Conference, Arrival of David
A Morse, 5th ILO Director General, in Lagos (Nigeria). 1960: 1st African Regional Conference, Delegates in session, Lagos
ILO historical archives. (Nigeria).
1926: First ILO headquarters
1960: 1st African Regional Conference. From left to right: Mr. Johnson, Labour Minister of Nigeria and
Chairperson of the Conference, Dr. Azikiwe, Governor-General of Nigeria, Mr. Demby, Labour Minister of Sierra
Leone, and David A. Morse, ILO Director-General, Lagos (Nigeria).
Policy Development
Technical support for the development, adoption and launch
of:
★ Nigerian National Employment Policy: 2002, 2017
★ Social Protection Policy: 2017
★ National Workplace Policy on HIV/AIDS and its implementation
guideline developed; 2013
★ The Nigerian HIV/AIDS (Anti-Discrimination) Act, 2014.
★ Nigerian Youth Employment Action Plan (NIYEAP): 2009-2011,
under revision for 2018-2020
★ National Policy on Child Labour in 2013
★ National Action Plan for the Elimination of Child Labour in Nigeria
(NAP) 2013 – 2017
★ Occupational Safety and Health Policy 2006 and currently being
reviewed
★ National Industrial Relations Policy (Under development)
★ Nigerian Labour Migration Policy, 2014.
Labour Laws and Regulations Reforms
Technical support for:
★ The development of the National Occupational Safety and Health
Profile 2016.
★ Development of People Living with HIV Stigma Index 2015
★ Development and publishing of the List of Hazardous Child Labour in
Nigeria in 2013.
★ The review of Nigeria’s Extant Labour Laws and the development of
the following Bills in 2005:
○ Employees’ Compensation Bill (Now Employees’ Compensation
Act 2011)
○ Labour Standards Bill
○ Collective Labour Relations Bill
○ Occupational Safety and Health Bill
○ Labour Institutions Bill- Transforming Industrial Arbitration Panel
Promotion of Employment &
Entrepreneurship
Technical support for:
★ Establishment of the first two Skills Upgrading Training Centres in
Nigeria (Ibadan, Oyo State and Kaduna, Kaduna State) in the early
l980s.
★ The development of the National Action Plan on Employment
Creation (NAPEC), 2009 - 2020.
★ Establishment of NECA’s Network of Entrepreneurial Women
(NNEW)
★ Promoting Youth entrepreneurship and employment programmes
using the ILO Start and Improve Your Business Programme
★ Building capacity of institutions on ILO Start and Improve Your
Business Programme
○ ITF
○ NYSC
○ Ministry of Youth and Sports Development
National Institution Development
Technical support for the strengthening /establishment of :
★ The Industrial Training Fund (ITF), established in 1971
★ The National Directorate of Employment (NDE), established in
1986
★ National Productivity Centre (NPC), established by ACT CAP.70
LFN 2004
★ Nigeria Social Insurance Trust Fund (NSITF), established by an
Act of Parliament in 1961 as required by convention No.102 of the
International Labour Organization (ILO)
★ Michael Imoudu National Institute for Labour Studies,
established in 1990
★ National Institute for Hospitality and Tourism (NIHOTOUR),
established in 1988
★ Skill Acquisition and Entrepreneurship Development (SAED)
Department of NYSC, established in 2012
Labour Migration
Technical support for the :
★ Establishment of the International Labour Migration Desk at the Ministry, 2008
★ Development of a Code of Conduct for Private Employment Agencies in
collaboration with the FMLE, the Human Capital Providers Association of
Nigeria (HuCaPAN) and NECA.
★ Publication of 4 Training Manuals - ‘Trafficking for Forced Labour: How to
monitor the recruitment of migrant workers’; ‘Forced Labour and Human
Trafficking: A Toolkit for Trade Unions in Nigeria’; ‘Training Manual on Human
Trafficking for Law Enforcement Agents “Victims Focused’ and ‘Forced Labour
and Human Trafficking: Handbook for Labour Officers/Inspectors in Nigeria’
★ Publication on ‘Desk Research to identify available Statistical Data on Labour
Migration and Human Trafficking in Nigeria’
★ Publication on ‘Shattered Hopes; Cases of severely exploited Nigerian citizens
and other forms of exploitation’
INTERNATIONAL LABOUR STANDARDS & YOU
Ratified Instruments on Freedom of Association &
Collective Bargaining
Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87);
Right to Organise and Collective Bargaining Convention, 1949 (No. 98),
Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87),;
Right to Organise and Collective Bargaining Convention, 1949 (No. 98)
Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87);
Right to Organise and Collective Bargaining Convention, 1949 (No. 98)
Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87);
Right to Organise and Collective Bargaining Convention, 1949 (No. 98)
Nigeria Ghana Liberia Sierra Leone
Ratified Instruments on Forced Labour
Forced Labour Convention, 1930 (No. 29) ;
Abolition of Forced Labour Convention, 1957 (No. 105)
Forced Labour Convention, 1930 (No. 29) ;
Abolition of Forced Labour Convention, 1957 (No. 105)
Forced Labour Convention, 1930 (No. 29) ;
Abolition of Forced Labour Convention, 1957 (No. 105)
Forced Labour Convention, 1930 (No. 29) ;
Abolition of Forced Labour Convention, 1957 (No. 105)
Nigeria Ghana Liberia Sierra Leone
Ratified Instruments on Child Labour
Minimum Age Convention, 1973 (No. 138) ;
Worst Forms of Child Labour Convention, 1999 (No. 182)
Minimum Age Convention, 1973 (No. 138) ;
Worst Forms of Child Labour Convention, 1999 (No. 182)
Worst Forms of Child Labour Convention, 1999 (No. 182)
Minimum Age Convention, 1973 (No. 138) ;
Worst Forms of Child Labour Convention, 1999 (No. 182)
Nigeria Ghana Liberia Sierra Leone
Ratified Instruments on Equality
Equal Remuneration Convention, 1951 (No. 100) ;
Discrimination (Employment and Occupation) Convention, 1958 (No. 111)
Equal Remuneration Convention, 1951 (No. 100) ;
Discrimination (Employment and Occupation) Convention, 1958 (No. 111)
Discrimination (Employment and Occupation) Convention, 1958 (No. 111)
Equal Remuneration Convention, 1951 (No. 100) ;
Discrimination (Employment and Occupation) Convention, 1958 (No. 111)
Nigeria Ghana Liberia Sierra Leone
Ratified Instruments on Tripartite Consultation
Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144) )
Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144)
Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144)
Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144)
Nigeria Ghana Liberia Sierra Leone
Ratified Instruments on Labour Administration
Nil
Labour Administration Convention, 1978 (No. 150)
Labour Administration Convention, 1978 (No. 150)
Nil
Nigeria Ghana Liberia Sierra Leone
Ratified Instruments on Labour Inspection
Labour Inspection Convention, 1947 (No. 81) (excluding Part II)
Labour Inspection Convention, 1947 (No. 81)
Labour Inspection Convention, 1947 (No. 81)
Labour Inspection Convention, 1947 (No. 81) (excluding Part II)
Nigeria Ghana Liberia Sierra Leone
Ratified Instruments on Employment Policy
Nil
Nil
Nil
Nil
Nigeria Ghana Liberia Sierra Leone
INTERNATIONAL LABOUR STANDARDS & YOU