COUNTRY

Employment contracts in Nigeria are written in the local language. Within three months of the start of employment, the employer is required to provide a written statement containing details about the employment. Any changes to the employment contract terms must be in writing and provided to the employee within one month.

Work hours in Nigeria are set by individual or collective bargaining agreements, or by the industrial wage board. However, the common workweek is 40 hours with eight hours a day. Overtime is allowed and the rate is determined in the employment contract or collective bargaining agreement.

Employees are entitled to 12 days of fully paid sick leave in Nigeria but must provide a medical certificate after two days of absence.

Employees are entitled to 12 weeks of maternity leave in Nigeria, with six weeks generally taken before birth and at least six weeks taken after the birth. Female employees are paid half of their normal salary while on maternity leave if they have at least six months of service. Male state employees in the states of Lagos and Enugu receive two and three weeks of paid paternity leave, respectively.

Bonuses in Nigeria are common but not required. They are often paid around December. Nigeria has a minimum wage.

Employees get six days of paid annual leave in Nigeria after 12 months of service.

Nigeria has public healthcare available, but employers often provide private healthcare insurance.

Employment contracts will terminate in Nigeria at the end of the contract period, if for a fixed term, or when the employer or employee gives notice. Required notice periods in Nigeria vary depending on length of service. Employment contracts must state the notice periods, as well as the processes of dismissal and termination. Employment contracts can provide for longer notice periods. If a notice period is longer than one week, notice must be made in writing. Payment in lieu of notice is acceptable, and both the employer and employee can waive their right to notice.

Employers are not required to provide a written reason for terminating an employee. If the termination is due to misconduct, a disciplinary tribunal must be convened so that the accused employee can address the claims of misconduct. Employers do not have to pay severance.