In Niger, the labor law framework stipulates the necessary notice periods for terminating employment contracts.

Minimum Notice Periods

The minimum notice period an employer must provide an employee is contingent on the employee's length of service:

• For up to 3 months of service: 1 day's notice
• For up to 2 years of service: 1 week's notice
• For up to 5 years of service: 2 weeks' notice
• For 5 years or more of service: 1 month's notice

These minimums are mandated by the Labour Act.

Notice in Employment Contracts

Employers and employees have the option to agree on a longer notice period in the employment contract, which will override the minimum legal requirements.

Payment in Lieu of Notice

In the event that an employer terminates the employment contract without providing the required notice period, they are obligated to pay the employee a salary in lieu of notice. This compensation should be equivalent to the employee's earnings for the notice period they were not given.

Exceptions to Notice Periods

There may be exceptions to the notice period requirements in certain situations, such as:

• Serious misconduct by the employee: In instances of gross misconduct, employers may have the ability to terminate employment immediately without providing notice or paying in lieu of notice. However, the employer would need to prove the severity of the misconduct.
• Mutual agreement: If both the employer and employee agree to terminate the contract without notice, no notice period is necessary.

In Niger, employees may be entitled to severance pay under certain circumstances. This typically applies in cases of dismissal due to economic, technical, or structural reasons, or when the company permanently ceases operations. However, it generally does not apply to resignations or dismissals due to serious misconduct. There may also be minimum service requirements, such as the Inter-Professional Collective Agreement of 1972, which states that workers with at least one year of service are entitled to severance pay.

Factors Influencing Severance Pay

The calculation of severance pay can depend on various factors. In some cases, collective redundancies may lead to increased severance pay. Generally, the longer the employee's service, the higher the severance pay entitlement will be. Some collective agreements offer specific formulas for calculating severance pay, potentially providing for more generous amounts than the legal minimum.

Legal Framework

The Labour Act (Articles L.85 - L.87) outlines the framework for severance pay and calculation factors. The Inter-Professional Collective Agreement of 1972 provides additional severance pay guidelines for specific sectors or industries.

Example Calculation

Based on the Collective Agreement, the severance pay could be calculated as follows:

• 5 years of service: 1 month's salary
• 10 years of service: 2.5 months' (75 days) salary
• 14 years of service: 4 months and 7 days' salary.

In Niger, the termination of employees can occur in several ways. This can be initiated by the employer, which includes dismissals due to economic, technical, or structural reasons, as well as lawful dismissals for misconduct. Employees also have the right to resign. Additionally, fixed-term contracts end on their specified end date, without requiring a formal termination process.

Termination Procedure for Employers

The termination procedure for employers involves several steps. Firstly, employers must provide written notice of termination, specifying the reasons for termination and the effective date. The termination must be based on valid reasons permitted by law, such as economic circumstances, restructuring, or misconduct by the employee.

It's vital for employers to maintain detailed records of any reasons for termination, particularly regarding an employee's performance or misconduct. All outstanding wages, unused leave, and other benefits must be paid to the employee on their termination date.

Special Considerations

There are special considerations to keep in mind during the termination process. For serious misconduct, employers may terminate employment without notice but must carefully document the reasons and be prepared to justify them if challenged. Some industries or companies may have additional procedures or benefits specified in collective agreements that must be followed alongside the legal requirements.

Employee Rights

Employees have certain rights during the termination process. They can challenge a dismissal through mediation or before the labor courts, particularly if they believe it was unfair or unlawful.