HR & Community Policy

The standards we expect from employers and staff on Unik Hands, and how we handle problems.

Your rights under Nigerian law

This policy sets out how the Unik Hands platform works. It does not replace or reduce anyone's rights under Nigerian law, including the Labour Act. Where this policy and the law differ, the law applies. Employers and staff can take a dispute to the appropriate authorities, such as the Federal or State Ministry of Labour, or to the courts, at any time, whether or not they have used our mediation.

Platform integrity and safety

We do not tolerate fraud. In particular:

  • Identity: sharing accounts or using false identity documents leads to the account being closed.
  • Working around the platform: employers and staff who deliberately avoid the platform's verification or payments lose access to our mediation for that job.
  • Keeping verification current: we may ask you to confirm or update your details to keep your verified status.

Employment standards

  • Respect: domestic staff must be treated with respect. Physical or verbal abuse leads to suspension of the employer's account.
  • Clear terms: agree the duties, hours, days off and salary before work starts, and keep them in the job post or offer.
  • Live-in or live-out: every job post says whether the job is live-in (staff live in the employer's home) or live-out (staff go home after work). The monthly salary must be at least ₦85,000 for a live-in job and ₦120,000 for a live-out job. Live-in jobs must provide accommodation and feeding; for live-out jobs they are optional. Job posts that do not meet these rules cannot be published.
  • Safety: staff should not be asked to do work that puts them in danger.

Salaries and wallets

  • Paying salaries: employers pay their staff's salary from their wallet straight to the staff member's wallet (provided by 9PSB), with a record of every payment.
  • On time: pay salaries on or before the agreed date each month.
  • Records: in a dispute handled by our team, payments made through the platform are the easiest to confirm. Keep evidence of any payment made outside it.

Queries and discipline

  • Queries: employers raise misconduct or performance issues as a formal query in the app. Staff have 3 days to respond.
  • Warnings: repeated documented queries about the same issue are taken into account if a termination is later reviewed.
  • Records: professional responses to queries help staff keep a good record on the platform.

Ending a job and mediation

  • Notice: give the notice agreed in the employment terms, and never less than the minimum notice required by the Labour Act.
  • Recording the end of a job: employers submit a termination request and staff submit a resignation in the app. Our team reviews termination requests against the records before they are finalised on the platform.
  • Immediate dismissal: only for serious misconduct such as theft, violence or a serious safety breach, and in line with the law.
  • Mediation: either side can ask our support team to mediate. Mediation is voluntary and does not stop either side from going to the authorities or the courts.

Questions? Contact us, or read the Terms of Service.