Nigeria Equal Pay Constitution

Overview

The Constitution of the Federal Republic of Nigeria, 1999 (as amended), serves as the supreme law of the land, laying the foundational principles for governance, human rights, and socio-economic justice. Within this overarching legal framework, the concept of equal pay is enshrined as a fundamental objective of state policy, reflecting Nigeria's commitment to fostering a society built on ideals of freedom, equality, and justice. Specifically, Section 17(3)(e) of the Constitution mandates that the State shall direct its policy towards ensuring that "there is equal pay for equal work without discrimination on account of sex, or on any other ground whatsoever." This provision is a cornerstone of Nigeria's approach to pay equity, aiming to eliminate disparities in remuneration based on gender and other prohibited characteristics.

Historically, the inclusion of such provisions in the 1999 Constitution, which came into force on May 29, 1999, marked a significant step in institutionalizing protections against discrimination in the workplace. While earlier legal frameworks and international conventions ratified by Nigeria had addressed aspects of non-discrimination, the 1999 Constitution solidified these principles at the highest legal level. The emphasis on "equal pay for equal work" is a direct reflection of international labour standards, particularly those promoted by the International Labour Organization (ILO), which Nigeria has actively engaged with. The Constitution's directive is not merely aspirational but provides a legal basis upon which subsequent legislation, judicial interpretations, and policy initiatives are built, even if its direct enforceability for all sections varies.

The significance of the equal pay provision extends beyond mere wage parity; it underpins broader goals of social justice, economic empowerment, and the elimination of systemic inequalities. By mandating non-discrimination in remuneration, the Constitution seeks to address historical biases and ensure that individuals are compensated based on their contributions and the value of their work, rather than on arbitrary characteristics. This constitutional directive has influenced the development of other labour laws and the jurisdiction of specialized courts, such as the National Industrial Court of Nigeria (NICN), which is empowered to adjudicate matters related to employment and industrial relations, including those concerning equal pay and discrimination. The constitutional provision, therefore, acts as a guiding principle for all stakeholders in the Nigerian labour market, from policymakers to employers and employees, in striving for a fair and equitable working environment.

Definitions

The Nigerian Constitution, while establishing the principle of equal pay, provides a foundational understanding of key terms that are further elaborated upon in subsidiary legislation and judicial pronouncements. The central concept, "equal pay for equal work," as stated in Section 17(3)(e), refers to the entitlement of all citizens to receive the same remuneration when performing identical or substantially similar jobs, without any distinction based on sex or any other prohibited ground. This definition focuses on direct comparisons of work, where the tasks, responsibilities, and conditions are demonstrably the same. It aims to prevent situations where, for instance, a man and a woman doing the exact same job are paid differently solely due to their gender.

The term "discrimination" is broadly defined and prohibited under Section 42(1) of the Constitution, which states that a citizen of Nigeria shall not be subjected to any disabilities or restrictions, or accorded any privilege or advantage, solely by reason of their community, ethnic group, place of origin, sex, religion, or political opinion. This comprehensive definition extends to the employment sphere, encompassing unfair treatment in hiring, promotion, training, and, crucially, remuneration. While Section 42 focuses on fundamental rights and is justiciable, Section 17(3)(e) falls under the Fundamental Objectives and Directive Principles of State Policy, which are generally non-justiciable but serve as guiding principles for legislative and executive action. However, the National Industrial Court of Nigeria (NICN) has demonstrated a willingness to uphold these principles in employment-related discrimination cases, interpreting them in light of international labour standards.

"Remuneration" in the context of equal pay is understood to encompass all forms of payment and benefits, whether monetary or in-kind, received by an employee from an employer in respect of their employment. This includes not only basic wages or salaries but also allowances, bonuses, housing benefits, transport allowances, medical benefits, pensions, and any other emoluments. The constitutional directive implies that all components of this total compensation package must be free from discriminatory practices. While the Constitution itself does not explicitly define "work of equal value" beyond "equal work," Nigeria's ratification of ILO Convention No. 100 (Equal Remuneration Convention, 1951) on May 8, 1974, introduces the broader international standard of "equal remuneration for men and women workers for work of equal value." This international standard encourages a more comprehensive assessment of jobs based on skill, effort, responsibility, and working conditions, even if the jobs are not identical, thereby providing a framework for a more nuanced approach to pay equity.

Covered Employers

The constitutional principle of equal pay, as articulated in the 1999 Constitution of the Federal Republic of Nigeria (as amended), applies broadly across the Nigerian economy, encompassing both public and private sector employers. As a fundamental objective of state policy, Section 17(3)(e) directs the State to ensure equal pay without discrimination, implying a universal application of this principle to all employment relationships within the country's jurisdiction. While the Constitution itself does not specify employer size thresholds or particular sectors, its supremacy means that all entities operating within Nigeria are expected to adhere to its underlying principles of non-discrimination and equality in remuneration. This broad scope ensures that the protection against pay discrimination is not limited to specific industries or types of organizations but is a pervasive standard for fair labour practices.

Further legislative instruments, such as the Labour Act (Cap L1, LFN 2004), complement the constitutional provisions by providing more specific regulations for certain categories of workers. The Labour Act primarily applies to employees engaged in manual labour or clerical work in both private and public sectors. However, employees performing administrative, executive, technical, or professional functions are typically governed by their specific contracts of employment, which must still align with the broader constitutional principles. The National Industrial Court of Nigeria (NICN) has exclusive jurisdiction over labour and employment matters, including disputes arising from discrimination and equal pay, thereby extending the reach of these protections to virtually all employment relationships, regardless of the specific nature of the work or the size of the employer. This comprehensive judicial oversight reinforces the constitutional mandate across the entire spectrum of the Nigerian workforce.

While the constitutional provisions establish a general framework, specific exemptions or phase-in periods are not typically found within the Constitution itself. Such details would ordinarily be outlined in subsidiary legislation or regulations. However, the spirit of the Constitution dictates that all employers, irrespective of their scale or operational sector, should strive to implement fair remuneration practices. The absence of explicit numerical thresholds in the Constitution means that the principle of non-discrimination in pay is a universal expectation. Any specific exemptions or limitations would need to be legally justified and would likely face scrutiny against the constitutional ideals of equality and justice. The ongoing efforts to align national labour laws with international best practices further underscore the expectation that all employers in Nigeria should uphold the principle of equal pay for equal work.

Employee Rights

Under the Constitution of the Federal Republic of Nigeria, 1999 (as amended), employees are endowed with fundamental rights that extend to the workplace, particularly concerning non-discrimination and fair treatment. Section 42 of the Constitution guarantees freedom from discrimination based on community, ethnic group, place of origin, sex, religion, or political opinion. This means that employees have the right not to be subjected to any disabilities or restrictions, nor to be denied any privileges or advantages, solely due to these protected characteristics. In the context of employment, this translates into the right to equal opportunities in hiring, promotion, training, and, crucially, remuneration.

More specifically, Section 17(3)(e) of the Constitution explicitly directs the State to ensure "equal pay for equal work without discrimination on account of sex, or on any other ground whatsoever." This provision grants employees the right to receive the same remuneration as their counterparts who perform the same work, irrespective of their gender or other discriminatory factors. While Section 17 falls under the Fundamental Objectives and Directive Principles of State Policy, which are generally non-justiciable, the National Industrial Court of Nigeria (NICN) has demonstrated its commitment to upholding these principles in practice. Employees who believe their right to equal pay or freedom from discrimination has been violated can seek redress through the NICN, which has exclusive jurisdiction over labour and employment matters.

To exercise these rights, an employee typically initiates a complaint or a legal action before the National Industrial Court of Nigeria. The NICN is empowered to hear and determine disputes relating to employers and employees, conditions of work, and discrimination, including those arising from the interpretation and application of human rights as they relate to employment. For instance, the NICN has upheld the principle of equal pay for equal work, ruling against wage and benefit disparities between local and foreign staff as discriminatory and an unfair labour practice. Employees can present evidence of unequal pay for equal work, and the court will assess the merits of the claim. While the Constitution does not prescribe specific procedures for internal company complaints, it establishes the ultimate judicial recourse, encouraging employers to implement fair internal processes to prevent such disputes from escalating to litigation. The right to compare one's remuneration with that of colleagues performing similar work, though not explicitly detailed in the Constitution, is implicitly supported by the principle of equal pay, as such comparisons are often necessary to establish a claim of discrimination.

Pay Transparency Requirements

The Constitution of the Federal Republic of Nigeria, 1999 (as amended), while firmly establishing the principle of equal pay and non-discrimination, does not explicitly mandate specific pay transparency requirements such as job posting salary ranges or the publication of pay scales. The constitutional provisions, particularly Section 17(3)(e) on equal pay and Section 42 on freedom from discrimination, set a broad ethical and legal standard for fair remuneration practices. However, they do not delve into the operational details of how employers should disclose or make transparent their pay structures. This means that, at the constitutional level, there are no direct legal obligations for employers to proactively publish salary information or to disclose pay ranges in job advertisements.

The absence of explicit pay transparency mandates in the Constitution reflects its nature as a foundational legal document that outlines fundamental rights and objectives rather than prescribing detailed regulatory mechanisms. While the spirit of equality and non-discrimination inherently encourages transparency in compensation practices, the specific legislative instruments to enforce such transparency have not been fully developed or widely adopted in Nigeria. Consequently, employers are not legally required by the Constitution to disclose salary ranges during the hiring process or to make their pay scales publicly available. This situation can sometimes make it challenging for employees to ascertain whether they are receiving equal pay for equal work, as the lack of transparency can obscure potential disparities.

Despite the lack of direct constitutional mandates for pay transparency, the overarching principles of fairness and justice embedded in the Constitution, coupled with Nigeria's ratification of international labour conventions like ILO Convention No. 100, provide a strong impetus for greater transparency. Although not legally compelled by the Constitution, employers are encouraged to adopt transparent pay practices as a matter of good corporate governance and to foster a fair and inclusive work environment. The National Industrial Court of Nigeria (NICN), in adjudicating discrimination cases, may consider the lack of transparency as a factor when assessing claims of unequal pay, particularly if it hinders an employee's ability to prove discrimination. However, without specific legislative backing, comprehensive pay transparency remains largely a matter of voluntary adoption or collective bargaining agreements rather than a direct constitutional requirement.

Reporting & Audit Obligations

The Constitution of the Federal Republic of Nigeria, 1999 (as amended), does not impose specific reporting or audit obligations on employers concerning pay equity. As the supreme law, the Constitution establishes fundamental rights and directive principles, including the right to equal pay for equal work and freedom from discrimination. However, it does not prescribe the administrative mechanisms, such as mandatory pay gap reporting or equal pay audits, that would typically be found in detailed labour legislation or regulations. Therefore, there are no direct constitutional requirements for employers to regularly report on their pay structures, conduct internal pay equity audits, or submit such reports to governmental bodies.

The absence of these explicit obligations in the Constitution means that, currently, Nigerian employers are not legally compelled by the supreme law to undertake systematic pay equity reporting or auditing. While the principle of equal pay is constitutionally enshrined, the practical implementation and monitoring mechanisms are largely dependent on subsequent legislative enactments or sector-specific regulations. For instance, a Labour Standards Bill, which was submitted to the National Assembly in 2008, reportedly included provisions and an implementation mechanism for "equal pay for equal work," but it has yet to be passed into law. This highlights a gap between the constitutional aspiration and the detailed regulatory framework needed to enforce comprehensive reporting and auditing.

Despite the lack of direct constitutional mandates, the National Industrial Court of Nigeria (NICN), in its role as the specialized court for labour matters, can and does address issues of pay discrimination. While it cannot compel a general audit, its judgments in individual cases of unequal pay serve as a form of indirect enforcement and can encourage employers to review their pay practices. Furthermore, Nigeria's ratification of ILO Conventions, particularly Convention No. 100 on Equal Remuneration and Convention No. 111 on Discrimination (Employment and Occupation), implies a commitment to promoting pay equity. Although these conventions require domestication to be directly enforceable, they serve as guiding principles for policy development. Therefore, while direct reporting and audit obligations are not constitutionally mandated, the broader legal and international framework encourages employers to maintain fair and transparent pay systems that could, in practice, involve internal reviews to ensure compliance with the equal pay principle.

Governance & Enforcement Bodies

The primary judicial body responsible for the governance and enforcement of labour and employment laws, including those related to equal pay and non-discrimination, is the National Industrial Court of Nigeria (NICN). Established by the Constitution of the Federal Republic of Nigeria (Third Alteration) Act, 2010, the NICN holds exclusive jurisdiction over civil causes and matters pertaining to labour, employment, trade unions, industrial relations, and related issues. This includes disputes arising from discrimination or sexual harassment at the workplace, the application or interpretation of international labour standards, and matters connected with payment or non-payment of salaries, wages, pensions, and other entitlements. The NICN's specialized nature ensures that judges with expertise in labour law adjudicate these complex matters, providing a dedicated forum for redress.

Individuals who allege a contravention of their rights, including the right to equal pay or freedom from discrimination in employment, can apply to the NICN for redress. The court's jurisdiction extends to interpreting and applying international conventions, treaties, or protocols ratified by Nigeria relating to labour and employment. This means that even though some constitutional provisions on equal pay are directive principles, the NICN can give effect to them, especially when read in conjunction with ratified ILO conventions and other anti-discrimination laws. The NICN has the power to make various orders, including declarations, injunctions, and awards of damages, to remedy violations of employment rights. Its decisions are binding, and appeals from the NICN to the Court of Appeal are generally limited to questions of fundamental rights as contained in Chapter IV of the Constitution, as they relate to matters within the NICN's jurisdiction.

In addition to the NICN, the Industrial Arbitration Panel (IAP) plays a role in the resolution of trade disputes. Established by the Trade Disputes Act of 1976, the IAP is a court of original jurisdiction in trade dispute matters, adjudicating disputes between employers and workers or between workers and workers concerning employment terms and conditions. While the IAP primarily handles collective trade disputes, individual rights disputes can fall within its jurisdiction if they become part of a collective dispute. Appeals from the IAP can be made to the NICN. The Federal Ministry of Labour and Employment also has a role in promoting decent work and overseeing labour standards, though its direct enforcement powers in individual equal pay cases are typically channeled through the judicial system. These bodies collectively form the institutional framework for upholding and enforcing the principles of equal pay and non-discrimination in Nigeria.

Monitoring & Evaluation

The monitoring and evaluation of equal pay principles in Nigeria, particularly those stemming from the Constitution, are primarily conducted through the judicial system, with the National Industrial Court of Nigeria (NICN) serving as the central mechanism. While the Constitution itself does not establish specific governmental bodies or procedures for systematic monitoring or evaluation of pay equity across the nation, the NICN's exclusive jurisdiction over labour and employment matters means that individual complaints and cases of alleged pay discrimination are thoroughly investigated and adjudicated. Each judgment rendered by the NICN, particularly those upholding the principle of equal pay for equal work, contributes to the ongoing monitoring of compliance and sets precedents for future cases. This judicial oversight acts as a critical, albeit reactive, form of evaluation of how constitutional principles are being applied in practice.

Inspection procedures related to general labour standards are typically carried out by labour inspectors under the Federal Ministry of Labour and Employment, as outlined in the Labour Act. However, these inspections are generally focused on broader compliance with working conditions, wages, and safety, rather than specific, proactive audits of pay equity across different job roles and genders. The investigation of complaints regarding unequal pay or discrimination usually commences when an aggrieved employee files a formal complaint with the NICN. The court then undertakes a detailed examination of the evidence presented by both parties, including employment contracts, pay slips, job descriptions, and any other relevant documentation, to determine if a discriminatory pay practice has occurred. This process, while effective for individual cases, does not constitute a systemic, nationwide evaluation of the gender pay gap or other forms of pay inequality.

The frequency of audits specifically for equal pay is not prescribed by the Constitution or widely implemented through dedicated legislation. Instead, the evaluation criteria for equal pay are derived from the constitutional mandate of "equal pay for equal work without discrimination on account of sex, or on any other ground whatsoever," complemented by the principles of ILO Convention No. 100, which Nigeria has ratified. The NICN, in its rulings, assesses whether differences in remuneration are justified by objective factors (e.g., qualifications, experience, performance, seniority) or if they are attributable to discriminatory grounds. While a comprehensive, proactive national monitoring and evaluation framework for pay equity is still evolving, the judicial system remains the primary avenue for addressing and rectifying instances of pay discrimination, thereby contributing to the gradual enforcement and assessment of the constitutional equal pay principle.

Enforcement & Penalties

The enforcement of the equal pay principle, as enshrined in the Nigerian Constitution, primarily relies on the judicial system, particularly the National Industrial Court of Nigeria (NICN). When a violation of the constitutional right to equal pay or freedom from discrimination in employment is established, the NICN is empowered to provide appropriate remedies. Unlike specific statutory offenses that might carry predetermined fines, violations of constitutional rights in employment often result in judicial orders aimed at rectifying the injustice and compensating the aggrieved party. The court can order the employer to pay the difference in wages, award general damages for the discrimination suffered, and in some cases, order reinstatement or promotion if the discriminatory practice led to wrongful termination or denial of career progression.

Specific fine amounts or penalty ranges for constitutional violations are not explicitly stipulated within the Constitution itself. Instead, the NICN exercises its discretion to determine suitable remedies based on the facts and circumstances of each case, guided by principles of fairness, equity, and the need to deter future discriminatory practices. For instance, in cases of wrongful termination due to discrimination, the court has awarded significant general damages, sometimes equivalent to several months' or even years' salary, in addition to other entitlements. The court's power to award damages serves as a deterrent against discriminatory practices and aims to make the victim whole. The NICN also has the authority to issue injunctions to prevent ongoing discriminatory actions or to compel employers to comply with equal pay principles.

Criminal liability for pay discrimination is not typically a direct consequence of violating the constitutional equal pay provision, as the Constitution primarily establishes civil rights and state policy directives. However, severe or systemic discriminatory practices could potentially lead to other legal ramifications under specific anti-discrimination statutes, if enacted, or be considered an unfair labour practice. The appeals process for decisions made by the NICN is generally limited. While appeals to the Court of Appeal are possible, they are primarily restricted to questions of fundamental rights as contained in Chapter IV of the Constitution, as they relate to matters upon which the NICN has jurisdiction. This structure underscores the NICN's role as the final arbiter for most labour and employment disputes, ensuring specialized and efficient resolution of equal pay and discrimination cases.

Relationship to Other Laws

The Constitution of the Federal Republic of Nigeria, 1999 (as amended), stands as the supreme law, and its provisions, including those on equal pay and non-discrimination, take precedence over any other law that is inconsistent with it. This supremacy means that all other legislation, policies, and regulations in Nigeria must conform to the constitutional principles of equality and justice. The constitutional directive in Section 17(3)(e) for "equal pay for equal work without discrimination on account of sex, or on any other ground whatsoever," along with the broader anti-discrimination provisions in Section 42, forms the bedrock upon which Nigeria's employment law framework is built.

This constitutional framework interacts significantly with several key pieces of legislation. The Labour Act (Cap L1, LFN 2004) is a primary source of employment law, containing specific provisions related to contracts, wages, working hours, and other aspects of employment. It mandates equal pay for equal work, irrespective of sex, for the categories of workers it covers (primarily manual and clerical workers). The National Industrial Court Act, 2006, and the subsequent constitutional amendment establishing the National Industrial Court of Nigeria (NICN) with exclusive jurisdiction over labour and employment matters, provide the judicial mechanism for enforcing these constitutional and statutory rights. The NICN's jurisdiction explicitly includes matters connected with the application of international conventions ratified by Nigeria, ensuring that international labour standards are considered in domestic adjudication.

Furthermore, Nigeria has ratified several international labour conventions, notably ILO Convention No. 100 (Equal Remuneration Convention, 1951) and ILO Convention No. 111 (Discrimination (Employment and Occupation) Convention, 1958). While international treaties require domestication by the National Assembly to become directly enforceable as national law, their ratification signifies Nigeria's commitment to these principles. Section 254C(2) of the Constitution, introduced by the Third Alteration Act, 2010, explicitly grants the NICN jurisdiction to deal with matters pertaining to the application of any international convention, treaty, or protocol ratified by Nigeria relating to labour, employment, or industrial relations. This provision effectively allows the NICN to apply these international standards even if they have not been fully domesticated through separate legislation, thereby complementing the constitutional equal pay directive and strengthening its enforcement. Other specific anti-discrimination laws, such as the Discrimination Against Persons with Disability (Prohibition) Act, 2018, also complement the broader constitutional protections by addressing discrimination on specific grounds.

International Context

Nigeria's commitment to the principle of equal pay is deeply rooted in international labour standards, particularly those championed by the International Labour Organization (ILO). Nigeria ratified the ILO Equal Remuneration Convention, 1951 (No. 100), on May 8, 1974, and the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), on October 2, 2002. These ratifications signify Nigeria's formal pledge to implement the principles of equal remuneration for men and women workers for work of equal value, and to eliminate discrimination in respect of employment and occupation. Convention No. 100, in particular, requires ratifying states to promote and ensure the application of the principle of equal remuneration through national laws, regulations, or collective agreements.

While the Nigerian Constitution mandates "equal pay for equal work," this phrasing is often considered narrower than the ILO's standard of "equal remuneration for work of equal value." The latter allows for comparisons between different jobs that may have equivalent worth based on factors such as skill, effort, responsibility, and working conditions, thereby addressing more subtle forms of gender-based pay discrimination. Despite this distinction, the National Industrial Court of Nigeria (NICN) has the constitutional mandate, under Section 254C(2) of the 1999 Constitution (as amended), to apply international conventions, treaties, or protocols ratified by Nigeria relating to labour and employment. This unique provision allows the NICN to interpret and enforce the constitutional equal pay principle in light of the broader ILO standards, even if specific domestic legislation fully aligning with "work of equal value" has not yet been enacted. This judicial capacity helps bridge the gap between national constitutional language and international best practices, positioning Nigeria within the global trend towards more comprehensive pay equity.

Implementation Timeline

Date	Milestone	Status
1960-01-01	Nigeria joins the International Labour Organization (ILO)	Achieved
1974-05-08	Nigeria ratifies ILO Convention No. 100 (Equal Remuneration Convention, 1951)	In Force
1976-01-01	Establishment of the Industrial Arbitration Panel (IAP)	In Force
1999-05-29	Promulgation of the Constitution of the Federal Republic of Nigeria, including Section 17(3)(e) and Section 42	In Force
2002-10-02	Nigeria ratifies ILO Convention No. 111 (Discrimination (Employment and Occupation) Convention, 1958)	In Force
2004-01-01	Labour Act (Cap L1, LFN 2004) comes into force, including equal pay provisions for covered workers	In Force
2006-01-01	National Industrial Court Act, 2006, establishing the NICN	In Force
2008-01-01	Labour Standards Bill (with "equal pay for equal work" provisions) submitted to National Assembly	Stalled
2010-01-01	Constitution of the Federal Republic of Nigeria (Third Alteration) Act, establishing NICN's exclusive jurisdiction and power to apply international labour standards	In Force
2018-01-01	Discrimination Against Persons with Disability (Prohibition) Act enacted	In Force

Compliance Checklist

Requirement	Action Required	Deadline
**Constitutional Equal Pay Principle**	Ensure all employees receive equal remuneration for equal work, irrespective of sex or other discriminatory grounds (Section 17(3)(e)).	Ongoing
**Freedom from Discrimination**	Prevent discrimination in all aspects of employment (hiring, promotion, training, termination) based on community, ethnic group, place of origin, sex, religion, or political opinion (Section 42).	Ongoing
**Adherence to Labour Act**	Comply with equal pay provisions for manual and clerical workers as stipulated in the Labour Act.	Ongoing
**Respect for ILO Conventions**	Ensure employment practices align with principles of ILO Conventions 100 and 111, particularly regarding equal remuneration for work of equal value and non-discrimination.	Ongoing
**Fair Remuneration Practices**	Regularly review compensation structures to identify and rectify any unjustified pay disparities.	Annually (Recommended)
**Objective Job Evaluation**	Implement objective job evaluation methods to assess the value of different jobs and ensure fair remuneration.	As needed for new roles/restructuring
**Internal Grievance Mechanisms**	Establish clear and accessible internal procedures for employees to raise concerns about pay discrimination or other forms of discrimination.	Ongoing
**Training and Awareness**	Educate management and HR personnel on constitutional equal pay principles and anti-discrimination laws.	Annually
**Non-Discriminatory Recruitment**	Ensure recruitment and promotion processes are free from bias and promote equal opportunity.	Ongoing
**Compliance with NICN Rulings**	Adhere to judgments and orders issued by the National Industrial Court of Nigeria in discrimination and equal pay cases.	As per court order

Sources and References

Source	Type
ILO NATLEX: Constitution of the Federal Republic of Nigeria 1999 (as amended)	official
National Industrial Court of Nigeria: About Our Jurisdiction	official
ILO Convention No. 100: Equal Remuneration Convention, 1951	official
ILO Convention No. 111: Discrimination (Employment and Occupation) Convention, 1958	official
International Labour Organization: Nigeria	official
Federal Ministry of Labour and Employment, Nigeria	official
Nigerian Constitution Free Download (PDF - For Mobile & Desktop): Chapter 4. Fundamental Rights	official
Nigerian Constitution: Chapter 4. Section 42 - Right to freedom from discrimination	official