The National Industrial Court sitting in Akure, Ondo State, on Tuesday, October 21, 2025, heard the case of a former Territory Manager with Guinness Nigeria Plc, Mr. Ntima Anya, who is seeking ₦100 million in damages against the multinational beverage company over what he described as wrongful, unlawful, and inhumane termination of his appointment.
The defendants in the suit are Guinness Nigeria Plc and Mr. Moshood Adejoro, Anya’s former line manager who remains an employee of the company.
During Tuesday’s proceedings, the claimant, through his counsel, Mr. Samuel Nmesi, opened his case and tendered 36 documentary exhibits before the court presided over by Justice K. D. Damulak. The court admitted all the documents into evidence and adjourned the matter to November 27, 2025, for cross-examination by the defence counsel, Mr. Ade Abioye.
Claims of Wrongful Termination and Health Negligence
Mr. Anya, who served as the Territory Manager for Ilorin/Offa, alleged that his dismissal on October 30, 2020, was carried out in bad faith and in violation of due process. According to him, the decision was tainted by bias, witch-hunt, and gross unprofessionalism on the part of his immediate supervisor, Mr. Adejoro, and other top company officials.
He told the court that despite submitting a medical report from Olanrewaju Hospital, Ilorin, which confirmed that his blood pressure had risen to dangerous levels, the company refused to allow him to take his annual or sick leave. Rather than showing compassion, he said Guinness compelled him to work during the COVID-19 lockdown, forcing him to market and sell nearly expired Dubic Malt products, an act he described as unethical and harmful to both his health and professional integrity.
Alleged Public Humiliation and Denial of Benefits
Mr. Anya further alleged that his dismissal was executed in a humiliating manner. He claimed that his company assets were seized publicly, and his termination letter was signed under duress at a distributor’s outlet in Ilorin. He added that he was not granted an exit clearance, settlement, or post-service orientation, despite having served the company for nearly a decade.
He accused the firm of denying him access to adequate medical care and even forcing him out of the hospital on the same day his appointment was terminated, despite his critical health condition. His hypertensive illness, he said, was trivialized by company officials as “ordinary sickness,” which led to a rapid deterioration in his health and severe sight problems that now require corrective lenses.
Performance Records and Supporting Evidence
The claimant also challenged the Performance Improvement Plan (PIP) cited by the company as the basis for his dismissal, describing it as fraudulent and never formally initiated. He said internal email exchanges submitted to the court revealed inconsistencies in the PIP timeline, suggesting deliberate manipulation to justify his removal.
In support of his case, Mr. Anya tendered several exhibits, including:
- Medical reports, ECG scans, and referral letters to cardiologists.
- Letters of commendation, salary reviews, and corporate awards for excellence received in 2019 and 2020.
- A death certificate of his mother, which he linked to his inability to fund her medical treatment following his termination.
- A Certified True Copy (CTC) of a previous judgment delivered by the National Industrial Court in Port Harcourt in 2023, in which another former employee, Mr. Bright Nwosu, reportedly won a similar wrongful dismissal case against Guinness Nigeria Plc.
Counsel’s Arguments
Counsel to the claimant, Mr. Nmesi, argued that Guinness Nigeria’s conduct amounted not only to wrongful termination but to what he described as “an attempted homicide” due to the deliberate disregard for his client’s life-threatening medical condition and psychological wellbeing.
He urged the court to recognize that beyond the personal grievances of Mr. Anya, the case represents a broader systemic pattern of abuse and corporate bullying within the company that must be addressed to protect workers’ rights.
Next Hearing
Justice Damulak adjourned the case to November 27, 2025, for the continuation of the hearing and cross-examination of the claimant by the defence counsel.
The case has drawn significant public attention due to its implications for labour rights, occupational health, and corporate accountability in Nigeria’s private sector.
If successful, the ₦100 million compensation claim could set a major precedent in labour law jurisprudence, reinforcing the protection of employees from workplace victimization and wrongful dismissal in multinational corporations operating within Nigeria.
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