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Compensation & Benefits in NeNiger.






Country Capital



West African CFA franc (XOF)

Choosing the right Niger compensation and benefits is vital to the success and health of your company. Your Niger benefits management plan has to include statutory benefits, and your employment contracts need to meet Niger’s compensation laws. While this may seem simple, you have to source benefits and decide on the right level of compensation while handling all other aspects of your expansion.

G-P understands these challenges and will make it easier for you to expand through Niger benefits and compensation outsourcing. We’ll use our Niger PEO to pay your employees, and we’ll add them to our existing and compliant benefits plan. Our goal is to help you start working faster and take on the compliance so that you can focus on running your company.

Niger Compensation Laws

Niger’s compensation laws include a minimum wage of 30,047 CFA francs a month — about $60. The minimum wage was last changed in 2012, so it could get updated again soon. Employees in Nigeria shouldn’t work more than 40 hours a week. If they do, you should include an overtime provision in the employment contract.

Guaranteed Benefits in Niger

All employees must receive statutory benefits for your company to stay compliant. Add time off for the country’s 12 public holidays to your Niger benefits management plan, then also include 22 days of paid annual vacation. Generally, employees should also get at least five paid sick days each year.

Maternity and paternity leave are other important guaranteed benefits. Female employees should get 14 weeks of paid maternity leave — six are compulsory, and eight can get used after the birth. Employers pay 50% of this benefit, and social security pays 50% if the employee has worked for the company for at least two years. Fathers should get one day of paid paternity leave.

Niger Benefits Management

Before you start to disperse benefits to employees, you should add supplemental benefits to your plan and also give them out to employees, including anything from more paid time off to annual bonuses or even private health insurance. If you’re not sure what kinds of benefits would have the biggest impact, talk to your employees to see what they would appreciate the most.

Restrictions for Benefits and Compensation

Typically, you can’t provide compensation and benefits until you incorporate in Niger. Depending on where you are in the country and what kind of entity you choose for the process, it could take up to a few months. When you’re finally ready to hire employees, many of your preferred candidates may have moved on.

G-P provides a suite of global expansion services, including Niger benefits and compensation outsourcing that can help you make the most of your expansion. Plus, we’ll act as the Employer of Record to handle all compliance, including Niger compensation laws. You’ll have to focus only on growing your business.

Niger Competitive Benefits Planning

A successful Niger employee benefits package can boost your recruiting, hiring, and employee retention. Your benefits program should be a cornerstone of your strategy as you begin establishing your company in a new country.

Niger employee benefits plans

Your benefits can go a long way toward attracting top candidates to fill your vacancies, and they’re also critical for compliance. Strategically designing your plans can help set your company up for success in Niger from day one.

A competitive plan delivers ongoing benefits for your entire in-country team. When you offer your employees provisions that meet their key needs and support their development, it enables them to invest more into their work. Overall, it fosters stronger workplace morale, teamwork, and employee satisfaction.

Benefits you could provide your workers include:

  1. Holiday and performance bonuses
  2. Wellness resources
  3. Housing allowances
  4. Transportation allowances

Required benefits in Niger

The country’s labor laws outline specific benefits all employers must provide. To comply with these regulations, you’ll need to include these provisions in your scheme:

  1. Public holiday leave
  2. Annual leave after an employee has been in service for at least 12 months
  3. Sick leave
  4. Maternity leave
  5. Paternity leave

Designing Niger employee benefits plans

You need to navigate several key considerations when you’re planning your benefits program. Required benefits and market standards will vary from one country to the next, but you can follow these fundamental steps that apply anywhere.

1. Establish your budget

Evaluate your available financial resources and projected revenue to determine what you can designate to your benefits plan. Be sure to consider core program goals and operational scope as you plan your budget.

2. Research the local market

You need to understand your competitors and the local market to move your company forward in a new country. Research other companies in the area, especially those in your industry, to see what benefits they provide. Try to match those offerings if possible.

Another way to help set your company apart is to interview local workers directly. Discuss their needs and preferences for benefits offerings.

3. Decide on benefits

After you have a budget and an understanding of the market you’re working in, you can begin building your program. Start with legally mandated benefits. You can use your remaining funds to incorporate market standards and other highly desired provisions that will make your company stand out.

Average cost of benefits

Each company has a different scope and budget, so program expenses will vary widely. Rather than aiming for a national average cost, it’s best to create a budget unique to your company. You might set aside a percentage of yearly income to fund your program in a scalable way as you grow.

How to calculate benefits

Follow the guidance in the labor laws to calculate payment rates for required benefits, such as sick leave and maternity leave.

Calculations will vary for supplemental offerings. If you’re providing a holiday bonus, for example, you can distribute a set sum evenly among your team members. For other more subjective benefits, you might want to see what competitors offer and provide similar rates for your employees.

How are employee benefits taxed in Niger?

Most benefits are taxable as part of employee income. You can expect to include any monetary provisions, such as bonuses or paid leave, in each worker’s total revenue calculations for taxes.

Employee health benefits

Employers are not legally obligated to provide private health insurance, but many companies choose to do so. You may wish to include it in your plan to remain competitive.

Work with G-P to build your global team  

G-P’ global employment platform helps you build and scale an international team quickly and easily, ensuring all benefits offered to candidates are compliant and in line with local regulations. Learn more about our platform and request a proposal today


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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