Labor law in Niger

Niger's Labour Code protects people who perform paid work under an employer's direction and authority. Forced labor, discrimination based on sex, age, national descent, social origin, race, religion, color, political or religious opinion, disability, HIV or AIDS, sickle-cell disease, and trade-union status or activity are prohibited. Sexual harassment, violence and psychological abuse are also prohibited. Existing benefits that are more favorable to the worker remain protected. Employment normally uses either an open-ended contract or a fixed-term contract. A contract can generally be proved by any means, but a fixed-term contract must be written. A fixed-term contract may last up to two years and may be renewed once. Its use is limited to situations such as replacing an absent worker, seasonal work, occasional extra work or an unusual assignment. Trial periods are limited: a fixed-term trial period is generally no longer than one month, or 15 days where the end date is not fixed. An open-ended trial period must be written and may last up to six months including renewal; for a foreign worker recruited outside Niger, the limit can reach one year. The trial period may normally be renewed only once. Employers must report recruitment within ten days and use the service public de l'emploi and its registration system for jobseekers before advertising or hiring. A registration card is required for jobseekers, and private placement is also possible. At least 5% of available positions are reserved for people with disabilities under the applicable implementation rules. A contract involving a move of residence must be written and follow a medical examination before the employment service or labor inspectorate. Foreign workers require a written contract, prior authorization from the Minister of Labour and a visa from the service public de l'emploi before entering Niger. This pathway is intended for cases where national skills are unavailable, subject to legal exceptions; the employer handles the application, repatriation and required training of a successor. Workers must perform the agreed work personally and carefully, follow lawful instructions and discipline, respect working-time, health and safety rules, protect professional secrets and comply with any valid non-compete obligation. Employers must provide the agreed work and means, pay wages and allowances, make required social contributions, protect health and safety, and maintain a workplace free from violence. An employer should not assign work that differs from the contract without a lawful basis. The normal statutory working time is 40 hours per week. Part-time work is shorter, and overtime attracts an increased rate under sector rules and applicable maximum limits. Agricultural work has a specific annual limit of 2,400 hours. Night-work rules can vary by region and are set by regulation. Night work is generally prohibited for people under 18. They also receive at least 12 consecutive hours of daily rest. Weekly rest must last at least 24 hours. A worker earns paid leave at 2.5 calendar days for each month of effective service. Additional days apply after 20, 25 and 30 years of service. Workers under 21 may request 30 calendar days. Additional benefits can apply to mothers according to age and number of children. Leave compensation includes the wage and relevant pay elements from the previous 12 months. Certain periods of sickness, workplace injury and maternity protection can count toward leave entitlement under the applicable rules. From January 2026, the researched statutory minimum wage is 42,000 FCFA per month, compared with the previous recorded figure of 30,047 FCFA. The applicable implementation instrument should be checked before relying on the amount in an individual case. Category-based minimum wages and higher rates for overtime, night work and public holidays may also apply. Wages must be paid in legal currency. Monthly wages must normally be paid no later than eight days after the end of the month; daily and weekly wages follow shorter payment periods. Employers must issue a payslip, and wage claims generally prescribe after two years. Deductions are limited to legally permitted deductions, valid collective or contractual deductions, court seizure or voluntary assignment for an employer advance. Employers must organize work safely, prevent risks, provide personal protective equipment and give initial and follow-up safety instruction. A Comité de sécurité et santé au travail is required in establishments with around 50 or more workers. First-aid arrangements depend on workforce size: an infirmary for more than 100 workers, a treatment room for 20 to 100, and a first-aid box below 20. The Caisse Nationale de Sécurité Sociale (CNSS) covers family and maternity benefits, occupational risks and pensions. The reviewed system does not show a separate direct unemployment-insurance branch. Stress, tobacco, alcohol, drugs and HIV or AIDS are recognized workplace health concerns requiring information and psychosocial support. Workers may form and join trade unions freely. In workplaces with more than ten employees, personnel representatives are elected by secret ballot for two years and may be re-elected. Trade-union representatives also have legal protection. Employers may not pressure workers about representation. Internal deduction of union contributions requires authenticated written consent. Collective agreements can regulate wages, overtime, night and holiday work, trial periods, notice, representatives, equal pay, leave, training, temporary unemployment and dismissal. A more favorable individual benefit remains effective. The labor inspectorate checks compliance, keeps complaints confidential and may issue orders or refer serious violations to judicial authorities. Employers must make the required prior declaration, keep an employer register and retain records on contracts, work, wages, leave and inspection observations for five years. Inspectors may conduct unannounced daytime or nighttime inspections. Employers must also affiliate with the CNSS, register workers, declare wages and pay contributions. A worker can request free conciliation through the Inspection du Travail. The inspection service should convene the parties within 72 hours. A signed settlement can be enforced. If conciliation fails, the Tribunal du Travail hears disputes over employment and apprenticeship contracts, collective agreements, occupational injuries, safety and health. Jurisdiction usually lies where the work was performed and, for termination disputes, also where the worker ordinarily lives in Niger. Appeals go to the Cour d'appel and legal review to the Cour de Cassation. Collective disputes must be reported immediately to the labor inspectorate. Conciliation can last up to 48 hours after the parties appear. If it fails fully or partly, a strike generally requires at least three working days' notice and information to the inspectorate. Workers lose pay for hours not worked, but participation in a lawful strike receives legal protection. Lockouts are generally prohibited, with narrow exceptions involving safety or an unlawful strike. A fixed-term contract normally ends on its agreed date without notice or termination compensation, although accrued leave remains payable. Early termination is limited to force majeure, mutual agreement or serious misconduct; an unlawful early termination can create damages and, for an employer, liability for remaining wages and benefits. An open-ended contract terminated by an employer requires a legitimate reason related to ability, conduct or an essential operational need. The employer must give written notice and, for misconduct or ability issues, hear the worker and allow a defense. Economic dismissal requires consultation with worker representatives and the inspectorate, supporting documents at least 15 days in advance, objective selection criteria and a written reason. A special compensation of one month's gross pay and a two-year rehire priority can apply. Worker representatives and candidates receive additional protection, including prior inspection authorization and possible administrative and judicial remedies. Sickness, family leave, detention and temporary economic suspension can suspend the employment relationship under different conditions. Chômage technique is generally limited to three months within a 12-month period. For economic suspension, the employer consults worker representatives and involves the inspectorate at least 15 days before the planned measure. After the permitted period, the worker may choose to treat the relationship as terminated. Informal work should not automatically be treated as covered by every Labour Code protection, and permanent civil servants must be assessed under their separate public-service statutes.