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From
$249/month
$49/month
2% of gross salary / month
Niger is known as Africa’s hidden gem, boasting some of the most beautiful landscapes in the world. The country is home to the Sahara Desert and the Air Mountains, a world heritage site. Niger generated $97 million in its tourism sector in 2020, with 85,000 people having visited the country. This accounted for approximately 0.63% of its GDP. The country is rich in iron, gold, gas, and oil resources. The people of Niger are described as survivalists who are strong and determined. If you are interested in hiring in Niger, discover the benefits of seeking a workforce in the country.
Hire in Niger, and pay employees through our platform or app.
Our Niger EOR solution is the most affordable on the market.
Fast Niger onboarding, hire in as little as 24 hours.
We draft compliant Niger labor contracts.
We manage all Niger mandatory benefits.
It doesn’t stop with Niger — we hire employees globally.
A Niger employer of record is called an EOR and is a legally recognized entity or business that handles various human resources and labor-related processes on behalf of employers. If your company is looking to hire staff in Niger compliantly, an EOR can help you follow the country’s labor laws. This includes finding the right employees for the job while managing payroll, taxes, onboarding, and offboarding processes. The Niger EOR acts on behalf of companies that want to hire employees without the cost and red tape involved in establishing their own legal business in the country.
An EOR is frequently confused with the term “PEO,” known as a professional employer organization. A PEO does not have the legal authority to take over the lawful employment responsibilities of a company that does not have a registered business in the country. PEOs help with HR and can administer payroll and employee benefits; however, they can only partner with a foreign company and not represent an employer in the country due to legal constraints.
A Niger EOR makes the process of hiring employees in West Africa easier, more affordable, and guarantees compliance with various labor laws. Because an EOR in Niger is a legal entity, they assist businesses in adhering to and facilitating labor-related practices and procedures. Their role is to protect you from breaking employment laws. The people of Niger speak French and the local languages of Hausa and Djarma, and with 95% of the population being Muslim, an EOR can act as a mediator, helping companies remain respectful of cultural differences.
Horizons stands out as a Niger EOR through:
A Niger EOR is hired by a foreign company or employer to provide HR services and help clients navigate the complex labor market. The employer of record is a legal entity and can administer a wide range of employment tasks in Niger on behalf of an international employer. The responsibilities of an EOR include overseeing monthly payroll, facilitating labor benefits, drawing up employment contracts, and applying legal practices for the protection of the client and newly employed staff. As a Niger EOR is well-versed in the country’s employment regulations, it will prevent companies from falling short of satisfying these legalities and facing fines or lawsuits.
The services provided by an EOR in Niger include the following:
Niger labor law provides a legal framework that employers must follow when hiring employees in the country. The Niger Labor Code was established in 2012 and governs various stages and aspects of the employment process, from working hours to severance.
A fixed-term contract is active for a specific period and can last as long as two years, but it can only be renewed once. These types of contracts are offered to temporary workers. A permanent contract hires employees indefinitely and is the most prevalent in the country.
All employment contracts in Niger must be written in the local language to ensure that the employee understands the terms and conditions. It must include a breakdown of an employee’s salary, notice of termination, severance, overtime pay, and negotiated and mandatory benefits, such as social security.
No probationary period.
At completion of the project.
Not applicable
Typically 1 to 3 months
15 days
Typically 1 to 6 months
Typically 1 to 6 months
30 days
1 month salary per year of service
Based on Article 99 of the Niger Labor Code, a standard work week is 40 hours with a compulsory 2-day rest period per week. For farm workers, 2400 working hours are required per year.
150% of the standard hourly rate
150% of the standard hourly rate
200% of the standard hourly rate
Niger celebrates a combination of international, local, and cultural holidays throughout the year:
| Date | Holiday name |
|---|---|
| 1 Jan, 2024 | New Year’s Day |
| 1 Apr, 2024 | Easter Monday |
| 4 Apr, 2024 | Lailat al-Qadr |
| 9 Apr, 2024 | Eid al-Fitr |
| 24 Apr, 2024 | Concord Day |
| 1 May, 2024 | Labor Day |
| 16 Jun, 2024 | Eid al-Adha |
| 17 Jun, 2024 | Eid al-Adha Holiday |
| 16 Jul, 2024 | Muharram |
| 3 Aug, 2024 | Nigerien Independence Day |
| 16 Sep, 2024 | The Prophet’s Birthday |
| 18 Dec, 2024 | Nigerien Republic Day |
| 25 Dec, 2024 | Christmas Day |
The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:
no leave entitlement
30 days of paid leave annually
30 days of paid leave annually
30 days of paid leave annually
Based on the Labor Code, Niger workers are entitled to 5 days of sick leave per year that are fully paid. If employees require the maximum amount of sick leave of 6 months, their monthly income is based on how long they have worked for the employer.
(percentage of regular wages owed to the employee)
no leave entitlement
5 days of paid leave annually
5 days of paid leave annually
5 days of paid leave annually
Reduced percentage of the salary covered partly by social security benefits. 50% to 75% depending on circumstances)
Reduced percentage of the salary covered partly by social security benefits. 50% to 75% depending on circumstances)
Reduced percentage of the salary covered partly by social security benefits. 50% to 75% depending on circumstances)
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
All female employees must receive 14 weeks of fully paid maternity leave. The first 6 weeks must be taken before birth, and the remaining 8 weeks thereafter. If the employee has worked for the company for at least 2 years, half of the maternity leave is paid by the employer and half by the social security contribution. Fathers will only receive one day of paternity leave.
Employees must receive 30 days of fully paid annual leave.
Niger employees receive a probationary working period as per the Collective Agreement of 1972. The probationary period is 1 month for monthly paid workers and up to 3 months for technicians and supervisors. Before a worker can be dismissed or their contract terminated in the West African country, they must receive a formal written notice. The length of employment determines the notice period. This means that monthly employees receive a month’s notice, whereas hourly or weekly workers receive 8 days’ notice.
There is no provision for severance in the Niger Labor Code; however, employers must adhere to the Inter-Professional Collective Agreement. If a worker has provided at least 1 year of service and is not guilty of gross misconduct, they must receive severance pay. The rate is calculated as 20% of the average monthly salary for the first 5 years of service.
Social security contributions are mandated by law to ensure the welfare and protection of employees. These contributions help fund various social security benefits, including pensions, healthcare, and family allowances, ensuring employees are supported during retirement, illness, and other life events.
Foreigners employed in Niger typically must participate in the national social security system, contributing alongside local employees unless exempted by specific conditions.
The foreign employee is covered under a social security agreement between Niger and their home country. Such agreements often prevent double contributions. The foreign employee is on a short-term assignment and remains under their home country’s social security scheme.
Income tax rates are progressive, meaning that the rate of taxation increases as the income of the individual increases. There may be certain personal allowances and deductions available which can reduce the taxable income. These could include deductions for dependents, health insurance premiums, and other eligible expenses.
The National Social Security Fund provides health insurance to formally employed workers. Employers and employees contribute to the CNSS, which covers a range of health services, including maternity care, hospitalization, and consultations.
In addition, international health insurance companies often provide coverage options for expatriates and businesses. These plans can be comprehensive but are generally more expensive.
According to compensation laws, employees must be paid for overtime and night work. In terms of overtime, staff are paid a premium rate of 125% of their standard wage for the first 8 hours working overtime. Extra hours that are worked at night entitle employees to 150% of their standard pay. If an employee must work on a public holiday or a Sunday, they receive overtime pay of 150% of their hourly wage rate. These rates can be negotiated with the employer but cannot be below the minimum requirements.
Employers do not have to pay a 13th-month salary in Niger; however, they can offer optional benefits such as bonuses based on performance.
Social security provides financial protection for individual staff in the event of sickness or disability. It covers maternity leave and family benefits. Both employers and employees must contribute to social security. The employer is responsible for 16.9%, and the employee must pay 5.25%. Employers pay an additional 8.4% toward family benefits.
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Remaining legally compliant with labor laws is necessary to avoid contravening the country’s regulations and infringing upon the rights of workers. An EOR in Niger ensures your company remains compliant with local employment regulations by adopting an active role in administering benefits, overseeing employment contracts, and facilitating onboarding, payroll, and termination procedures.
An EOR is recognized as the legal employer in Niger and will encounter penalties if it does not adhere to the practices of the Labor Code. This means that client companies are protected against the law and won’t have to worry about keeping updated on taxes, payroll, or administering benefits.
If you are interested in hiring employees in multiple countries but don’t want to register a business in Niger, an EOR will help you find talented employees quickly and cost-effectively. International companies can avoid the complications of labor laws and the risks of failing to adhere to the country’s strict regulations. As a multinational company, you have the advantage of tapping into Niger’s workforce under the guidance of a professional and experienced employer of record. EOR services eliminate the need to hire multiple and costly HR providers, whether you want to manage payroll or administer employee benefits in the country. The EOR handles all HR and labor law requirements, easing the burden placed on the employer while maintaining compliance every step of the way.
Holiday Schedule in Niger [2024]
