Nigeria Employer of Record (Nigeria EoR) Services
We help companies hire and support employees and contractors in Nigeria; meeting organisation needs across local laws, tax systems, payroll and more.
Workforce Africa makes it hassle free to hire and manage your employees in Nigeria without having to first set up a subsidiary or entity in country. We handle staff contract management and onboarding, compliance taxes, payroll management and other administrative matters.
With Workforce Africa as the best Employer of Record (EoR) in Nigeria, you can now focus more on strategic activities and growing your business.
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How Employer of Record (EoR) in Nigeria Works
You can expand, grow your business, onboard remote employees/contractors and manage them using our Employer of Record services.
So, instead of setting up a Nigerian entity (a costlier and time-consuming option), you can compliantly onboard new employees and commence your Nigeria-focused operations within 48 hours.
Employment and forced labour
All employers must give their employees a written agreement within three (3) months of the commencement of the employment, adequately stating the particulars of the employer and the employee, the position and job description/functions, and terms and conditions of the contract.
Forced Labour is illegal in Nigeria. Every Nigerian has the right to be free from forced labour, and this is guaranteed under the 1999 constitution and restated in the Labour Act.
However, there is an exception that gives the government the ability to demand for people to work during an emergency or crisis, and this will not be classified as ‘Forced Labour’.
Expats, Visas, & Work Permits
Employers are responsible for obtaining work & residence permits for their expatriate employees. Foreign investors must be granted expatriate quota approval to employ expatriates.
Foreign employees who fail to renew their work permit with the government face up 3 years in prison and a fine of 500,000 Naira or both. Therefore, it is important to partner with an international Professional Employer Organization (Employer of Record) to avoid these issues.
Working Hours in Nigeria
A workday in Nigeria is a standard 8 hours shift (excluding 1 hour lunch break) and 40 hours a week. Regular hours and overtime pay rates are set in the employment contracts or collective bargaining agreements.
Observed National Holidays and Vacation
Paid holidays include New Year’s Day, Good Friday, Easter Monday, Workers’ Day, Democracy Day, Nigerian Independence Day, Christmas, Boxing Day, Eid al-Fitr, Eid al-Adha and Eid-el-Malud.
The provision of health insurance for employees is common in Nigeria but is not mandatory. Private businesses provide health insurance benefits to their employees provided by accredited Health Maintenance Organizations (HMO) in the country.
PEO/EoR Companies in Nigeria like Workforce Africa have partnership with various Health insurance organisation and they will guide you to the work with the best for your employees.
Group Life Insurance – A group life insurance policy as backed by the Pension Reform Act (2014), must be provided in favour of the employee for a minimum of 3 times the employee’s annual total emoluments.
Transfer of Employment
An employee must concede to his/her transfer from one employer to the other which must be endorsed by an authorised Labour officer, for the transfer to be valid. e.g., If Company A buys over Company B, the staff must sign a letter of consent for the transfer to be valid.
A Nigeria Employer of Record like Workforce Africa ensure that all employee comply with this transfer and make the transition phase seamless.
Termination / Severance in Nigeria
In Nigeria, employers and employees alike can terminate employment contracts at will. Regardless, the labor law leaves room for minimum notice periods based on the duration of the employment.
When giving notice of 1 week or more, it must be in writing. The Notice period depends on the contractual agreement, it can extend beyond 1 month based on the agreement between the parties involved.
An employer may terminate an employee’s contract when there is a fundamental breach of the employment contract without compensation.
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