Employee benefitsin Niger

The National Social Security Fund covers occupational accidents and diseases, including consequences such as temporary or permanent incapacity and death. Employer funding is 1.75% of assessable remuneration. Claims and compensation follow the occupational-risk scheme rather than ordinary sickness-pay rules.

Employers must arrange occupational-health services for employees. Within the statutory service arrangements, they provide treatment and medicines without charge for an ill employee and a spouse or child housed with that employee under the employer’s accommodation duties. A sick worker treated on site also receives food. Patients who cannot be treated with available means must be evacuated to the nearest suitable facility at the employer’s expense.

Digital-payments employer Wave provides health insurance for employees and their dependants in its permanent Niamey Support Group Lead role. The employer’s local plan governs eligible family members and the care arrangement.

Digital-payments employer Wave subsidises gym memberships and fitness classes for its permanent Niamey Support Group Lead employees. This supports access to physical activity through the employer’s benefit arrangements.

The National Social Security Fund’s ordinary pension requires age sixty, at least twenty years of registration, 180 insured months and cessation of salaried activity. Women may request retirement at fifty-five under the scheme’s stated rule. Workers reaching the applicable age with at least twelve insured months but without normal pension eligibility can receive a single old-age allowance of one average capped monthly salary for each validated insurance year.

Employers contribute 16.40% of assessable remuneration to the National Social Security Fund, which finances pensions, family benefits and occupational risks. The employer split is 9.75% pensions, 4.90% family benefits and 1.75% occupational risks; workers contribute 5.25% for pensions. A separate 0.5% employer levy funds the National Agency for Employment Promotion. Assessable pay is capped at XOF 500,000 monthly, XOF 1,500,000 quarterly or XOF 6,000,000 annually; the base includes qualifying salary, overtime, bonuses and benefits in kind. Exclusions include genuine professional-expense reimbursements, transport allowances, dismissal damages, tool, meal and soiling premiums, and family or maternity benefits. Quarterly regularisation accounts for irregular remuneration, and the applicable occupational minimum sets the floor.

The social-insurance contribution schedule distinguishes seconded public officials, apprentices and trainees from ordinary employees. Seconded officials attract 6.65% employer funding for family and occupational risks. Apprentices and trainees have 1.75% employer occupational-risk funding plus pension funding of 9.75% employer and 5.25% worker. These schedules do not establish an ordinary employee’s total payroll charge.

Former employees can continue social-insurance protection outside the family-benefit branch if they had at least six consecutive months of compulsory insurance and stopped salaried activity no more than six weeks before applying. Voluntary contributors fund pension cover at 15% and occupational-risk cover at 1.40% of the applicable contribution base. This continuation route is not a universal pension entitlement for every new independent contractor.

Employees accrue 2.5 calendar days of employer-paid leave per effective service month, equivalent to thirty calendar days over a full service year. Ordinary leave becomes available after twelve months. By agreement, effective service before enjoyment may extend to twenty-four months. Certified sickness up to six months, occupational injury and maternity absence preserve accrual.

Female employees and apprentices below twenty-one receive two extra working days for each dependent child; those twenty-one or older receive this addition for children after the third. A registered child qualifies below fifteen. The addition falls to one day where ordinary leave is no more than six days. Workers below twenty-one can request thirty calendar days even with shorter service, but pay follows accrued rights. A labour honour medal adds one working day annually.

The leave allowance is normally one twelfth of qualifying total remuneration earned over the reference period and is paid at departure. Extra statutory leave brings a corresponding allowance. A split leave period requires the employee’s agreement and includes at least twelve consecutive working days. Cash substitution during employment is invalid; accrued rights are compensated when the contract ends.

A worker qualifying for the statutory employer-housing arrangement whose habitual residence is outside Africa receives six calendar days of leave per effective service month. Eligibility depends on the specific relocation and housing conditions, rather than nationality alone.

Service in the same enterprise, continuous or not, adds two working days after twenty years, four after twenty-five and six after thirty. These are alternative service bands, not cumulative additions.

Medically certified non-occupational sickness suspends employment for up to six months, extended until the worker is replaced. During the statutory notice-equivalent period the employer maintains remuneration, less benefits received for the same absence. This is distinct from a fixed five-day annual sickness allowance and from occupational-risk benefits.

An employer can grant exceptional absence for family events. Such authorised permissions do not reduce accrued annual leave. Salary is not maintained by default under the Code’s suspension provision unless an agreement provides otherwise; applicable collective terms can improve the entitlement.

Digital-payments employer Wave’s global employee vacation policy, at an employer hiring in Niger, reports most people taking twenty-one to thirty days off excluding statutory holidays. This is an employer-reported usage range for its global workforce, rather than a guaranteed number of extra local leave days.

For twelve months after the child’s birth, a mother can take breastfeeding breaks totalling up to one hour each working day. During this period she can leave employment without notice or a termination indemnity.

Maternity leave lasts fourteen consecutive weeks, including eight after birth. A medically certified pregnancy or childbirth illness can add three weeks. The employer cannot dismiss the worker during this protected period or employ her during the first six weeks after birth. The Labour Code establishes a cash-benefit baseline of at least half the salary at suspension through social insurance, while permitting a higher benefit under later social-security rules. Eligible childbirth and medical costs are reimbursed at public-facility tariffs, and employer-provided benefits in kind continue.

The National Social Security Fund’s family branch helps meet costs associated with childbirth, maintaining children and their education. Maternity compensation and family cash benefits have distinct eligibility rules. Employer funding of the branch is 4.90% of assessable remuneration.

Digital-payments employer Wave’s permanent Niamey Support Group Lead role includes twenty-six weeks of leave for mothers under its parental policy. This is the employer’s total policy duration, rather than twenty-six additional weeks on top of statutory maternity leave.

Digital-payments employer Wave includes four weeks of leave for fathers in its permanent Niamey employee policy. It complements the employer’s wider support for working parents.

Digital-payments employer Wave subsidises childcare when employees return to work after parental leave in its permanent Niamey role. The employee’s eligibility and approved care arrangement follow the employer’s policy.

Vocational training supports adaptation to changing techniques and career development. Employers hiring foreign workers must train national staff toward replacement. Employers also provide health-and-safety training for new recruits and employees changing jobs or techniques, with updates when rules change. Protective equipment is supplied where other prevention cannot adequately control workplace risks.

Qualifying recruitment, leave and return journeys are employer-funded for the worker, spouse and minor children normally living with the worker, together with baggage. The reason employment ends and applicable family-stay conditions affect entitlement. A minimum stay before family travel can be required but cannot exceed twelve months. Travel claims after employment must be made within two years and require actual travel. Occasional business-travel allowances follow collective or individual terms.

An employer must provide suitable accommodation for a permanent worker recruited away from the usual residence who cannot secure sufficient housing for themselves and their family by their own means. The same conditional duty covers a regular supply of essential food. These are employment-related relocation protections rather than an automatic housing budget for every worker.

Digital-payments employer Wave provides office food without charge to employees in its permanent Niamey role. This workplace benefit is tied to the employer’s local office arrangements.

Digital-payments employer Wave’s permanent Niamey role includes airtime reimbursement for telephone costs. The employer’s expense policy determines eligible costs and claims.

An employee provides work for remuneration under another person’s direction and authority. The legal relationship determines protection, even where the parties use a consultancy label. Permanent public-administration appointments follow separate rules; genuine independent contractors negotiate commercial terms rather than acquiring employee leave automatically.

Employment can be agreed through the forms permitted by law, but fixed-term and relocation contracts have specific writing requirements. A contract requiring relocation from the habitual residence must be written and approved by the competent authority. The employer bears the approval application and applicable repatriation duties.

An ordinary precise-term contract can last at most two years and be renewed once. It cannot permanently fill an ongoing normal job. A trial clause is limited to one day per contract week and no more than one month; a renewed contract cannot introduce a new trial. Specific replacement, seasonal and other uncertain-term contracts have distinct renewal rules and a fifteen-day trial ceiling.

Wages are paid in legal tender. Unless a recognised occupational exception applies, payment intervals cannot exceed fifteen days for daily or weekly workers and one month for fortnightly or monthly workers. Monthly wages are due no later than eight days after the work month. Wages and indemnities are due when employment ends. Bank transfer or a crossed cheque can be used at the employee’s request.

The guaranteed minimum wage is XOF 42,000 per month from 1 January 2026 for covered private workers and workers in publicly owned enterprises and auxiliary public staff. Occupational pay scales and more favourable contractual terms can require higher remuneration.

Overtime to maintain or increase production requires a reasoned application to the labour inspector and consultation of the representative unions. The ordinary authorisation covers at most eight hours weekly for no more than six months; road transport has a nine-and-a-half-hour weekly limit. During the authorised period and the following month, the employer cannot dismiss the affected permanent staff for lack of work.

General daytime overtime carries at least a 25% supplement for weekly hours 41–48 and 35% beyond hour 48. Night overtime carries a 50% supplement. Overtime during weekly rest or legal holidays carries a 50% daytime or 100% night supplement. These are additions to ordinary hourly pay. Specific continuous-cycle activities have their own agreed rates.

The general legal working week is forty hours. Agriculture uses a 2,400-hour annual reference with sectoral scheduling rules. Employees receive at least twenty-four consecutive hours of weekly rest; authorised rotations and compensating arrangements apply to specified activities.

Probation and any renewal must be written and no longer than needed to assess the role. Applicable collective rules set category terms. For indefinite employment, the overall statutory ceiling including renewal is six months, extended to one year for people recruited outside Niger. Travel and recruitment time do not count toward that ceiling.

Economic dismissals require consultation and statutory selection safeguards, with proof of the economic reason falling on the employer. In addition to notice and any applicable dismissal indemnity, the worker receives a tax-exempt special payment equal to one month’s gross salary. Rehiring priority in the same category lasts two years.

Indefinite employment ordinarily ends with notice from the initiating party. The applicable collective agreement or implementing category rule supplies its duration. Employees receive one fully paid day each week during notice to seek work. A dismissed employee who has served half the notice and finds another job can leave early. Unserved notice ordinarily triggers compensation for remuneration and benefits, while gross misconduct has a separate written-reason procedure.

Foreign-worker employment contracts require prior labour-ministry approval before entry. The authority normally has one month after a complete application, with a suspension of up to fifteen days for additional documents. Approval lasts at most two years and can be renewed once; the employer must plan national replacement by the end of four years. Renewal is requested two months before expiry. This labour approval is separate from immigration permission.