Remote’s guide to employing in Nigeria.
Remote-Owned Entity in 2022
We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.
With a population of more than 200 million people, Nigeria is one of the top ten most populous nations on Earth. A member state of the African Union and home to Africa’s largest economy, Nigeria has a wealth of skilled workers, especially in tech. Lagos, Nigeria’s largest city, has been called “the Silicon Valley of Africa.” In addition, Nigeria is home to a thriving film industry, known as Nollywood.
Ease of doing business
Cost of living index
VAT - standard rate
GDP - real growth rate
Remote currently offers contractor payment and management services in Nigeria. We are busy building our own entity in the country to provide you with best possible employment solutions for your employees.
Nigeria recognizes two classes of workers. There are “workers,” who usually perform manual or administrative labor, and “employees,” who perform work that requires additional training or education. Different laws and regulations apply to each group. For workers of all types, it is best for companies to draft written employment contracts to ensure both sides understand the terms of the arrangement.
If you are looking to employ workers in Nigeria, contact Remote to learn about your options.
In Nigeria, the minimum wage is 30,000 nairas per month.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Nigeria are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Nigeria.
10% - Pension Fund
10% - Health Insurance
1% - Workers’ Compensation
8% - Pension Fund
5% - Health Insurance
2.5% - National Housing Fund (NHF)
7% (Income up to NGN 300,000)
11% (NGN 300,000-600,000)
15% (NGN 600,000-1.1 million)
19% (NGN 1.1 million-1.6 million)
21% (NGN 1.6 million-3.2 million)
24% (Above NGN 3.2 million)
Employees in Nigeria are entitled to six paid days off per year after working for the same employer for 12 months. Employers may allow employees to roll unused time to the next year, but all accrued leave must be taken within two years. Employers may not pay employees a bonus in lieu of providing actual time off. Employees are entitled to payout of unused time at the end of an employment relationship.
Expecting mothers in Nigeria are entitled to 12 weeks of maternity leave paid at 50% of their average salary. Mothers may begin taking leave six weeks prior to their due date.
Nigeria’s government does not provide guarantees of paternity leave for workers. However, certain areas (including Lagos) may require employers to offer paternity leave. Nigerian law does not recognize LGBTQ+ relationships.
Workers in Nigeria are entitled to 12 sick days per year. Employers may require employees to provide proof of illness from a medical services provider.
Nigeria is one of a few “at-will” employment countries. Employers are not required to provide employees with a reason for termination and may end the employment relationship at any time.
While employers in Nigeria are not required to provide reasoning for terminations, they are usually required to provide employees with advance notice. Notice periods vary depending on the tenure of the employee:
Collective bargaining agreements or employment contracts may alter these notice terms.
Nigerian law does not mandate severance pay for terminated workers. Collective bargaining agreements or employment contracts may require severance pay, though.
Nigeria does not have laws governing the length of probationary employment periods.