Abstract
Termination and Dismissal are concepts of global concern in labour relations. The incidence of unfair dismissals in Nigeria has become so alarming that it has raised a lot of
concerns and appears to be an albatross in modern day employment. This is notwithstanding the International
Labour Organisation Convention on unfair dismissal. The incidences range from dismissal without notice, termination without reason, irrelevance of motive for termination,
termination consequent upon union activities, absence of right to fair hearing, absence of order of reinstatement in a private sector. This paper aimed at curbing the incidences of
unfair dismissal in Nigeria. The International Labour Organisation set a standard which an employer wishing to terminate employment of his employee must comply with.
The research methodology applied was the doctrinal research method in the course of this research; the work found that dismissal and termination situations in Nigeria
amount to unfair dismissal when tested against ILO standards on unfair dismissal. The paper then recommended that Nigeria needs to adopt ILO standards on unfair dismissal with modifications where necessary. Also, that
every legal and institutional impediment that hinders the application of ILO Convention on unfair dismissal should be removed by the concerted efforts of the three arms of
Government of Nigeria for purposes of achieving the policy of fair dismissal in Nigeria.
