- The National Industrial Court of Nigeria has allowed Ayodeji Sasegbon to present virtual evidence in his N108 billion lawsuit against Total Energies for wrongful termination.
- Sasegbon, suing for damages related to his dismissal, was granted a Zoom hearing on January 28, 2025.
The National Industrial Court of Nigeria has granted permission for Ayodeji Sasegbon to present virtual evidence in his N108 billion lawsuit against Total Energies E & P Nigeria Limited (TEPNG) and its parent company, Total Energies SE (TOTAL ESE). Justice Sanda Audu Yelwa delivered the decision in Lagos, following Sasegbon’s request to give his testimony remotely. As a result, a Zoom hearing has been scheduled for January 28, 2025.
Sasegbon, a process engineer dismissed from his job, is suing for wrongful termination and seeking compensation totalling N108,720,718,580.91 (approximately $138 million). His claim includes damages for lost career prospects, emotional distress, and defamation. Represented by Aniekan Obong of Strachan Partners, Sasegbon explained that he is currently receiving medical treatment in the UK for the severe illness and trauma caused by his sudden dismissal.
The lawsuit details Sasegbon’s career journey with TEPNG, which began in 2015 after he completed his doctorate at Imperial College London. He was contracted as a process engineer in the Deep Water Production Support Department. He claims that the contract arrangement was used to bypass international labour rights. However, due to his exceptional performance, he was recommended for permanent staff status in 2017, supported by an email from Nathanael Herbomez, the general manager of Deepwater Field Operations.
On October 13, 2017, Sasegbon received an offer for permanent employment and officially began his new role as a process engineer (Smart Room) on November 20, 2017. After completing a successful probation period, his appointment was confirmed on April 5, 2018, based on positive feedback from his supervisors, who praised his contributions and affirmed his value to the company.
Sasegbon also highlights that his ongoing commendations from supervisors aligned with TEPNG’s recruitment policy, prioritising merit and competencies when hiring staff. The company’s recruitment guidelines focus on recruiting individuals with the right skills to meet current and future staffing needs.
Under Nigerian law, Sasegbon’s employment contract is considered a permanent one, recognised under French labour law as a “Contrat à Durée Indéterminée” (CDI), or an indefinite contract. This type of contract can only be terminated through mutual agreement or by following a formal dismissal process. Furthermore, the International Labour Organization’s Termination of Employment Convention (1982) stipulates that employment cannot be terminated without a valid reason, which Sasegbon argues was not provided in his case.
Sasegbon’s termination letter, dated July 19, 2018, was signed by Abiodun Afolabi, TEPNG’s Executive Director of Corporate Affairs & Services, but it did not explain his dismissal. After receiving no prior warnings or queries, he appealed the decision to the managing director, Nichola Terraz, on July 31, 2018. However, his appeal was rejected by TEPNG on August 6, 2018, through a response signed by Paul Odekina, Executive General Manager of Human Resources.
Sasegbon now seeks legal redress for what he claims was an unjust dismissal. The case is expected to continue with the virtual hearing scheduled for January 2025.