Not too long ago, “working from home” in Nigeria was a code for “you’re not really working” but then came COVID-19, and everything changed. Laptops replaced office desks, meetings became Zoom calls, and pajamas quietly became workwear. Suddenly, remote work was no longer a foreign concept, it was a necessity.
However now, as things return to “normal,” a big question lingers in boardrooms and WhatsApp groups:
Can remote work truly last in Nigeria? Or was it just a pandemic phase? Let’s talk about it.
Nigeria’s Deep-Rooted Office Culture
If we want to face the facts, Nigerian employers love to see you working. If you’re not at your desk by 8:00 a.m. (even if nothing is happening), eyebrows start to raise. There’s a deeply ingrained belief that physical presence = productivity. It’s not surprising that many organisations rushed back to the office as soon as lockdowns were lifted. For some, it wasn’t even about output, it was about control, visibility, and the good old “how can we monitor them if they’re at home?” dilemma.
But Did Remote Work Work?
For many professionals, remote work was not only relieving but freeing. No more two-hour commutes in Lagos traffic or unnecessary office politics. People had more time for rest, take side gigs and have actual lunch that wasn’t fast food.
Some companies thrived as teams became more agile, expenses dropped, talent became location-flexible. Employers even started accessing skilled workers outside their city or state. It was a win-win… for a while.
The Nigerian Challenges
Still, let’s not pretend we don’t have real problems making remote work stick in Nigeria:
1. Power Supply: No light. No inverter. No work. It’s that simple. Working remotely assumes consistent electricity, a luxury in many areas.
2. Internet Wahala: Even in major cities, stable internet can be hit or miss. A remote worker without reliable data is like a tailor with no thread.
3. Micromanagement Mindset: Some managers feel out of control without hovering over their staff. Trust is still a big gap in many Nigerian workplaces.
4. Isolation & Lack of Structure: Not everyone thrives alone. Some workers feel lost without office structure, peer motivation, or in-person collaboration.
Is Remote Work Sustainable?
Here’s the short answer: Yes but not for everyone, and not without effort. Remote work in Nigeria can work, but it needs to be intentional, flexible, and supported.
Asides just allowing staff to work from home, it’s also about:
✅ Building systems and accountability
✅ Providing tools (data allowances, devices, communication platforms)
✅ Offering flexibility instead of a strict 9-5 clone at home
✅ Focusing on outcomes, not clock-watching
Hybrid Might Be the Middle Ground
For many Nigerian businesses, hybrid work (a mix of remote and onsite) is emerging as the sweet spot.
- Employees get flexibility.
- Employers keep some structure.
- Trust is built gradually.
You don’t need to go fully remote to reap the benefits of flexibility. It could be two days in the office, three days remote. Or work-from-home Fridays. What matters is finding a rhythm that works for your team and your business model.
What Nigerian Employees Think About Remote Work
From our experience as a recruitment firm working closely with job seekers and employers:
- More candidates are asking about remote or hybrid options especially tech, digital marketing, and content roles.
- Talented professionals are willing to decline offers that don’t offer flexibility.
- Gen Z and Millennials are prioritizing work-life balance more than any generation before.
This is no longer just a trend. It’s a shift.
Final Thoughts
Remote work isn’t going anywhere but in Nigeria, it needs the right mindset, infrastructure, and management style to be truly sustainable. Not every company can afford to go fully remote but every forward-thinking company needs to think flexibly. The future of work isn’t about where you work, it’s about how you work best.
So dear Nigerian employers, the question isn’t, “Can we trust people to work from home?” It’s, “Can we build a work culture that values performance over presence?”
And to that, your HR Whistledown says: “If the work is getting done, does it really matter where it’s done?”