A legal standoff has emerged between the Central Bank of Nigeria (CBN) and a group of former employees who were dismissed during a sweeping organizational restructuring earlier in 2024.
Represented by Stephen Gana and 32 others, the ex-staff members have filed a class-action lawsuit at the National Industrial Court of Nigeria (NICN), Abuja, alleging that their terminations violated constitutional provisions, labour laws, and the CBN’s internal policies.
Allegations of Unlawful Dismissal
The claimants, whose termination letters were titled “Reorganisational and Human Capital Restructuring” and dated April 5, 2024, argued that the exercise contravened Section 36 of the Nigerian Constitution, which guarantees the right to a fair hearing. They also cited the CBN’s Human Resources Policies and Procedures Manual (HRPPM), which mandates consultation and adherence to due process before any adverse employment decisions.
The retrenched employees claim they were not afforded the required consultation or fair hearing. They were reportedly given just three days to vacate their positions and hand over official property, a move they described as arbitrary, unlawful, and unconstitutional.
Demands by the Claimants
In their originating summons, filed on July 4, 2024, the claimants sought several judicial declarations, including:
- That their terminations were null, void, and of no effect.
- Immediate reinstatement as employees of the CBN.
- Payment of salaries and benefits from the date of termination.
- A restraining order preventing further dismissals outside due process.
The claimants also demanded N30 billion in general damages for psychological distress, hardship, and reputational harm, as well as N500 million to cover the cost of the suit.
Statutory Protection and Procedural Breach
The claimants argued that their employment enjoyed a “statutory flavour,” a labour law status that requires stricter conditions for dismissal, including adherence to public service rules. They further alleged that the CBN disregarded Article 16.4.1 of the HRPPM, which requires consultation with the Joint Consultative Council before implementing employment actions affecting staff.
Court Suggests Amicable Resolution
During the case’s first hearing on November 20, 2024, Presiding Justice O.A. Obaseki Osaghae acknowledged the preliminary objection filed by the CBN on November 4, challenging the suit’s admissibility. The claimants responded with a counter-affidavit.
Justice Osaghae urged both parties to pursue an amicable resolution, citing Section 20 of the National Industrial Court Act (NICA) 2006. The case remains ongoing, with potential settlement discussions on the horizon.
Implications of the Case
The lawsuit underscores broader concerns about organizational restructuring in public institutions and the potential disregard for employees’ rights. The outcome could set a precedent for how statutory employees are treated in similar circumstances and highlight the need for stricter adherence to due process in labour relations.
