CDD reglementés: Oui

Remarks

Rules on the use of FTCs are included in Articles 47 and 58-63 LC.

Motifs autorisés de recours au CDD: raisons matérielles et objectives

Remarks

No list of specific reason for resorting to fixed-term contract. However, the use of FTC to fill in, on a lasting basis, positions connected with the normal and permanent activity of an undertaking is prohibited and such contracts would be deemed concluded for a indefinite period. (see art. 58 and 63 LC).

Art. 61 LC regulates FTCs concluded for an unspecified duration: these are permitted if they are concluded for the replacement of a temporarily absent worker, for the length of a season, for an occasional increase in workload or for work that does not form part of the customary activities of the enterprise.

Nombre maximum de CDD successifs: 2

Remarks

Art. 60 LC does not refer to an unlimited number of renewals and limits to two the maximum number of successive FTCs in providing that "fixed-term contract with a specified duration can be concluded for a maximum period of 2 years, renewable once".

Contracts of a limited duration but with an unspecified term (seasonal work, temporary replacement of a worker, temporary increase volume of work) can however be renewed without any limitation (art. 62 LC).

Before 2012, under the former LC, Article 53 provided that FTCs (with a specified duration) could be renewed without any limitation provided that the total duration of the fixed-term employment relationship did not exceed the maximum duration of 2 years.

Durée cumulée maximum de CDD successifs: 48mois

Remarks

Art. 60 LC provides for a maximum cumulative duration of 2 years, renewable once (= in total 48 months).
However, Art. 61 LC provides that the maximum cumulative duration does not apply to contracts concluded a limited but unspecified duration (seasonal work, temporary replacement of a worker, temporary increase volume of work).

Durée maximale de la période d'essai (en mois): 6 mois

Remarks

Art. 52 of the Labour Code (LC):
The probationary period is optional. It must be established in writing and cannot be concluded or renewed for a period longer than the time required to test the worker's skills, given the technology and practice of the profession. The maximum duration of trial period and its renewal is set by collective agreements, or in their absence, by Ministerial orders.
The maximum probationary period for permanent contracts cannot exceed 6 months, including renewals. It is is extended to one year for workers hired outside of Niger.

For fixed-term contracts (FTCs): Article 60 LC provides that FTCs may include a probationary period (not mandatory). The duration of probationary periods for FTCs cannot exceed one month. Renewed FTCs cannot include any probation.

The 1972 Inter-occupational Collective Agreement in appendix No 1. establishes the duration of the probationary period according to the worker's category:
- 8 days for hourly, daily or weekly paid workers;
- 1 month for monthly paid workers;
- 1 to 3 months for first-line supervisors ("agent de maîtrise") and technicians;
- 3 months for engineers, and executives
- 6 months for senior executives.

Obligation d'informer le travailleur des raisons du licenciement: Oui

Remarks

Article 79 LC: When the employer contemplates a dismissal for reasons related to the employee's conduct or his/her ability/capacity, the employer must, before taking any decision, offer to the interested party to defend himself/herself. In case of dispute, the court assesses, on the basis of the circumstances, including the size of the enterprise, the extent to which the employer has fulfilled this obligation.

Dismissal on economic grounds: Need for substantiated written notification to the labour inspection (Article 84 LC).

Motifs autorisés (licenciement justifié): tout motif légitime

Remarks

Art. 78 LC: Valid reasons ("motifs légitimes") connected with the worker's conduct, capacity or operational requirements of the undertaking.

[Note: the article number has changed in the new 2012 LC (former art. 71, now art. 78), but its content has remained unchanged]

Motifs prohibés: état matrimonial, grossesse, congé de matérnité, avoir déposé une plainte contre l'employeur, maladie ou accident professionel temporaire, race, couleur, sexe, religion, opinion politique, origine sociale, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap, statut VIH

Remarks

See Art. 5 LC: general prohibition of discrimination on the grounds of sex, age, national origin, race, religion, colour, political or religious opinion, social origin, disability, trade union membership or non-membership, with respect to hiring, training, wages... disciplinary sanctions and termination of employment.
New in Sept. 2012: New grounds were introduced in the 2012 LC: HIV-AIDS and sickle cell disease (drepanocytosis). In addition a new provision expressly provides that HIV-AIDS and sickle cell disease cannot, in any way, justify the dismissal of an affected worker (Art. 152 new LC).
Art. 78 LC lists unfair reasons for dismissal, namely:
- the above-mentioned prohibited grounds of discrimination (Art. 5 LC);
- seeking office as, or acting or having acted in the capacity of, a workers' representative;
- the filing of a complaint or the participation in proceedings against an employer involving alleged violation of laws or regulations or recourse to competent administrative authorities;
- marital status, pregnancy, temporary absence from work because of illness or injury.
Art. 111 LC: prohibition of dismissal during maternity leave (no reference to pregnancy).
See also: Articles 472-475 of the Implementing Decree N° 2017-682/PRN/MET/PS of August 2017 concerning the dismissal of workers' representatives.

Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité

Remarks

* Workers' representatives: Art. 227-228 new LC: prior authorization of the labour inspectorate required before any dismissal of a workers' representative.
New in Sept. 2012:
The LC introduced new provisions to further protect workers' representatives. Any dismissal of a workers' representative carried out without the prior consent of the labour inspector or despite the application for authorization being rejected /dismissed is null and void and will therefore entail reinstatement of the worker. Under the previous LC reinstatement was not available in such cases.
In addition, the new law establishes a time frame for the authorization procedure: 8 days for the labour inspector's decision after the filing of the application, extended to twenty one (21) days where expert evaluation is required.
Lastly, the labour inspector's decision can be appealed before the Minister of Labour and then further before an administrative tribunal.
Article 228 LC: Under certain conditions, this protection extends up to 6 months after the expiration of workers' representatives' mandate; the protection also applies to candidate workers' representatives (under certain conditions).
* See also: Articles 472-475 of the Implementing Decree N° 2017-682/PRN/MET/PS of August 2017 concerning the dismissal of workers' representatives.

* Pregnant women and women on maternity leave: No prohibition of dismissal during pregnancy, but only during maternity leave (14 weeks, incl. 8 weeks after giving birth) under Article 111 LC.
Prohibition of dismissal during pregnancy is included under Article 78 LC (last point).

Forme de la notification du licenciement au travailleur: écrite

Remarks

See Art. 84 LC (economic dismissals) and Art. 90 (2) LC (summary dismissal). No such specific requirement for any other dismissal in the LC (except as concerns workers' representatives, see above)
However, Art. 28 of the 1972 Inter-occupational Collective Agreement specifically requires that notification be written.

Délai de préavis:

Remarks

No specified duration in the LC (see Art. 88 LC).

However,the 1972 Inter-occupational Collective Agreement in Appendix No 1. establishes the duration of the notice period according to the worker's category, as follows:
- 1 month for monthly paid workers;
- 8 days for hourly, daily or weekly paid workers;
- 1 month for first-line supervisors ("agents de maîtrise") and technicians;
- 3 months for engineers, executives and senior executives.

ancienneté ≥ 6 mois:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 0.27 mois.
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 9 mois:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 0.27 mois.
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 2 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 0.27 mois.
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 4 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 0.27 mois.
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 5 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 0.27 mois.
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 10 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 0.27 mois.
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

ancienneté ≥ 20 ans:

  • travailleur payés au mois: 1 mois.
  • travailleurs payés à l'heure, à la journée ou à la semaine: 0.27 mois.
  • agents de maîtrise et techniciens: 1 mois.
  • ingénieurs, cadres et cadres supérieurs: 3 mois.

Indemnité compensatrice de préavis: Oui

Remarks

Art. 90 LC

Notification à l'administration publique: Non

Remarks

Except in case of a dismissal of a workers' representative (Art. 227 and 228 LC) and of an economic dismissal (Art. 80 LC).

Notification aux représentants des travailleurs: Non

Remarks

Except in case of an economic dismissal (Art. 80 LC).

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks

Except in case of a dismissal of a workers' representative: Art. 227 and 228 LC.
* See also: Articles 472-475 of the Implementing Decree N° 2017-682/PRN/MET/PS of August 2017 concerning the dismissal of workers' representatives.

Accord des représentants des travailleurs: Non

Définition du licenciement collectif (nombre d'employés concernés): No definition of collective dismissal.
The LC regulates economic dismissals of one or more employees.

Remarks

Art. 80 LC: The entrepreneur who plans to dismiss one or more employees for reasons of economic, technological or organizational nature, must, prior to the implementation of the
decision, convene and consult staff representatives within the meaning of Article 211. He shall inform the labor inspector, who participates in the meeting.

Consultation préalable des syndicats (représentants des travailleurs): Oui

Remarks

Art. 80 to 83 LC.

Notification à l'administration publique: Oui

Remarks

Notification to the Labour Inspector: Art. 80 and 84 LC.

Notification aux représentants des travailleurs: Oui

Remarks

Art. 80 LC.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Remarks

However, approval is mandatory in the event of a dismissal of a workers' representative: Art. 227 LC.
* See also: Articles 472-475 of the Implementing Decree Nu00b0 2017-682/PRN/MET/PS of August 2017 concerning the dismissal of workers' representatives.

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Oui

Remarks

Art. 81 LC: professional skills, length of service and family responsibilities.

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Remarks

However, Art. 82 LC gives the possibility to each participant in the consultation meeting to formulate proposals aiming at avoiding dismissals or mitigating their adverse effects.

Règles de priorité de réembauche: Oui

Remarks

Art. 87 LC: priority right to re-employment for 2 years.

Notes / Remarques

Notes

These procedural requirements apply to any dismissal (individual or collective) based on economic grounds.

Indemnité de licenciement:

Remarks

No provision in the LC. However, severance pay is governed by art. 34 of the Inter-occupational Collective Agreement:
A worker is entitled to severance pay provided he has been employed continuously for a period of at least one year and he has not committed any serious misconduct. Severance pay corresponds to a percentage of the monthly overall wages per year of service and is set according to the length of service as follows:
*20% per year during the first 5 years
*30% per year from the 6th to the 10th year
*35% per year after the tenth year.

ancienneté ≥ 6 mois: 0 mois

ancienneté ≥ 9 mois: 0 mois

ancienneté ≥ 1 an: 0.2 mois

ancienneté ≥ 4 ans: 0.8 mois

ancienneté ≥ 5 ans: 1 mois

ancienneté ≥ 10 ans: 2.5 mois

ancienneté ≥ 20 ans: 6 mois

Indemnité de licenciement pour motif économique:

Remarks

Severance pay + specific additional payment of 1 month's gross wages for individual and collective dismissals on economic grounds (Art. 86 LC).

ancienneté ≥ 6 mois: 1 mois

ancienneté ≥ 9 mois: 1 mois

ancienneté ≥ 1 an: 1.2 mois

ancienneté ≥ 2 ans: 1.4 mois

ancienneté ≥ 4 ans: 1.8 mois

ancienneté ≥ 5 ans: 2 mois

ancienneté ≥ 10 ans: 3.5 mois

ancienneté ≥ 20 ans: 7 mois

Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui

Remarks

Art. 91(2) and 92 LC: The amount of damages for unfair dismissal is fixed by the Court, in light of any circumstances establishing the existence and the extent of the harm incurred, including the local custom, the type and importance of the services rendered, the employee's seniority and age, any deductions or payments made to a retirement plan, and other established right.

Art. 475 Implementing Decree of August 2017: The amount of damages in case of unfair dismissal of a workers' representative can reach 36 months of salary.

Possibilité de réintégration dans l'emploi: Oui

Remarks

The LC does not contain any provision on reinstatement and only provides for the payment of damages in the event of unfair dismissal (Art. 91(2) LC).However, in practice, reinstatement seems to be ordered by the labour courts. See, e.g. Direct Request by the ILO Committee of Experts on the Application of Conventions and Recommendations (CEACR) on the application of Convention No. 158 (2011) [link available under "Scope of additional information"] :
"The Government indicates that the labour tribunal has the power to declare the termination invalid and to propose reinstatement should it identify any irregularity in the grounds and procedure for termination. The Government also indicates that, if the employer rejects the request for reinstatement, it is required by law to pay the worker compensation"

New in Sept. 2012:
Art. 227 LC: Any dismissal of a workers' representative carried out without the prior consent of the labour inspector or despite the application for authorization being rejected /dismissed is null and void and will therefore entail reinstatement of the worker. Under the previous LC, reinstatement was not available in such cases.

Art. 475 Implementing Decree of August 2017: Reinstatement possible in case of unfair dismissal of workers' representatives.

Conciliation préalable obligatoire: Oui

Remarks

Art. 305 LC: Conciliation shall be part of the procedure before the labour court.
In addition, before starting any judicial proceedings, the parties can resort to extra-judicial conciliation before the Labour Inspectorate (Art. 317 LC).

Courts ou tribunaux compétents: tribunal du travail

Remarks

Art. 289 LC.

Règlement des litiges individuels par arbitrage: Non

Remarks

In the LC, arbitration is only foreseen for the resolution of collective labour disputes.

Charge de la preuve: les deux

Remarks

Economic dismissal - Art. 85 LC: In the event of litigation, the burden of proof of the economic nature of the dismissal and of the respect of the order of dismissals is the responsibility of the employer.