Re-entering the workforce after a career break in Nigeria

While the global trend shows career breaks are becoming less stigmatised, re-entering the workforce in Nigeria involves navigating a market with specific socio-economic and cultural dynamics.

In Nigeria, the overall unemployment rate is a significant concern (with the former rate at 33.3 percent in Q4 2020 and a new methodology yielding 4.1 percent in Q1 2023).

This competitive environment means employers often have a large pool of applicants, which can exacerbate the tendency to view a career gap more critically than in less saturated markets.

As is common globally, maternity and childcare are the predominant reasons for breaks among Nigerian women. However, a lack of maternal-friendly policies, non-standard flexible work arrangements, and subtle biases mean women often face a ‘penalty’ upon return, including being overlooked for promotions or struggling with reintegration.

It is therefore imperative to start upskilling, leveraging on professional networks, imbibe artificial intelligence (AI) skills, keep asking questions, and more

A Nigerian employer is often looking for someone who can “hit the ground running.” You must clearly articulate the transferable skills (time management, budgeting, problem-solving) gained during the break, framing them as a source of resilience and maturity, which are qualities that are highly valued in the sometimes unpredictable Nigerian business environment.

In essence, you have to ‘Own It’ which remains paramount, but must be paired with transparency about skills and immediate availability.

Strategic upskilling

The need for strategic upskilling is perhaps even more urgent in Nigeria due to a recognised skill gap.

Reports indicate that a significant percentage of Nigerian graduates lack essential modern industry competencies, particularly in digital skills and soft skills such as critical thinking and adaptability.

Priority upskilling

While global courses like Coursera and Google certificates are excellent, the focus must be on demonstrable digital literacy.

Fluency in standard office software (Microsoft Word, Excel), data analysis tools, and relevant industry-specific platforms (e.g., Salesforce, SAP, if applicable) is non-negotiable.

The AI imperative

The recommendation to familiarise oneself with artificial intelligence (AI) tools like ChatGPT is of high value.

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Demonstrating a proactive approach to leveraging new technology can signal an applicant’s ability to adapt quickly and compete globally, immediately setting them apart.

The power of personal referrals

In the Nigerian job market, personal connections and referrals often carry more weight than in markets heavily reliant on automated scanning. Due to the high number of applicants, many job opportunities are filled through internal recommendations.

Active networking is key

The strategy of separating contacts into ‘Past,’ ‘Present,’ and ‘Future’ pools is vital. Reaching out to old colleagues and classmates on platforms like LinkedIn and attending professional events in cities like Lagos, Abuja, or Port Harcourt is the most effective route to uncovering job leads that are not publicly advertised.

Asking for insights

The advice to “ask for insights, not job leads” is especially effective as Nigerians value mentorship and counsel.

When an applicant frames the conversation as seeking advice on re-entry, this is often more successful and less transactional than directly asking for a job.

Returnship’ programmes in the Nigerian market

Multinational companies may offer some returnship programs.

Others like the Nigeria Jubilee Fellows Programme (NJFP), while primarily aimed at recent graduates, demonstrate a growing focus on structured work placements, which can offer similar benefits (paid placements, mentorship, skills training).

Returners can look for private-sector equivalents or specialised training by firms like ACCA (for finance professionals) to achieve a similar structured re-entry.

Negotiating compensation
The key to negotiating salary in Nigeria is robust, data-backed research.
Your negotiation must be anchored in your pre-break market value, skills, and experience, not your period of absence.

Due to inflation and economic changes, current industry salary rates can change rapidly. Use market reports and trusted network contacts to determine the current market value for your role, then negotiate from a position of bringing fresh perspective and high-value, refreshed skills.

In essence, confidence and storytelling are necessary, but they must be backed by a demonstrable mastery of digital skills and leveraged through a strong professional network to overcome the challenges of a competitive and bias-prone labour market.

Ngozi Ekugo

Ngozi Ekugo is a Senior Correspondent at BusinessDay. She holds a Masters in management from the University of Lagos, an undergraduate from University of Lagos, and is in an alumni of Queen's College. Shes currently an associate member of the Chartered Institute of Personnel Management (CIPM). She has a brief experience at Goldman sachs, London in its Human Capital Management division. She is interested in human capital development and is leveraging her varied experience across sectors to report labour and global mobility trends for stakeholders to make informed decisions.