Employer of Record in Niger

An Employer of Record (EOR) in Niger is a company that legally hires employees on your behalf. This allows you to build a team in Niger without setting up a local legal entity, which can be a long and complicated process. An EOR handles all the legal and HR tasks, such as payroll, taxes, benefits, and compliance with Niger's labor laws. You manage your team's day-to-day work, while the EOR takes care of the administrative burdens. For companies looking to expand into West African markets, providers like Rivermate offer a straightforward way to hire talent in Niger.

How an Employer of Record (EOR) Works in Niger

Using an EOR in Niger simplifies the process of hiring employees. The EOR acts as the legal employer, while you maintain control over your employee's daily tasks and projects.

Here is a simple breakdown of the process:

• You Find the Talent: You recruit and select the candidate you want to hire in Niger.
• The EOR Hires Your Candidate: The EOR's local entity in Niger legally hires the employee. They draft a compliant employment contract that follows Niger's Labor Code, written in the local language.
• Onboarding: The EOR manages the onboarding process, ensuring all necessary paperwork is completed correctly.
• Payroll and Benefits: The EOR handles all payroll, tax withholdings, and social security contributions as required by law. They also administer all mandatory employee benefits.
• Ongoing HR Support: The EOR provides continuous HR support, ensuring compliance with local labor laws and regulations as they change.

Why use an Employer of Record in Niger

Using an EOR in Niger offers a practical solution for companies that want to expand into the country without the significant investment of establishing a local entity. It allows you to test new markets and hire top talent quickly and legally.

Here are some key benefits:

• Avoids Local Entity Setup: You can hire employees in Niger without the cost and complexity of setting up your own legal company.
• Ensures Legal Compliance: An EOR has expertise in Niger's labor laws and ensures that all employment practices are fully compliant, reducing your legal risks.
• Saves Time and Money: It is a cost-effective way to enter the Nigerien market, saving you the expense of company registration and administrative overhead.
• Simplifies HR and Payroll: The EOR manages all HR functions, including payroll, taxes, and benefits, freeing you to focus on your core business operations.
• Local Expertise: A good EOR understands the local culture and business environment, which can help you navigate the market more effectively.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Niger includes comprehensive HR support, benefits administration, compliance management, and access to our proprietary dashboard for real-time workforce analytics. No hidden costs, no setup fees—just straightforward pricing that scales with your business needs while ensuring full legal compliance in Niger.

Hiring in Niger requires understanding the local labor laws. The primary source of employment regulation is the Nigerien Labour Code. This framework guides everything from employment contracts to termination procedures. Navigating this landscape effectively will help you build a strong team in the country.

Employment contracts & must-have clauses

You can establish employment relationships in Niger through either fixed-term or indefinite-term contracts. While oral contracts are permissible, we strongly recommend written contracts to prevent future disputes. Written contracts should be in French, the official language of business.

Here are the essential clauses to include in an employment contract:

• Parties' Identification: Full name and address of both the employer and the employee.
• Job Details: A clear description of the employee's role and responsibilities.
• Place of Work: The location where the employee will perform their duties.
• Contract Duration: Specify whether the contract is for a fixed term or is indefinite.
• Compensation: Detail the salary and any additional benefits.
• Working Hours: Outline the expected daily and weekly working hours.
• Leave Entitlements: Specify annual leave, sick leave, and other types of leave.
• Termination Conditions: Include notice periods and the grounds for termination.
• Probationary Period: If applicable, the duration and terms of the probationary period.

Probation periods

A probationary period allows you and your new hire to assess the working relationship. In Niger, the maximum duration of a probationary period depends on the employee's role.

• Laborers: Typically one month.
• Supervisors and Technicians: Up to three months.
• Managers and Executives: Can be up to six months.

The probationary period can be renewed once, but the total time cannot exceed the legal maximum. During this trial period, either you or the employee can terminate the contract with a shorter notice period.

Working hours & overtime

The standard workweek in Niger is 40 hours, usually structured as an eight-hour day, five days a week. Any hours worked beyond this are considered overtime. You must compensate overtime at a higher rate.

Public & regional holidays

Your employees in Niger are entitled to paid time off for public holidays. The exact dates of some holidays may vary each year as they are based on the lunar calendar.

Here is a list of public holidays in Niger for 2024:

Hiring contractors in Niger

Engaging independent contractors can offer your business flexibility and access to specialized skills without the long-term commitment of hiring an employee. This can be a cost-effective way to manage project-based work.

However, it is crucial to correctly classify workers. Misclassifying an employee as an independent contractor can lead to significant legal and financial penalties. The key distinction lies in the level of control and independence. An independent contractor sets their own hours, uses their own tools, and is not under the direct supervision of the company in the same way an employee is.

An Employer of Record (EOR) can help you mitigate the risks of misclassification. An EOR ensures that your workers are classified correctly according to Nigerien labor law. This protects your business from potential fines and legal issues. By partnering with an EOR, you can confidently engage talent in Niger while remaining compliant with all local regulations.

Understanding compensation and payroll in Niger is straightforward. The system is built around a standard work week and a monthly pay cycle. Both employers and employees contribute to social security, and income tax is withheld from employee wages. The currency used is the West African CFA Franc (XOF).

Payroll cycles & wage structure

In Niger, the typical payroll cycle is monthly. However, weekly and hourly pay cycles are also common. This provides flexibility for different types of employment and industries. The wage structure is based on a national minimum wage.

Overtime & minimums

The standard workweek in Niger is 40 hours. Any hours worked beyond this are considered overtime. The law requires that overtime be paid at a higher rate.

• First 8 hours of overtime: 110% of the regular hourly rate.
• Beyond 8 hours of overtime: 135% of the regular hourly rate.

Niger's minimum wage is 42,000 CFA per month.

Employer taxes and contributions

Employers in Niger are responsible for making social security contributions to the Caisse Nationale de Sécurité Sociale (CNSS). These contributions cover family benefits, occupational risks, and pensions.

*The rate for occupational risks varies depending on the industry and level of risk associated with the job.

Employee taxes and deductions

Employees also contribute to social security and pay income tax. Employers withhold these amounts from employee salaries.

The Income Tax on Salaries and Wages (ITS) is calculated on a progressive scale. The employee's pension contribution is deducted from the gross salary to determine the taxable income.

In Niger, providing the right benefits and leave is key to attracting and retaining your team. It’s not just about what’s required by law, but also about what you can offer to stand out. Understanding these local expectations helps you build a supportive workplace.

Statutory leave

In Niger, the law sets out the minimum leave your employees are entitled to.

• Annual Leave: Employees get 30 days of paid annual leave.
• Sick Leave: An employee is entitled to five days of fully paid sick leave each year. For longer illnesses, the sick leave can extend up to six months.
• Maternity Leave: Female employees receive 14 weeks of paid maternity leave. They must take six weeks before the due date and eight weeks after.
• Paternity Leave: Fathers are entitled to one day of paid paternity leave in a calendar year.

Public holidays & regional holidays

Your team in Niger is entitled to paid time off for public holidays. Some of these dates change each year because they follow a lunar calendar.

Typical supplemental benefits

To be a competitive employer in Niger, you should offer more than the legal minimum. Here’s a look at both required and common extra benefits.

How an EOR can help with setting up benefits

Setting up a benefits plan in a new country can be complex. An Employer of Record (EOR) simplifies this for you.

An EOR already has a legal entity in Niger. This means you don't have to set one up yourself. They understand the local laws and what employees expect.

Here's how an EOR helps:

• Compliance: They make sure your benefits packages meet all of Niger's legal requirements.
• Local Expertise: They know the local market and can help you create a competitive benefits plan.
• Administration: An EOR handles the paperwork and administration of benefits. This saves you time and effort.
• Onboarding: They can quickly onboard new employees with a compliant benefits package.

Using an EOR lets you focus on growing your business. You can be confident that your team in Niger is well taken care of.

When an employment contract in Niger ends, you must follow the rules in the Labour Code. This ensures the process is fair and lawful. You need to handle notice periods, final payments, and severance correctly. A clear process protects both you and your employee. It also helps you avoid legal trouble.

Notice periods

The notice period for termination in Niger depends on the employee's job type and how long they have worked for you. You must provide this notice in writing.

Here is a breakdown of the minimum notice periods:

During the notice period, employees can take paid time off each week to look for a new job. You can also choose to pay the employee instead of having them work the notice period.

Severance pay

Severance pay is a required payment to an employee when their contract is terminated. The amount is based on their length of service and average wages over the last 12 months.

The calculation is a percentage of the employee's average monthly wage for each year of service:

• First 5 years: 25% per year
• Years 6-10: 30% per year
• Over 10 years: 40% per year

How Rivermate handles compliant exits

At Rivermate, we manage the entire offboarding process to ensure you comply with Niger's labor laws. We take care of the details so you can focus on your business.

Here is how we help:

• Clear communication: We make sure to communicate the termination decision clearly and provide all required written notices.
• Accurate calculations: We calculate notice periods and severance pay based on the employee's role and service length.
• Final payments: We handle the final paycheck, including any outstanding wages, benefits, and severance.
• Documentation: We prepare all necessary paperwork to document the exit properly.
• Compliance checks: We stay up-to-date on any changes in labor laws to ensure the process is always compliant.

By managing these steps, we make sure the termination process is smooth, professional, and fully compliant with local regulations.

Getting the right visas and work permits in Niger can be complex. You need to follow a specific process to legally work in the country. This involves getting the right entry visa before you arrive and then securing a work permit. Your employer plays a key role in this process.

Employment visas & sponsorship realities

To work in Niger long-term, you will need a long-stay visa and a work permit. Think of the visa as your ticket to enter the country for work, and the work permit as the official permission to do your job once you are there.

The process generally starts with your employer. A company based in Niger must sponsor you and prove that your skills are needed. They have to show that no local candidates were qualified for the job.

Here is what is typically required for a work permit:

• A valid passport
• An employment contract
• Proof of your qualifications, like degrees or certificates
• A long-stay visa obtained before you travel to Niger
• A medical certificate
• A police clearance from your home country

An Employer of Record (EOR) can sponsor work permits for skilled and managerial roles that meet the country's labor needs. The key is that the role must be one that cannot be easily filled by the local workforce. The processing time for visas and permits usually takes between two and six weeks.

Business travel compliance

If you are traveling to Niger for short-term business, you will need a business visa. This visa is for activities like meetings, conferences, or contract negotiations. It is important to know that a business visa does not allow you to perform regular employment.

For a business visa, you will typically need to provide:

• A valid passport with at least six months of validity
• Completed visa application forms
• Recent passport photos
• Proof of yellow fever vaccination
• An invitation letter from a company in Niger
• Proof of your travel plans, like a flight itinerary