Our Expertise
Managing a global workforce in Nigeria
To successfully manage a workforce in Nigeria, it's essential to stay informed about legal requirements and ensure adherence to local employment laws and regulations. TopSource Worldwide can assist businesses in effectively managing employment obligations by providing expert guidance and support on Nigerian employment law, ensuring legal compliance, and facilitating efficient payroll and HR management.
Extensive expertise
Our team of experienced, knowledgeable staff collectively provide up-to-date employment information across 180 countries, so you can always get accurate advice.
Entity-free employment
Feel free to hire employees from all over the world without being weighed down by setting up entities, running complex payroll or recruiting a hiring team.
Payroll without hassle
Have the confidence that your staff will always be paid accurately and on time, so that you can focus on your core business activities and work towards your success.
Always-on support
Access helpful, relevant, personalised advice whenever you need it, along with expert-led recruitment policies and tried-and-tested HR best practices.
"With TopSource we were able to have employees hired or maintained in Nutreco without having to establish an entity in these countries for only 1-2 employees. I think most countries are covered by TopSource, so they can help us with almost all cases. Good advice on conditions and direct contact with employees. Invoicing done directly to the company. An easy process compared to hiring employees by ourselves."
Annette van Duijnhoven
”We searched the market for a local payroll vendor in 2014 and we chose TopSource as our partner. We were looking for error-free and timely payroll processing and TopSource Worldwide delivers this, saving us time and money. We have worked together for 8 years now and would recommend them to anyone."
Praveen Lihinar
Personalised Employer of Record services in Nigeria
TopSource Worldwide offers personalised Employer of Record (EOR) services tailored to meet the specific needs of your business in Nigeria. This includes handling employee onboarding, payroll processing, tax compliance, employee benefits management, and HR support. Our EOR services ensure that your business meets all legal and regulatory requirements, providing a hassle-free solution to manage your Nigeria-based employees.
End-to-end Nigeria payroll services
Looking to expand into Nigeria? Our unparalleled expertise in global payroll services ensures that your business can seamlessly navigate the complexities of payroll on a global scale, supporting your Nigeria expansion initiatives.
Global entity management
Venturing into the Nigerian market can be both exciting and challenging. With distinct business regulations, cultural nuances, and economic landscapes, it's essential to have a clear roadmap for your business establishment journey.
Accounting
Whether your goal is to process your purchase-to-pay transactions with minimum errors or manage your expense claim procedure, our team of experts can handle your accounting responsibilities, allowing you to focus on your core business and save time and money.
Global EOR services
Managing a diverse global workforce can be complex. This is where TopSource steps in as an invaluable employer of record services partner for companies seeking to expand their global reach while ensuring compliance with local employment laws and regulations.
Global Expansion Simplified
How to do business in Nigeria
Entering the Nigerian market presents a mix of excitement and challenges. Given unique business regulations, cultural intricacies, and economic dynamics, a well-defined roadmap is crucial for a successful business establishment.
TopSource Worldwide is with you at every stage. Whether it's navigating local regulations or facilitating seamless operational transitions, our expertise ensures a swift and efficient process for establishing your business in Nigeria.
Nigeria Insights
Key insights into Nigeria's landscape
VAT rates: Nigeria has a Value Added Tax (VAT) rate of 7.5%, with specific exemptions and reduced rates for certain goods and services.
Ease of Doing Business rank: As of 2021, Nigeria ranked 131st out of 190 economies.
Consumer Confidence Index: As of the fourth quarter of 2020, Nigeria's Consumer Confidence Index was at -14.8 index points.
Employee maternity/paternity leave: Maternity leave is typically 12 weeks, with specific provisions for nursing mothers. Paternity leave policies may not be explicitly defined by law.
Employee termination period: The notice period for terminating an employment contract in Nigeria can vary based on the terms of the employment contract and the circumstances of the termination.
Employee salary pay date: Payroll schedules can vary by company and employment contract. In Nigeria, it is common for employees to be paid monthly.
Bank holidays: Nigeria observes several public holidays, including Labour Day (May 1st), Democracy Day, Eid al-Fitr, Eid al-Adha, Independence Day, and Christmas Day, with a total of around 10 public holidays in a year.
Other Provisions
Probationary periods can range from zero to six months. There’s no right to extend this beyond the six months.
Notice Periods:
- One day, if the length of service is up to three months
- One week, if the length of service is up to two years
- Two weeks, if the length of service is up to five years
- One month, if the length of service is five years or more
As specified under the National Minimum Wage Act, normal full-time working hours are 40 per week. However, 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.
If the worker has to work more than the fixed normal working hours, it’s considered as an overtime. There’s no statutory provision on the overtime work limit and overtime pay. Overtime compensation is entirely a matter of mutual agreement (employment contract), collective bargaining agreement or an order by the industrial wages board.
Workers can be engaged on certain tasks during the weekly rest periods and public holidays. In extraordinary circumstances, workers may perform work on weekly rest days and public holidays. In such cases, the worker is entitled to days off in lieu within 14 days of work done or a monetary compensation according to overtime rates (specified under employment contract, collective agreement or an order by industrial wages board) is paid.
Workers may be required to work on weekly rest days and public holidays. In such circumstances when an employee has to work on official holidays or weekly rest days, the employee is entitled to the payment of work done in addition to their normal pay according to the pay rate that applies to overtime work.
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