Mavic Legal Advocates

14/07/2026

Divorce, Custody and Relocation of the children PART II

04/07/2026

Under the law, the fact that you purchased the property before your marriage is generally a strong indication that it remains your separate property and does not automatically become a matrimonial or family asset simply because you later got married.

However, the court will consider the specific facts of your case and relevant issues include:
1. If you bought the property entirely before the marriage with your own funds and it is registered in your name alone, your husband will generally have no legal entitlement to it merely because you were married.
If, during the marriage, your husband made substantial financial contributions toward paying the purchase price, completing construction, major renovations, or significantly increasing the property's value, he may argue that he has acquired a beneficial interest but he has the burden of proving those contributions.

Simply living in the property as a family home does not, by itself, convert it into family property or entitle a spouse to half of its value.

A court is unlikely to order the sale of a property acquired before marriage and divide the proceeds unless there is credible evidence that the other spouse acquired a legally recognizable interest through contribution, agreement, or another equitable basis.

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02/07/2026

RELOCATING A CHILD ABROAD WITHOUT THE CONSENT OF THE OTHER PARTNER PART 1

01/07/2026

Welcome to JULY.....

23/06/2026

Many employers assume that if there is no written contract, there is no binding employment relationship, that is incorrect.

Under the labour law, an employment relationship can exist even without a written contract, once an employee is engaged, performs work, and receives remuneration, a valid contract of employment may be inferred from the conduct of the parties.

However, where an employer fails to provide a written statement of the terms and conditions of employment as required by law, the employer may face significant legal consequences, including:

1. Difficulty Proving Employment Terms -
In the event of a dispute, the employer may struggle to prove the employee's salary, duties, working hours, leave entitlement, disciplinary procedures, and other terms of employment.

2. Interpretation Against the Employer -
Ambiguities arising from the absence of written terms are often construed against the employer, especially where the employer had the responsibility of documenting the employment relationship.
3. Reliance on Oral Evidence and Conduct -
The court may determine the terms of employment based on oral agreements, workplace practices, correspondence, salary records, and the conduct of the parties.

4. Exposure to Employment Claims -
Employees may successfully challenge wrongful termination, unpaid salaries, benefits, and other employment-related issues where the employer cannot produce clear contractual terms.

5. Violation of Statutory Obligations -
Section 7 of the Nigerian Labour Act requires an employer to provide an employee with a written statement specifying the terms and conditions of employment within three months of commencement of employment.

NOTE:
Failure to issue a written contract does not invalidate the employment relationship. Rather, it often places the employer at a disadvantage whenever a dispute arises because the employer loses the benefit of clear, documented terms governing the relationship.

18/06/2026

An employer cannot lawfully reduce an employee's salary arbitrarily or for just any reason.

Under Nigerian labour and contract law principles, an employee's salary is a fundamental term of the employment contract, any reduction in salary generally requires:

The employee's consent; or a contractual provision allowing such variation; or a collective agreement or policy that forms part of the employment terms.

An employer who unilaterally reduces an employee's salary without lawful justification may be in breach of the employment contract, such action could entitle the employee to challenge the reduction and, in appropriate cases, seek legal remedies.

However, there are exceptions, a salary reduction may be lawful where:
1. The employee voluntarily agrees to the reduction.
2. The employment contract expressly permits salary adjustments under specified circumstances.
3. There is a company-wide restructuring, economic downturn, or reorganization, and employees agree to the revised terms.
Any reduction is implemented pursuant to a valid collective bargaining agreement.

Important Note
An employer cannot use salary reduction as a disguised disciplinary measure without following due process. If an employee is alleged to have committed misconduct, the employer must comply with the applicable disciplinary procedures rather than arbitrarily cutting wages.

17/06/2026

Yes, a verbal employment agreement can be legally enforceable.

Many people assume that an employment relationship must be in writing before it becomes valid however, the law generally recognizes oral contracts, including employment contracts, provided there is evidence that an agreement existed between the employer and the employee.

For example, if an employer offers a job, the employee accepts, and work commences with payment of wages or salary, by so doing, an employment relationship has already been established even without a written contract.

The Challenge with Verbal Agreements
is proving it.
When disputes arise, the following question becomes difficult to answer:

1. What salary was agreed upon?
2. What were the employee's duties?
3. Was there a probation period?
4. How much notice was required before termination?
5. Were there any special benefits or allowances?

Without a written agreement, each party may tell a different story, leaving the court or tribunal to determine the facts from available evidence.

A written employment contract protects both the employer and the employee and It reduces misunderstandings and provides clear evidence of the rights and obligations of each party.
A verbal employment agreement may be valid, but a written employment agreement is far easier to enforce.

17/06/2026

08/06/2026

Welcome to a new week!!!

30/05/2026

Many people start businesses with friends, relatives, or trusted associates without thinking about the unexpecte, but what happens if one partner suddenly passes away or disappears?

If there is no proper partnership agreement in place, the business could face serious legal and operational challenges, the deceased partner's share may become part of their estate and could pass to their beneficiaries or legal heirs.
This means that family members who were never involved in the business may suddenly have a legal interest in it.

Where a partner disappears, the situation can become even more complicated as important business decisions may be delayed, access to funds may become difficult, and disputes may arise over ownership and management rights.

Without clear legal documentation, surviving partners may find themselves spending more time in court than running the business, this is why we advocate that every business partnership should have:
✅ A written Partnership Agreement
✅ Succession and exit clauses
✅ Clear ownership structure and
✅ Dispute resolution provisions

A successful business is not only built on trust; it is protected by proper legal planning, don't wait for a crisis before putting your affairs in order, protect your business before the unexpected happens.

— Mavic Legal Advocates
Let's help you build a solid partnership agreement that can withstand any situation.
For Consultation reach us on - +234-905-700-3599 or via [email protected]