Niger EOR & PEO

A Niger EOR is hired by a foreign company or employer to provide HR services and help clients navigate the complex labor market. The employer of record is a legal entity and can administer a wide range of employment tasks in Niger on behalf of an international employer. The responsibilities of an EOR include overseeing monthly payroll, facilitating labor benefits, drawing up employment contracts, and applying legal practices for the protection of the client and newly employed staff. As a Niger EOR is well-versed in the country’s employment regulations, it will prevent companies from falling short of satisfying these legalities and facing fines or lawsuits.

The services provided by an EOR in Niger include the following:

1. Hire your employees: Employers must comply with Niger’s Labor Code when hiring employees in the country. The Labor Code governs strict employment requirements and regulations such as developing labor contracts, stipulating the minimum wage, and employee dismissals. An EOR assists by ensuring foreign businesses have access to the best staff talent pools and offer potential employees attractive contracts that abide by labor laws.
2. Manage employment contracts and onboarding: Onboarding is one of the most important steps to successfully employing talented individuals, and an EOR can help with its successful implementation. A Niger EOR will advise on salaries, benefits, social securities, and contractual obligations and clauses that employers must offer new staff. This ensures that employers are compliant with local labor laws. In terms of onboarding, an EOR in Niger will oversee the welcoming of employees and provide an introduction to the company to help hired individuals fit into their new roles.
3. Process payroll and handle employment taxes: In Niger, employers must pay income tax in addition to social security and employee benefits. With the expertise of a Niger EOR, employers will comply with the 19% VAT rate that is charged on all goods and services in the country, in addition to employee contributions. They will process monthly salaries and ensure that foreign companies pay employees above the government-mandated minimum wage of CFA 42000, which is around $70 per month as of January 2024.
4. Administer benefits: Employees are entitled to mandatory work benefits in Niger, and if these are not provided, the employer will be in contravention of the Niger Labor Code. Employee benefits include paid time off, overtime pay, and social security contributions. An EOR will advise on statutory benefits and optional benefits, such as health insurance plans and bonus pay, to attract and retain high-caliber staff.
5. Take care of exit procedures: In Niger, specific legal procedures are applied when terminating an employee’s contract. An employer cannot dismiss an employee for reasons outside of the Labor Code, and in certain circumstances, employees have the right to a hearing in which they challenge possible termination before the labor courts. An EOR in Niger can take the hassle and legal headaches out of the process of employee termination by introducing labor laws. This includes issuing a notice to the employee before dismissal and calculating severance pay according to the country’s Collective Agreement.