Hiring with the Expatriate Quota + CERPAC: Requirements & Process in Nigeria

Basic Eligibility Requirements for the Expatriate Quota + CERPAC

The Expatriate Quota is issued to Nigerian-registered companies and sets the number and type of foreign roles the company is allowed to fill. Only once a quota position is approved can a foreign national be sponsored for a work visa and CERPAC. The system is designed to balance foreign expertise with local workforce development, so employers must justify the need for expatriates and often commit to knowledge transfer.

Employee Requirements

 
• A confirmed role covered by an approved Expatriate Quota position
 
• Relevant qualifications and professional experience for the approved role
 
• Agreement to work only for the sponsoring Nigerian employer
 
• A valid passport with sufficient remaining validity
 
• Compliance with general immigration and character requirements

Required Documents for Employees

 
• Valid passport
 
• CV/resume and proof of professional experience
 
• Education and professional certificates (where required)
 
• Signed employment contract or appointment letter
 
• Passport-style photographs
 
• Medical and police clearance documents (as required)

Required Documents for Employers

 
• Company incorporation and CAC registration documents
 
• Business permits and tax compliance certificates
 
• Expatriate Quota application or approval letter
 
• Employment contract and role description
 
• Local understudy or training plan (where applicable)

Step-by-Step Process for Sponsoring an Expatriate Quota + CERPAC in Nigeria

 
1. The employer applies for or confirms an approved Expatriate Quota with the Ministry of Interior.
 
2. Once a quota position is available, the employer issues a job offer to the foreign candidate.
 
3. The employee applies for a Subject to Regularisation (STR) visa at a Nigerian embassy or consulate.
 
4. The employee enters Nigeria on the STR visa.
 
5. Within the required timeframe, the employer applies for the CERPAC with the Nigeria Immigration Service.
 
6. After CERPAC issuance, the employee is legally resident and authorised to work in Nigeria.

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Costs & Fees Employers Are Responsible For to Sponsor an Expatriate Quota + CERPAC

Costs in Nigeria vary depending on quota size, visa duration, and whether external immigration support is used. Employers should budget for both government fees and internal compliance costs.

Government Fees & Who Pays What

 
• Expatriate Quota application and renewal fees: Paid by the employer.
 
• STR visa fee: Usually paid by the employee, though many employers reimburse it.
 
• CERPAC issuance and renewal fees: Typically employer-paid.

Employer Costs vs. Employee Costs

Costs Born By the Employer

 
• Quota application and renewal fees
 
• CERPAC issuance and renewal costs
 
• HR, legal, and compliance administration
 
• Relocation or settlement support (if offered)

Costs Born by the Employee

 
• STR visa application fee (if not reimbursed)
 
• Personal document preparation costs

Costs Covered by Both

 
• Post-arrival registration and onboarding formalities

Renewal/Extension Fee

CERPAC is typically issued for up to two years and must be renewed before expiry. Expatriate Quotas are also time-bound and require periodic renewal.

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Employer Responsibilities to Ensure Compliance

Nigeria’s immigration framework places ongoing obligations on sponsoring employers:

 
• Ensure the employee works only in the approved quota role and for the sponsoring entity.
 
• Maintain valid CERPAC and quota approvals at all times.
 
• Report termination, role changes, or replacement of expatriates to immigration authorities.
 
• Support localisation and understudy requirements where applicable.
 
• Keep accurate employment, payroll, and immigration records.
 
• Understand penalties for non-compliance, including fines, visa cancellation, or quota suspension.

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Hire Global Talent Your Way with Playroll

Borders shouldn’t slow your hiring plans. Playroll gives you two flexible ways to hire globally. If relocation to Nigeria is required, our visa sponsorship services support you through the Expatriate Quota and CERPAC process – from quota setup to residence permit issuance and compliance.

If relocation isn’t required, Playroll’s Employer of Record solution lets you hire talent in their home country. We handle employment, payroll, taxes, benefits, and compliance so you can onboard quickly without setting up a local entity. Wherever your next hire is based, we make global employment simple.