Nigeria, Africa’s most populous country, is home to 233.343 million people, making it the sixth-largest country in the world. The country’s GDP is $188.27 billion in 2025. It’s a lower-middle-income country with a per capita GDP of $806 per year. This makes the over 113 million workers in its labor force quite affordable for international employers.

Nigeria’s main exports include petroleum and petroleum gas, gold, nitrogenous fertilizers, and cocoa beans. While agriculture is still a major sector in the Nigerian economy, services dominate, with more than 53% of employees working in trade, technical services, insurance, communications, real estate, and construction. Mining and manufacturing are also industries on the rise.

Nigerian workers are increasingly skilled and well-educated, but that doesn’t mean it’s easy for employers to find the specific talent they require. Instead, both local and foreign employers can struggle to make sure that the workers they select for their open positions have the right skills and fit well into their organizations.

Workers, too, can find it a challenge to choose the best jobs for their skills, knowledge, and working styles. Probation periods can be used to help both sides increase their confidence in their employment decisions. This article will discuss how a probation period in Nigeria is defined and how it can be advantageous for both an employer and an employee.

Definition of a Probation Period in Nigeria

In Nigeria, a probation period is an initial time when an employer and employee can size each other up by trying out a new employment arrangement. During these periods, also called trial periods, both sides set out to determine whether their employment arrangements will work out long-term or whether they’ve made the wrong choices.

While probation periods are poorly defined by Nigerian law, they generally offer reduced protections for both parties so that either can terminate their agreements quickly.

For the employee, probation is a time to show their skills and value to the employer. However, workers also assess themselves to make sure they have the capacity to perform their roles as needed. They also want to make sure that they’ll be happy and successful in their jobs.

Another important decision they’ll make is whether or not they can work effectively with their new teammates and supervisors. Finally, employees use their probation periods to ensure that the working conditions and benefits they were promised are provided by their employers. Employees aren’t alone in making assessments during probation periods.

Employers also evaluate their new employees’ skills to make sure they can perform their duties up to the standard required. Many employers give new employees extra attention and focus during these periods so they can quickly bring them up to full productivity. They also observe how they work with their colleagues and fit into the company’s structure and culture. 

A probation period will start on a new employee’s first day of work and continue until their pre-agreed duration, unless interrupted by a termination. Either party can choose to end their employment agreement during this time if they don’t think it will be successful. However, if neither does, the probation period will be considered successful, and the worker will continue as a full employee.

Lengths of Probationary Periods in Nigeria

Nigerian law doesn’t mandate any specific length for probationary periods, but it does allow them to be used. Instead of giving a maximum duration, as is done in most countries, Nigeria lets employers and employees agree to probationary period durations in their individual and collective agreements. 

At the same time, the most common length of a probationary period is three months. However, many choose longer or shorter periods that they feel will give them an appropriate amount of time to assess their employees’ performance on the job.

Probationary periods in Nigeria can be extended or renewed, and can technically be of any length. All of these conditions must, however, be included in a worker’s contract or collective agreement. Employers can also choose not to use official probation periods as they can require more resources and may not be seen as necessary for some, usually low-level, jobs.

Legal Considerations of Probation Periods in Nigeria

Niger’s legal system is heavily influenced by both British common law and local customary law. It includes extensive legislation to protect the rights of workers and employers, such as the Labor Act 2004, Public Holiday Act 1979, and the Constitution of the Federal Republic of Nigeria 1999. The most important regulations relating to probation periods to be aware of include:

Pay and Working Conditions

The last time Nigeria’s minimum wage was updated was on 19 July 2024. This update now requires that employers pay workers at least 70,000 NGN (Nigerian naira) per month, which is approximately equal to 45 USD. Probationary employees are protected by this minimum wage and can’t be paid less than they would be when they finish probation.

Nigerian employees generally work 40 regular hours per week, though this limit is no longer imposed by law and is, instead, a matter of mutual agreement between employers and employees.

Likewise, there is no mandated compensation for employees when they work overtime, nor are there daily limits to working hours and overtime hours in general. These details must all be included in individual contracts and collective agreements, which employees are free to enter into with their employers.

Termination and Notice

Because there is no mandated maximum duration of probation periods, they are simply subject to the same notice and termination rules as normal periods of employment. However, employees who have worked for no more than three months are entitled to only one day’s notice from their employers and must only give one day’s notice when resigning.

This is the main reason why the most commonly used probation in Nigeria is three months long. After three months and up to two years of service, the notice period increases to one week. For two to five years of service, the notice period is two weeks, and it’s one month after five years.  

If either party gives the right amount of notice to the other, they have the right to terminate their employment agreement. No other justification is required for dismissals, so this is essentially at-will employment. There are also no requirements for employers to provide employees with severance pay, unless specified in their contracts.

Vacation / Holidays

There are normally 11 public holidays in Nigeria, celebrating days of national and religious (Christian and Islamic) significance. These are paid holidays, and if they fall during a worker’s probation period, the worker is entitled to a paid day off work. However, workers may sometimes be required to work on public holidays and must be paid their contracted overtime rate, provided with an alternate day off within 14 days, or given a combination of time off and extra pay.

Workers in Nigeria must receive at least six working days of annual leave each year, but they do not become entitled to this leave until they have worked for a full 12 months. For this reason, most probationary employees are not entitled to annual leave unless their probation periods exceed one year in length. Annual leave can be carried over for a maximum of 24 months.

Benefits of Probation Periods in Nigeria

Nigerian law allows, but doesn’t carefully define, probation periods. They are used by most employers and can produce the following benefits for them and their employees:

  • For Employees

The chance to try out a new job to see if it will be enjoyable and if they can perform it successfully.

The opportunity to assess how well they’ll be able to cooperate with the other members of their teams.

Time to compare the working conditions and benefits delivered with those promised.

Only one day’s notice required to resign and move on to new opportunities.

  • For Employers

The opportunity to decide whether or not employees can perform their roles acceptably.

The chance to see how they interact with their supervisors and colleagues.

Time to focus on training new employees so they can be valuable team members.

The chance to evaluate interview and selection processes, based on how many employees pass probation.

Conclusion

Probation periods in Nigeria are allowed but loosely controlled by law. This allows employers to set durations and other conditions that will benefit them, but their employees must also agree to their terms.

If they don’t exceed three months, these probation periods can give either party the right to terminate their agreement with just one day’s notice, so they can quickly move on to other opportunities.

Frequently Asked Questions

Yes, but they are generally not defined by law, so they have to be defined in individual and collective agreements.

There is no limit defined by the law.

Yes, and also after their probation as well, as they only need to give notice and not justification for dismissal.