Employer of Record in Nigeria

Hiring Employees in Nigeria With An EOR

Hiring in Nigeria can seem complex – but with the right facts and tools, it’s simple. This guide walks you through the local job market, shows how Employer of Record services guarantee compliance, and highlights the key labor laws you need to know.

Hiring Employees In Nigeria
Employer Of Record In Nigeria

Capital City

Abuja

Currency

Nigerian Naira

 (

)

Timezone

GMT +1

Payroll Frequency

monthly

Tax Year

1 January - 31 December

Employer Tax

1% - 12%

Languages

English

Jesse Weisz

R&D Analyst

Last Updated

September 12, 2025

In This Guide

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Employment Guide For Hiring in Nigeria

Looking to grow your team in Nigeria? It’s a great way to tap into new talent and fresh markets – but hiring across borders comes with its own set of hurdles. From understanding local labor laws to managing payroll and staying compliant, it gets complex if you don’t have local HR support.

Playroll’s full-service Employer of Record platform handles all the heavy lifting so you can hire confidently in Nigeria without setting up a local entity. In this guide, we’ll break down everything you need to know about hiring employees in Nigeria, including employment contracts, payroll, statutory benefits, and compliance with local labor laws.

What to Know Before Hiring employees in Nigeria

Minimum Wage: The statutory minimum wage in Nigeria is NGN 70,000 per month.

Working Hours: Nigerian working hour regulations offer considerable flexibility, with standard hours typically set at 8 hours daily and 40-48 hours weekly.

Labor Laws: An Employer of Record acts as the legal employer for workers in Nigeria, taking on key responsibilities to ensure compliance with local labor laws and regulations. 

Payroll Taxes: In Nigeria, employers contribute about 24% in payroll taxes, which typically cover social security, health care, and other statutory benefits.

Average Salary: The average salary in Nigeria is roughly NGN 275,000 per month (about US $170).

How to Hire Employees In Nigeria

Hiring in Nigeria for the first time can be overwhelming, especially when navigating unfamiliar employment laws. So, how do you get started? There are three main ways to hire in Nigeria: Set up your own legal entity, hire independent contractors, or use an EOR service to handle payroll and global HR for you. Below, we’ll walk you through each option in detail.

1. Set Up A Local Entity In Nigeria

Setting up a local entity in Nigeria is the traditional route for businesses that want to build a long-term presence in a new market. It allows for direct hiring, fine control over operations, and compliance with local labor laws.

That said, the process is rarely simple. It involves navigating complex legal structures, extensive registration procedures, ongoing payroll administration, and local tax obligations. Beyond the administrative burden, the costs of incorporation, maintaining local offices, and hiring compliance experts can quickly add up.

For companies operating with slim margins or testing new markets, these financial and operational commitments often make setting up a local entity an unfeasible option compared to more flexible and cost-effective solutions.

2. Use An Employer Of Record In Nigeria

An Employer of Record (EOR) acts as the legal employer for workers in Nigeria, taking care of compliance, payroll, and local labor regulations. This makes it fast and straightforward to bring on talent without the cost and complexity of setting up a local entity. For businesses looking to test new markets or scale teams across borders with confidence, EORs offer a flexible, low-risk solution.

The Employer of Record in Nigeria is responsible for:

  • Employment Compliance: Ensure all employment contracts comply with Nigeria's labor laws and regulations, including proper classification of employees.
  • Payroll Management: Calculate, process, and distribute employee salaries in accordance with Nigeria's payroll laws, including deductions for taxes and social security contributions.
  • Tax Filing and Contributions: Handle the registration, filing, and payment of employer taxes and social security contributions to the relevant authorities.
  • Employment Contracts: Draft and maintain compliant employment agreements, detailing salary, benefits, working hours, and termination terms in line with Nigeria's legal requirements.
  • Benefits Administration: Provide mandatory employee benefits as required by Nigeria's labor laws, such as health insurance, pension contributions, and statutory leave.

3. Hire Independent Contractors In Nigeria

Hiring independent contractors has boomed in popularity because of the cost savings and flexibility they offer. It can be a great option if you require niche skills or short-term project support. Contractors allow businesses to access specialized skills quickly, without the time and cost of setting up a local entity.

However, it’s important to know the limits of this model: contractors are not a substitute for full-time employees. Relying on them for ongoing, long-term roles can create serious compliance risks, including employee misclassification, which can lead to fines, back taxes, and reputational damage.

Playroll’s contractor management solutions make it simple to compliantly engage, onboard, and pay contractors around the world. We provide clear visibility into agreements, streamline payments, and reduce compliance risks – so you can focus on getting the work done. And when you’re ready to take the next step, we can help seamlessly convert contractors into full-time employees through our global Employer of Record service.

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Labor Laws in Nigeria

Businesses can only operate smoothly in Nigeria if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Nigeria below, to avoid any compliance issues.

Employment Contract Requirements

In Nigeria, it is mandatory for both employer and employee to sign a written employment agreement. To be legally compliant, employment agreements must include the following information:

  • Names of the employer and employee
  • Employees address
  • Position title and description of work
  • Beginning date of employment
  • End date of employment, for a fixed-term contract
  • Notice period for termination
  • Salary, including frequency of payment
  • Work hours
  • Leave pay and conditions for incapacity due to illness or injury
  • Any special conditions

Onboarding Process

We can help you get a new employee started in Nigeria quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations.

For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Probation Period in Nigeria

The probation period in Nigeria is typically 3 to 6 months. However, there is no specific legal requirement for a probation period in Nigeria. The length of the probation period is usually specified in the employee's employment contract.

Average Salary In Nigeria

The average salary in Nigeria in 2025 is roughly NGN 275,000 per month (about US $170). Salaries vary significantly depending on experience, industry, and location - senior professionals in finance, tech, and medicine often earn far more, while entry-level workers and those in rural or informal sectors earn considerably less. Major cities like Lagos and Abuja tend to offer higher wages due to higher costs of living and concentration of industries. Economically, Nigeria is experiencing high (but slowly easing) inflation, modest growth, and ongoing reforms, all of which are impacting salary structures across sectors.

Not sure what to pay in Nigeria? Compare fair, local salaries with our free benchmarking tool.
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Working Hours in Nigeria

Nigerian working hour regulations offer considerable flexibility, with standard hours typically set at 8 hours daily and 40-48 hours weekly. The Labour Act does not specify general working hours rather these are fixed by the mutual agreement or collective bargaining within the enterprise or industry. In typical working arrangements, Monday through Friday, the hours are 8:00 AM to 5:00 PM, with a one-hour break for lunch.

In Nigeria, overtime generally refers to any work performed beyond the standard working hours established in an employment contract or collective agreement. Common practice in Nigeria typically follows these compensation structures:

  • Time and a quarter (1.25 times the normal hourly rate) for overtime worked on regular working days. This means an employee earning ₦1,000 per hour would receive ₦1,250 per overtime hour.
  •  
  • Time and a half (1.5 times the normal hourly rate) for work performed on rest days or public holidays. Using the same example, an employee would earn ₦1,500 per hour when working on these days.

Minimum Wage in Nigeria

How an Employer of Record Helps You Hire in Nigeria

Global expansion shouldn't mean losing time to paperwork or dealing with complicated, country-specific HR systems. An Employer of Record helps you keep your focus on talent by handling the operational side of employment in Nigeria. That includes onboarding, contract management, payroll processing, and statutory compliance, all aligned with local laws and best practices. The EOR guarantees that employees are legally employed and properly supported from day one.

This streamlined setup allows you to prioritize recruiting the best people and integrating them into your company culture. Your team stays lean, and you avoid getting caught up in the details of local processes or shifting regulations. For founders, global hiring managers, or HR teams working across borders, an EOR multiplies your impact, reducing admin time, preventing errors, and helping ensure that new hires have a smooth experience from the get-go.

Payroll Management in Nigeria

Fiscal Year in Nigeria

1 January - 31 December is the 12-month accounting period that businesses in Nigeria use for financial and tax reporting purposes.

Payroll Cycle in Nigeria

The payroll cycle in Nigeria is usually monthly, with employees being paid at the end of the month.

Minimum Wage in Nigeria

As of September 1, 2025, Nigeria's minimum wage is set at NGN 70,000 per month. This rate applies to all workers, and the government reviews and adjusts it periodically.

Bonus Payments in Nigeria

There are no statutory requirements for 13th-month salary payments. However, bonuses are common at the discretion of the employer.

Employment Taxes in Nigeria

Employer Tax Contributions

Employer payroll contributions are generally estimated at an additional 1% - 12% on top of the employee salary in Nigeria.

Tax TypeTax Rate
Pension contributions (applicable to employers with more than 3 employees)10%
National Social Insurance Trust Fund (NSITF)1%
Industrial Training Fund (ITF) (applicable to all employers with a minimum of five employees or annual turnover of 50 million NGN)1%
Medical Contribution (Private)NGN 198 000

Employee Payroll Tax Contributions

In Nigeria , the typical estimation for employee payroll contributions cost is around 10.5%.

Tax TypeTax Rate
Pension contributions8.00%
National Housing Fund (NHF) contributions (applicable to employees earning more that NGN 3,000 a year)2.50%

Individual Income Tax Contributions

Individual income tax in Nigeria is a progressive tax, meaning that the tax rate increases as the taxable income increases. it ranges from 7% to 24%

Income BracketTax Rate
0 - 300,000 NGN 7%
300,001 NGN - 600,000 NGN 11%
600,001 NGN - 1,100,000 NGN 15%
1,100,001 NGN - 1,600,000 NGN 19%
1,600,001 NGN - 3,200,000 NGN 21%
3,200,001 NGN And above24%

Pension in Nigeria

As per the Pension Reform Act 2014, employees must contribute a minimum of 8% of their basic salary, housing allowance, and transport allowance, while employers must contribute a minimum of 10% of the same sum.

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The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Nigeria tailored to your needs.

Employment Taxes and payroll in Nigeria

Managing payroll taxes in Nigeria requires careful attention to multiple statutory obligations, including PAYE tax (7-24% progressive rates), pension contributions (10% employer, 8% employee), NHIS (10% employer, 5% employee), NHF (2.5%), ITF (1%), and NSITF (1%). Employers must register with various government agencies, maintain accurate employee records, and adhere to strict submission deadlines that vary by tax type—ranging from 7 days after salary payment for pension contributions to the 16th of the following month for NSITF.

Non-compliance can result in significant penalties, including percentage-based fines and interest charges. Using payroll management software like Playroll can help employers consolidate payroll data, automate complex calculations, ensure accurate statutory deductions, and maintain compliance with Nigeria's frequently updated tax regulations, ultimately reducing the risk of costly errors and penalties.

How an EOR Helps You Run Payroll in Nigeria

Hiring in Nigeria means taking on local payroll obligations, which often include unique tax rates, contribution rules, and strict documentation. If you're not familiar with the system, or don't have a local entity, it’s easy to make mistakes. That’s where an Employer of Record ccomes in. The EOR manages payroll for your team on your behalf, ensuring every process is accurate, timely, and legally compliant.

Key Ways an EOR Supports Payroll in Nigeria:

  • Full Legal Compliance: Ensures all payments, deductions, and filings meet country-specific requirements.
  • Payroll Setup & Processing: Handles salary calculations, tax withholdings, and local reporting obligations.
  • Statutory Benefit Contributions: Pays into required social programs and manages country-mandated benefits.
  • Employee Documentation: Generates compliant contracts and manages hiring and termination paperwork.
  • Local Currency Payouts: Delivers salaries in local currency, avoiding delays or exchange rate issues for employees.

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Work Permits & Visas in Nigeria

In Nigeria, work permits and visas are essential for employers hiring foreign workers or relocating employees to the country. The main work permits available include the Temporary Work Permit (TWP), which is for short-term assignments, the Expatriate Quota Work Permit for specialized and senior roles requiring government approval, and the Combined Expatriate Resident Permit and Aliens Card (CERPAC), which combines work and residence authorization for long-term expatriates.

Employers must comply with regulations such as securing expatriate quota approvals for certain positions and ensuring that work permits are renewed on time to maintain legal compliance. As of May 2025, Nigeria has implemented significant reforms to its expatriate administration and visa regime, including the introduction of a fully digital Expatriate Quota Application Portal (EQAP) for all new and renewal applications.

Annual Leave & Company Policies In Nigeria

Mandatory Leave Entitlement in Nigeria

The annual leave entitlement in Nigeria is 21 - 28 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Nigeria

Nigeria has 11 public holidays in a calendar year, which are not included in the minimum paid leave entitlement and are taken in addition to annual leave. The following are national holidays in Nigeria:

HolidayDate
New Years DayJanuary 1
Good FridayMarch or April, the specific day fluctuates each year
Id el FitriMarch or April, the specific day fluctuates each year
Easter MondayApril, the specific day fluctuates each year
Labour dayMay 1
Id el KabirMay, June, or July, the specific day fluctuates each year
Democracy DayJune 12
Id el MauludAugust, September, or October, the specific day fluctuates each year
National DayOctober 1
Christmas DayDecember 25
Boxing DayDecember 26

Paid Time Off in Nigeria

Nigerian workers are entitled to annual leave of at least six working days with full salary, subject to the following details:

  • The annual leave is increased to at least twelve working days for young workers (under sixteen) including apprentices.
  • A worker must have worked for at least twelve months in order to qualify for annual leave

Maternity Leave In Nigeria

Maternity leave is provided under the Nigerian Labor Act. Provided that employees have worked for at least six months with their employer, they are entitled to six weeks before childbirth and six weeks afterwards. Additional details relating to Maternity Benefits in Nigeria include:

Paternity Leave In Nigeria

In 2021 the Federal Executive Council approved a paternity leave of 14 days for employees in the public sector. Paternity leave pay is negotiated in an employment contract.

Sick Leave In Nigeria

Nigerian employees are entitled to 12 days of paid sick leave. Employees may need to provide a medical certificate from a registered medical practitioner.

Parental Leave In Nigeria

Nigeria does not have a separate shared parental leave policy.

Bereavement Leave

Employees are entitled to three days of paid bereavement leave in the event of the death of a spouse, child, parent, sibling, or parent-in-law.

Study Leave

Employees may be entitled to paid or unpaid study leave, depending on their contract of employment

Annual Leave and Company Policies In Nigeria

Employee Benefits in Nigeria

Using an Employer of Record to Administer Benefits in Nigeria

When hiring across multiple countries, maintaining consistency in how you deliver employee benefits quickly gets tricky. Each country, including Nigeria, has its own legal rules, cultural norms, and contribution systems. An Employer of Record helps you strike the right balance between global structure and local compliance. They take over the complexity of delivering benefits that are aligned with Nigeria’s legal requirements and competitive with local market expectations.

From ensuring statutory benefits are in place to managing local onboarding timelines and enrollment systems, the EOR provides a seamless experience for both employer and employee. This makes it easier to grow your team across borders without reinventing your benefits process in each new location. You stay in control of your overall benefits strategy, while the EOR takes care of executing it in a way that works legally and culturally in Nigeria. It’s a smarter way to scale benefits globally without losing local relevance.

Termination and Severance Policies in Nigeria

Employment Termination and Severance Policies in Nigeria

Termination Process in Nigeria

The termination process in Nigeria is governed by the Labour Act and the National Industrial Court Act. Under these laws, employers have the right to terminate employment contracts at any time, but they must give employees notice of termination or pay them salary in lieu of notice.

Notice Period in Nigeria

The notice period required depends on the employee's length of service, as follows:

  1. Up to 3 months: 1 day
  2. Up to 2 years: 1 week
  3. Up to 5 years: 2 weeks
  4. Up to 10 years: 1 month
  5. More than 10 years: 6 weeks.

Severance in Nigeria

Severance pay in Nigeria is not mandatory by law, but it is often part of an agreement between the employer and employee, or is provided under sectoral (branch) collective agreements. The amount of severance pay paid to an employee typically depends on their length of service and last salary. There are two main types of severance pay in Nigeria:

  1. Redundancy pay: This is paid to employees who are laid off due to redundancy.
  2. Terminal benefit: This is paid to employees who are terminated for any other reason, such as poor performance, misconduct, or retirement.

Disclaimer

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). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll 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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ABOUT THE AUTHOR

Jesse Weisz

Jesse is an experienced R&D Analyst at Playroll, a leading Employer of Record (EOR) provider. With a strong background in data analysis and market research, Jesse specializes in identifying emerging trends and driving innovation in global HR solutions. She is an all-rounder, critical thinker and success-seeker (often inextricably linked to being a late-night tea drinker).

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FAQs About Hiring in Nigeria

What is the minimum wage in Nigeria?

As of January 1, 2024, Nigeria's minimum wage rates are:

  • NGN 30,000 per month.
  • Applies across all sectors.
  • Reviewed occasionally based on economic indicators.

What is the average salary in Nigeria?

The average monthly salary in Nigeria in 2025 is approximately NGN 275,000 (US $170), with significant variation depending on experience, industry, and location.

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