Moroom Africa has been named Employment Law Team of the Year at the African Legal Awards 2026.

The recognition follows the Firm’s earlier recognition as Emerging Law Firm of the Year, West Africa at the Legal Era Africa Law Awards.

The award was presented recently in Johannesburg, South Africa, at the 13th edition of the African Legal Awards, hosted by Law.com International in partnership with the Corporate Counsel Association of South Africa.

The African Legal Awards recognise achievements across the African legal industry and bring together legal professionals, firms and organisations from across the continent.

Moroom Africa’s Employment & Labour practice advises on a range of employment and labour matters, including employment law compliance, workforce restructuring and redundancies, workplace disputes, triangular employment arrangements, tax implications of employee mobility and other employment-related regulatory matters.

Commenting on the recognition, Managing Partner at Moroom Africa, Dayo Adu, expressed appreciation for the awards and efforts of their team, while reiterating commitment to providing thoughtful and practical legal advice on employment and workforce matters.”

Adu commented on how organisations can adapt their operations as younger generations increasingly enter the workplace. He said organisations can respond by creating open channels of communication around workplace expectations, work ethics and performance standards, while clearly defining roles, responsibilities and key performance indicators.

Where the nature of a role permits, he noted that flexible or hybrid work arrangements may support employee engagement, while organisations should also promote respectful and collaborative working environments.

Adu also highlighted the importance of learning, mentorship and career development opportunities for younger employees, alongside clear standards of accountability and professionalism.

As workplace expectations evolve, he noted that organisations should address differences in expectations and working styles before they become sources of disengagement or attrition.

Employees should understand an organisation’s culture, expectations and reporting structure from the outset, while managers should encourage open communication and address concerns early,” he said.

He also identified team-building activities and cross-departmental collaboration as practical ways organisations can foster greater understanding among employees.

“Differences are inevitable, but when people feel heard, respected and treated fairly, disagreements are more likely to be resolved constructively before they lead to disengagement or attrition,” Adu added.