Abstract
Employment can be said to mean engaging the services of another person in exchange for wages or consideration. Employment creates a relationship between the employer and the employee. Every relationship has a beginning and an end therefore employment relationship is not different cause it has beginning and ending. The problem now is the effect of terminating the contract of employment wrongfully. Wrongful termination refers to a termination which contravenes terms of contract. It occurs only if there is breach of contract of employment. Sometimes the breach occurs as a result of insufficient notice, nonpayment of required entitlements or refusal to follow right procedure in summary dismissal. Wrongful termination attracts remedy. Employee who consider his employment wrongfully terminated either on grounds of insufficient notice, failure of employer to justify his dismissal may seek any one of the remedies available. The paper critically look at remedies via the common law doctrine of employment at will. The common law position is that you cannot impose a willing employee on an unwilling employer are challenges to reinstatement as a remedy therein is not readily applied to employment in private sector. A case for reinstatement in private employment, the position in other jurisdictions. Finally this paper present summary of findings that Nigerian courts and industrial tribunal rely on old English common law position. In conclusion the position of law in Nigeria is common law doctrine, which England has place many changes on, these changes had taken place both at the international and national level to protect workers against arbitrary termination, Nigeria is not moving with the world. This paper recommends that the labour laws be amended to include employers stating the reason for termination, the court to order reinstatement in the case of private sector employee and the domesticating international labour organization conventions will immensely improve job security in Nigeria.