Facts to assist you while travelling to Niger.


Niger population

  • 2 million people.

Capital and Largest City

  • Niamey.

Official Language(s)

  • French.


  • West African CFA franc.

Office Hours

  • 08:00 – 12:30 and 14:30 to 17:00.


  • Saturday – Sunday.

Time Zone

  • UTC +1.

Calling Code

  • +227.


  • If a service charge is not included in the bill a tip of 10% is acceptable.


  • Most countries are represented by embassies or consulates located in the capital city.


  • Mohamed Bazoum is a Nigerien politician who served as the 10th president of Niger from 2021 to 2023.


  • Niger’s subtropical climate is mainly very hot and very dry, with much desert area. In the extreme south there is a tropical climate on the edges of the Niger River basin. The terrain is predominantly desert plains and sand dunes, with flat to rolling savanna in the south and hills in the north.


  • Niger’s main airport is the Diori Hamani International Airport, located in Niamey. The Niger River is unsuitable for large-scale river transport, as it lacks depth for most of the year and is broken by rapids at many spots. Only a small percentage of Niger’s roads are paved. Nigeriens in both urban and rural areas rely on a combination of motor vehicles and animals for transport of themselves and commercial goods. Niger is a user of the Benin and Togo railway lines which carry goods from seaports to the Niger border.


  • The main industries in Niger that contributes towards its GDP include mining, agriculture, forestry, fishing, and manufacturing.


  • The most important attribute of the Niger people is their generosity. The people of Niger are known to be friendly, generous, and love goodness for each other. There are good people doing amazing work everywhere, especially in the month of Ramadan, when people will set up many food tables for breakfast of the poor. There is a huge giving culture in Niger. Charitable institutions compete in providing aid to the poor and the rich are interested in looking at those who are less fortunate than them and working to help them in all ways.


  • A handshake with the right hand is the most common form of greeting amongst. Handshakes tend to be warm and linger quite a bit. Handshakes are often accompanied by a gesture in which the individuals touch their right hands over their heart. Women, on the other hand, will raise both hands on each side of the face during handshakes with other women. In some areas a kiss on each cheek may accompany the greeting as well. Due to its large Muslim population, people of the opposite sex often do not shake one another’s hands. Instead, a verbal greeting or nod of acknowledgment is the norm in most situations.


  • The currency in Niger is the West African CFA franc. The West African CFA franc is officially recognised by the Nigerien government and can be used to settle all financial obligations in the country.


  • Transport infrastructure in Niger is underdeveloped. The main mode of transport in Niger is via automobile, as there is no existing railway network. Fortunately, most roads within and between the major cities are paved, but as you travel towards the more rural areas, unpaved roads and gravel roads become a more frequent sight.


  • There are a number of risks that expats may face when travelling to Niger as the country experience trouble with petty crimes, violent crimes, and drug smuggling. Poverty in the capital cities perpetuate these cycles of crime, and it is therefore not considered safe to walk around at night. Additionally, there are health risks that are present such as a deficiency in sanitation. This means that the chances of contracting water-borne diseases such as diarrhea and cholera are relatively high. Malaria is another easily contactable disease that possess a threat to the health of Nigerien citizens. It is advisable that you get all necessary vaccinations ahead of time.


  • Niger strictly adheres to a group of customs and traditions. Visitors should be mindful of this as locals might deem it to be disrespectful to violate or be ignorant of these customs. Islam is the most widespread religion in Niger, where approximately 90% of the population is Muslim. The prevalence of Islam is influential on the country’s customs and traditions. Adherence to the teachings of the Islamic religion is important and necessary in Niger. Locals place emphasis on preserving the teachings of the Islamic religion, establishing religious rituals, exchanging gifts between relatives and friends, kindness to the poor, and providing all their needs throughout the year.


  • Niger has numerous stores, shopping centres, and malls that are modern like that of those in western countries, especially in its capital city. Therefore, shopping and entertainment should be no hassle. Niger also has online shopping options.



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SA Immigration News


According to a media briefing held by the Minister of The DHA today (9 April 2024) as a result of errors in the newly published amended immigration regulations, dated and implemented on 28 March 2024, same will be withdrawn and a rectified version will be published.
He also mentioned that with regards to general work visa applications, the points base system, will replace the requirement for a recommendation from The Department of Labour. We are yet to receive further information regarding the points base system.
Immigration to South Africa

SA Immigration News

The Department of Home Affairs (DHA) published a draft second amendment of the SA Immigration Regulation 2014, which was dated 9 February 2024.

Members of the public were given until 29 March 2024, to submit written suggestions, comments, etc. relating to the proposed amendments.

Despite the closing date for written submissions being 29 March 2024, The DHA proceeded to publish the new regulations, which was dated and implemented on 28 March 2024.

The crucial amendments are as described below:

When applying for long term temporary residence visas and/or permanent residence permits, police clearances / criminal record checks are required in respect of countries where the applicant resided for longer than 12 months, immediately preceding the date of their visa / permit application.

Radiological reports are no longer required when applying for temporary residence visas and/or permanent residence permits.

A spouse or child of a SA citizen or permanent resident, or the parent of a SA citizen or permanent resident child, may apply for a change of status / condition, from a visitors visa, to any other visa category, from within SA.

If a foreign national is employed by a foreign employer on a remote basis and provided that they earn a minimum annual salary equivalent to R1 million, they may apply for a visitors visa in terms of Section 11(2) of the SA Immigration Act, for the purpose of working remotely in SA. If the visa is issued for longer than 6 months (within a 12 months period), the applicant must register with the SA Revenue Services.

A foreign national who qualifies to apply for a critical skills work visa, must provide proof of registration with a SAQA accredited board/body/council in SA, if such registration is required by law, provided that in the event of submitting proof that one has applied for such registration, the critical skills work visa may be issued for an initial duration not exceeding 12 months.

All work visa applications must be adjudicated in accordance with a point-based system, as determined by the Minister of the DHA. Although not limited to, the points base system, will consider, age, educational qualification, language skills, work experience, offer of employment, the ability to adapt within SA, etc.

The points base document has not yet been issued, which already proposes a new challenge.


To stay informed on global trending topics in the industry, visit our Knowledge Centre where you can access our exclusive range of insightful news posts, webinars, and blogs.


Employees working as a Team

What is DE&I?


DE&I is any policy or practice implemented in the workplace to ensure that people from various backgrounds feel welcomed, supported, and able to reach their fullest potential in their respective area of work.

Diversity is the presence, acknowledgement, and celebration of differences within a given setting. Diversity in the workplace can look like having a staff that is diverse in race, ethnicity, gender, sexual orientation, age, physical ability, and socioeconomic class.

Equity is the practice of ensuring that policies, culture, and programs are fair and impartial. The implementation of Equity in the workplace enables all employees to have equal possible outcomes, without discrimination or favouritism.

Inclusion in the workplace allows people to feel a sense of belonging. Having a work environment in which inclusivity is implemented means that every employee feels comfortable, supported, and accepted by the organisation to be their authentic selves.

DE&I is a principle that acknowledges the significance of a diverse and dynamic team and emphasizes inclusivity and employee well-being as central facets of success. To bring those values to life, companies must implement programs and initiatives that actively make their offices more diverse, equitable and inclusive spaces.


Relocation Africa’s DE &I Journey in Recent Years


South Africa, as beautiful as it is, is a country still troubled by the legacy of exclusion and discrimination. The country has progressed and established laws and regulations that assists previously disadvantaged populations and promotes equality in all areas of life. As a proudly South African company, Relocation Africa recognises our responsibility to implement these important practices in our workplace.

Our approach to DE&I is holistic and all encompassing as we recognise the intersectionality of our staff’s identities. We view DE&I not just as compliance focused where we simply tick the necessary boxes and call it a day.  Rather, we understand DE&I on a much deeper level and recognise that is a requirement upon businesses that will ultimately impact the society in which we all live and love.

The Covid-19 pandemic left a lasting mark on societies across the world. Affecting people and populations in different ways, businesses too, were left with no choice but to re-assess and become adaptive.

In response to the pandemic, Relocation Africa stayed true to our mission and promise of embracing the unknown. In our Head office in particular, we implemented a monthly wellness check-in, wherein we created a safe space to facilitate some uncomfortable conversations. These monthly wellness check-ins laid the foundations of our DE&I responsibility and allowed for our employees to feel comfortable. It provided them with a sense of belonging and community and gave them the necessary room to be their authentic selves.

At Relocation Africa we recognise that DE&I is a cultural change which takes time, education, and substantial leadership to achieve. We train our internal staff and external consultants on topics such as Unconscious Bias with the objective to unlearn any prejudices we unknowingly held. These workshops provide safe spaces to get comfortable and be honest, without the feeling or fear of judgement.  These have led to a deeper cultural sensitivity in the workplace and helps when dealing with our clients from differing cultures.

With D E&I as a priority, our head office also adopted a more flexible working environment and culture for our team. Although covid is now, in 2024,  a thought that passes unentertained for many of us, we still maintain this same flexibility. We recognise the differing backgrounds of our staff, many of whom are mothers to young children or live far from the office. To ensure the workplace is pleasant and comfortable for all, we have implemented different working hours and even a hybrid working environment. This way, we ensure that our business practices are not only DE&I adhesive, but also accommodates for all members of our team in a manner that is convenient and comfortable.


Why Should DE&I be Implemented in the Workplace?


The DE&I initiative is crucial to creating a wholesome work culture in which every member feels valued. Diversity in the workplace brings about fresh perspectives, equity allows for all groups of people to equally participate in the workplace, while inclusion is important for retention as it allows employees to feel valued and appreciated. Overall, DE&I helps to improve employee morale, promotes business ethics, and perpetuates creative problem-solving and innovation.

A company’s identity is derived from its culture. A company’s culture affects everything from employee performance to employee retention rates and loyalty.

DE&I is a principle that, if not implemented at every level of the company and every department, is not being properly practiced, and this will inevitably reflect in the company’s culture. When implemented correctly, DE&I induces cohesiveness among employees and a healthy work environment. With a diverse, equal, and valued workforce, it is undeniable that a business increases its chances of success.


Benefits of DE&I in the workplace

  • Diverse workplaces are more innovative.
  • DE&I enhances and preserves company culture.
  • Higher employee retention and lower turnover.
  • Equity and Inclusion combats workplace burnout.
  • DEI creates a sense of belonging for all employees.
  • Inclusion improves business decision-making processes.
  • Companies are able to reach a more extensive talent pool.
  • Diverse workplace teams are much more likely to perform better financially.


Relocation Africa takes pride in our efforts that we’ve exerted over the past years to implement DE&I in all areas of business. We acknowledge it not merely as a concept, but recognise it as something for which we must take responsibility. Our journey with D,E&I is one that requires the involvement of all stakeholders, as we continue to learn and grow in this field.


Read more on the humane aspects of how we conduct business in our cornerstone article, What Makes Relocation Africa Different? 


For a different perspective, read more on the key takeaways noted by our intern on how we go about Achieving Wellness in the Workplace.