Hiring, onboarding, policies, benefits and day-to-day people decisions for small employers.
Seven short clauses on honesty, conflicts, confidentiality, social media, respect, property and reporting, plus how to roll the code out so it can be enforced.
Read the guideA ready-to-copy acceptance letter, the four points to confirm on every resignation, a counter-offer warning and ten exit interview questions grouped by theme.
Read the guideThe clauses a Nigerian remote or hybrid work policy needs, with a worked data allowance example, NDPA data rules and a sample policy skeleton to adapt.
Read the guideMatch each check to the risk of the job, get written consent first, keep only what you need, and record your decision. A consent paragraph is included.
Read the guideA fair query and warning sequence, with two sample letters you can copy, notes on response times, filing, and words to keep out of a disciplinary letter.
Read the guideSet goals in January, check in mid-year, review in December on one page with a 1-to-5 scale. A practical appraisal system for small Nigerian employers.
Read the guideWho pays a corps member, what employers usually add, how to treat them during service and how to keep them afterwards, with clear limits on what we can confirm.
Read the guideCompare employee benefits by cost to the employer and value to staff, with the tax angle and a sample ₦3,000,000 budget for a ten-person Nigerian team.
Read the guideCopy-ready leave clauses for annual, sick, maternity and compassionate leave, set against the Labour Act minimums, with decisions to make before you publish.
Read the guideCopy a sample job offer letter with pay breakdown, probation, notice and pension clauses, and see why each clause is there and the mistakes that cause disputes.
Read the guideA small-business owner's route to a first hire: write the role, advertise with a salary, interview with five fixed questions, check references and know the true cost.
Read the guideFixed start, flexible window or output-based? Pick a model, record attendance lawfully, escalate in stages and avoid pay deductions that look like fines.
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