Working Hours and Overtime in Niger

What Are The Standard Working Hours In Niger?

An employee whose age is 17 or younger has a maximum of 8 hours per day and 40 hours per week. An employee whose age is 18 or older is allowed to work 40 hours per week. A minimum meal interval of 30 minutes must be observed by employees who work more than 6 hours in a day. In typical working hours, Monday through Friday, the hours are 08:00 to 16:00.

Maximum Working Hours In Niger

In Niger, the statutory full-time working schedule is based on 40 hours per week, usually spread over five 8-hour days. Daily working time is generally capped at 8 hours for adult employees, unless a collective agreement or approved work schedule provides for a different distribution while respecting the weekly limit. Employers must ensure that any adjustment of hours over a reference period does not result in an average exceeding 40 hours per week.

Collective agreements or enterprise-level arrangements may allow for uneven distribution of hours across weeks, provided that the average over the agreed reference period complies with the 40-hour standard. Employers are required to document working schedules, communicate them in advance, and keep accurate time records to demonstrate compliance in the event of an inspection. Failure to respect daily and weekly limits can lead to administrative sanctions and back payment of overtime premiums.

Industry-Specific Exceptions

Companies hiring in sectors like healthcare, transportation, manufacturing, or hospitality may be subject to special scheduling rules that allow for longer shifts but require compensatory rest. In healthcare and hospitality, 10–12 hour shifts may be used, provided that the weekly average remains at or near 40 hours and that overtime is paid according to statutory or agreed rates. Employers must also consider fatigue risks and implement rotation systems that protect employee health.

• Healthcare professionals may work 12-hour shifts with extended rest periods.
• Transport workers must comply with EU-aligned rest and driving limits.
• Manufacturing and security staff often rotate through night or weekend shifts.

Even in these sectors, you must ensure the average weekly limit is respected over a reference period. You should formalize any derogations in writing, obtain union or labor inspector approval where required, and monitor hours closely to avoid systematic overwork. Non-compliance can trigger inspections, fines, and mandatory schedule adjustments.

Managerial And Exempt Employees

Senior managerial staff in Niger may be classified as cadres or equivalent categories whose working time is measured more by responsibilities than by strict hourly limits. These employees may not benefit from the same overtime protections as hourly workers, but their overall workload must still respect health and safety principles. Employers should clearly define managerial status, expected availability, and any flat-rate overtime arrangements in the employment contract.

Where a lump-sum or forfait arrangement is used for managers, it must be based on a realistic estimate of hours and associated overtime at the applicable premium rates. Employers should periodically review these arrangements to ensure that actual working time does not systematically exceed what was assumed, and adjust compensation or staffing levels if necessary. Misclassification of employees as exempt can result in retroactive overtime payments and penalties.

Statutory Full-Time Working Hours In Niger

Statutory full-time work in Niger is generally defined as 40 hours per week for most private-sector employees. This is typically organized as five 8-hour days, but collective agreements may allow for alternative patterns such as six shorter days or compressed weeks. Any such variation must still respect daily rest and weekly rest requirements.

Part-time arrangements involve working fewer than 40 hours per week and should be clearly documented, including how hours are distributed across days. Employers may also use flexible or shift-based schedules, provided that the average weekly hours over the agreed reference period do not exceed 40 and that overtime beyond this threshold is paid at the required premium rates. Written work schedules and transparent communication are essential to remain compliant.

Overtime Regulations In Niger

Employers in Niger must monitor and record all hours worked beyond the standard 40-hour workweek, as these hours generally qualify as overtime. Accurate timekeeping systems, such as timesheets or electronic clocking, are essential to calculate overtime pay correctly at the applicable premium rates. Non-compliance with overtime rules can lead to back pay claims, fines, and potential disputes with labor authorities.

What Counts As Overtime In Niger?

In Niger, overtime is typically any time worked beyond 40 hours in a given week for full-time employees. Work performed beyond the normal daily schedule, such as more than 8 hours in a day, will usually be counted toward weekly overtime totals. Employers should define normal working hours in contracts or internal regulations so that overtime triggers are clear.

Work performed on the employee’s weekly rest day, usually Sunday, or on a public holiday is also treated as overtime and attracts higher premium rates. In practice, Sunday or public holiday work is often compensated at 200% of the normal hourly wage, while ordinary overtime on working days is paid at lower but still enhanced rates. Employers must obtain prior authorization where required and keep written records of the reasons for overtime.

Maximum Overtime In Niger

Nigerian labor rules generally limit overtime to 20 hours per week, meaning that an employee should not work more than 60 hours in any given week including overtime. Over a year, a common ceiling applied in practice is 200 hours of overtime per employee, beyond which labor inspector approval is typically required. Employers should plan staffing so that these limits are respected and overtime remains exceptional rather than systematic.

Where business needs require exceeding the usual caps, employers must seek prior authorization from the labor inspectorate and justify the temporary increase, for example during seasonal peaks or emergencies. Even with authorization, weekly working time including overtime should not regularly exceed 60 hours, and employees must still receive their daily and weekly rest. Breaching numerical overtime caps can result in administrative sanctions and orders to reorganize working time.

Overtime Payout Rates In Niger

In Niger, standard overtime worked on normal working days is commonly paid at 115% of the regular hourly wage (1.15x) for the first tranche of overtime hours. When overtime exceeds a defined threshold, such as more than 8 additional hours in a week, the rate is often increased to 150% of the regular wage (1.5x). Employers should specify the exact brackets and rates in contracts or internal policies, ensuring they are at least as favorable as any applicable collective agreement.

Overtime worked at night, on Sundays, or on public holidays is usually compensated at higher rates to reflect the additional inconvenience. A typical structure is 150% of the normal wage (1.5x) for night overtime on weekdays, 200% (2.0x) for Sunday work, and 200% (2.0x) or more for work on public holidays. Employers may offer higher contractual rates, but they should never pay less than these numerical premiums for qualifying overtime.

Rest Periods And Breaks In Niger

In Niger, employees typically work 8 hours per day and 40 hours per week, and rest periods are designed to protect health and safety within this framework. During the working day, employees who work more than 6 hours must receive a meal break, and they are also entitled to daily and weekly rest between shifts. Employers must organize schedules so that these breaks are respected while still meeting operational needs.

• Meal Break: Employees who work more than 6 consecutive hours must receive at least a 30-minute unpaid or paid meal break, which should be scheduled roughly in the middle of the work period. Employers should ensure that the break is genuine rest time and not interrupted by work duties.
• Daily Rest: Employees are generally entitled to a minimum of 11 consecutive hours of rest between the end of one workday and the start of the next. This daily rest is critical to prevent fatigue, especially where shifts approach the 8-hour daily maximum.
• Weekly Rest: Workers must receive at least 24 consecutive hours of weekly rest, typically on Sunday, in addition to the daily rest periods. If business needs require Sunday work, a substitute rest day of at least 24 hours must be granted during the same week.
• Minors: Employees under 18 are subject to stricter rest and break rules, including shorter maximum daily hours and more frequent breaks. Employers must avoid scheduling minors for night work and ensure they receive adequate time off for education and recovery.
• Employer Duty: Employers are responsible for planning work schedules that comply with statutory rest and break requirements and for keeping records that demonstrate compliance. They should also train supervisors to respect break entitlements and adjust staffing levels to avoid systematic infringement.

Night Shifts And Weekend Regulations In Niger

Night and weekend work are legal in Niger but subject to additional employer responsibilities and employee protections. You must assess operational needs carefully and ensure that staffing patterns do not compromise worker health or violate rest-period rules. Written policies and clear communication with employees are essential when introducing night or weekend shifts.

Night work in Niger is generally understood as work performed between 22:00 and 05:00, although collective agreements may define a slightly different window such as 21:00 to 05:00. These rules apply across most roles, with particular attention to vulnerable categories such as young workers and pregnant employees. Employers should explicitly state in contracts when a role involves regular night work.

• Premium Pay: While Niger does not prescribe a universal statutory night work premium, practice and many collective agreements provide for at least 125% of the normal hourly wage (1.25x) for hours worked between 22:00 and 05:00. Some employers adopt higher rates, such as 150% (1.5x), to attract and retain staff for regular night shifts.
• Health Monitoring: Regular night workers should be offered periodic health assessments to monitor fatigue, sleep disorders, and other risks associated with night schedules. Employers are encouraged to adapt shift patterns or reassign employees if medical evaluations indicate that night work is no longer suitable.
• Workplace Restrictions: Minors under 18 are generally prohibited from performing night work, particularly in hazardous sectors such as industry or construction. Pregnant workers should be exempted from night shifts upon medical recommendation and, where possible, reassigned to daytime duties without loss of pay.

Weekend work, especially on Sunday, is treated as an exception and is normally restricted to sectors that require continuous operations or public service. When employees work on Sunday, they should receive a substitute rest day of at least 24 consecutive hours during the same week and, in many cases, premium pay of around 200% of the normal wage (2.0x) for the Sunday hours worked. Employers must document the reasons for Sunday work and ensure that weekly rest is never eliminated.