Table of Contents

Niger

Table of Contents

Currency

West African CFA franc (XOF)

Payroll Frequency

Weekly, Bi-Weekly, or Monthly

Employer Taxes

16.9%

About Niger

Niger is a West African nation that borders Libya to the northeast, Chad to the east, Benin to the southwest, and Algeria to the north. The political situation in Niger is volatile due to the constant terrorist attacks carried out by Islamist Militants. Constant military coups have also worsened Niger’s political crisis while the country continues to also be faced with problems such as slavery, drought, poverty, and terrorism despite being rich in oil and gold. The culture of Niger is distinct in that many of its people are known to eat only one meal a day while spending more time engaged in other social activities. The people wear boo-boos which are long dresses that reach their ankles. The main language of Niger is French but Arabic and Hausa are also widely spoken.

Employment Relationship

• Permanent Employment

According to Niger's Inter-occupational collective agreement, an employment contract is considered permanent if employment continues after the end of any probation period, and there is no contract expiration date mentioned in the contract of employment. The maximum duration of probation in case of indefinite term contracts is 6 months.

• Fixed-Term or Specific-Purpose Contracts

According to the Niger's Labor Code, a fixed-term contract is defined as a contract ending at the term agreed to by the parties. Such contracts must generally include the precise duration for which they are concluded. All fixed-term contracts, except those made to replace a temporarily absent employee, must be concluded in writing. Fixed-term contracts may neither have the object nor the effect of filling a job permanently. Fixed-term contracts for a specific duration can be made for a maximum of two years and can be renewed once. They may include a probationary period of one day per week of contract duration, but such a probationary period cannot exceed one month's duration. Fixed-term contracts can also be concluded for an imprecise term when they are concluded to replace a temporarily absent employee. The term end date then consists of the return date of the replaced employee, the termination date of the employee's employment contract, the end of the season, the end of the occasional extra workload period, or the end of the unusual business activity period. At the time of hiring, the employer must communicate to the employee the elements likely to shed light on the contract's approximate duration. These contracts can include a probation period of 15 days and can be renewed any number of times.

• Temporary Employment Contratcs

Niger's Labor Code allows companies to employ temporary workers. Employment contracts for temporary employment must be made in writing. Temporary employment may only be used in the following situations: The temporary absence of a permanent employee During the suspension of an employee's employment contract End of a contract of indefinite duration pending the effective entry into service of a replacement Urgent work required immediately to prevent accidents, organize rescue measures, or repair deficiencies in equipment, facilities, or buildings The occurrence of exceptional extra work. The duration of temporary work assignments cannot exceed six months, and these may be renewed once. The law requires that temporary employees be paid a salary equal to that of a permanent employee.

Probationary Period

Niger's Labor Code provides that an indefinite term employment contract can include a probationary period for a maximum of six months, including renewal. This period can be extended to one year for employees hired outside of Niger. Fixed-term contracts for a specific duration can be made for a maximum of two years and can be renewed once. They may include a probationary period of one day per week of contract duration, not exceeding one month. Fixed-term contracts can also be concluded for an imprecise term when they are concluded to replace a temporarily absent employee. These contracts can include a probation period of 15 days and can be renewed any number of times. Renewed fixed-term contracts cannot include a probationary period. The employment contract can be terminated freely during probationary period, without any notice or compensation.

Working Hours

Niger's labor law indicates that the standard workweek is 40 hours. Employees working more than this number of hours are eligible for overtime. The law also mandates a weekly rest period of at least 24 continuous hours to all employees.

Holidays / PTO

• Statutory Holidays

New Year’s Day – January 1; Easter Monday – Date subject to change every year; National Day of Concorde – April 24; Labor Day – May 1; Independence Day – August 3; Republic Day – December 18; Christmas – December 25; Day after the ‘Night of Destiny’ – Date subject to change every year; Eid-ul-Fitr – Date subject to change every year; Feast of Tabaski – Date subject to change every year; Birthday of Prophet Muhammad – Date subject to change every year; Muslim New Year – Date subject to change every year.

• Paid Annual Leave

Niger's labor law mandates that employers provide paid annual leave at a rate of at least 2.5 days per month of service. The total duration of leave is increased by two days after 20 years of continuous service in the same company, by four days after 25 years of service, and by six days after 30 years of service. Employees under 21 years of age are eligible for 30 days of paid annual leave, irrespective of their service duration. An employee is eligible for leave after completing one year of service. The employer must pay a leave allowance equal to the employee's average salary over the last 12 months for the leave's duration. The enjoyment of the leave may be postponed by agreement between the parties.

• Sick Leave

Niger's labor law provides paid sick leave for employees who are subject to the Inter-occupational Collective Agreement. The maximum duration of sick leave is six months. The monthly income during sick leave depends on the length of employment with an employer: One year or less: full income for a period equal to the notice period; half income for the following month Two to five years: full income for a period equal to the notice period (minimum one month); half income for the following three months More than five years: full income for a period equal to the notice period (minimum two months); half income for the following four months. The employment contract is considered to be suspended for the duration of the employee's sickness. The medical condition of the employee must be verified by a doctor within 48 hours and the employer informed within 72 hours.

• Maternity Leave

Niger's labor law provides employees the right to fully paid maternity leave of 14 weeks, of which eight weeks are to be taken after delivery. This leave can be extended by three weeks in case of any complications due to pregnancy or childbirth. Compulsory leave begins at least two weeks before the delivery. Female insured employees with at least six months of employment are eligible for cash maternity benefits from the social insurance fund. The benefit provides 50% of the insured's last monthly earnings (the employer is liable to pay an additional 50% to employees with at least two years of service) for six weeks before and eight weeks after the expected date of childbirth. This benefit may be extended for up to three weeks in case of any complications due to pregnancy or childbirth. Social security also grants pre-natal benefits to insured employees as a total of XOF 13,500 in 3 installments.  

• Paternity Leave

Niger's Labor Code does not provide for any paternity leave. Employees covered by the inter-occupational collective agreement are entitled to 1 day's paid leave at the birth of their child.

Termination of Employment

• Notice Period

Niger's Labor Code requires advance notice (or pay in lieu of) to be served before the lawful dismissal of an employee. The notice period's duration is determined by the collective agreement between the employer and the trade union or the individual agreement between the employer and employee. A contract can be terminated without notice in probation or in the event of gross negligence. For example, employees covered by the Inter-occupational Collective Agreement are subject to the following notice periods: Eight days for hourly, daily, or weekly paid workers One month for monthly paid workers One month for first-line supervisors and technicians Three months for engineers, executives, and senior executives.

• Severance Benefits

Niger's Labor Code offers no provisions on severance benefits. Employees covered by the Inter-occupational Collective Agreement are entitled to severance if they have been employed for more than one year and are dismissed for reasons other than gross misconduct. The severance benefits depend on their years of service as follows: 20% of the monthly wage for each year less than or equal to five years of service 30% of the monthly wage for each year, from the sixth to tenth year of service 35% of the monthly wage for each year, from the tenth year onwards.