Nigeria Visa and Work Permit Guide 2025

This guide summarizes practical, up-to-date guidance on Nigerian visas and work permits in 2025, outlines step-by-step application procedures, and highlights keyNotes (precautions) for employers and foreign nationals. It preserves core policy principles—priority for Nigerian nationals, documentation and verification requirements, and biometric residency procedures—while offering operational tips and sample cases.

Overview: Categories and core rules

Common entry and employment-related categories you will encounter:

• Tourist/Visitor Visa: short stays for leisure or private visits.
• Business/Short-Term Entry Visa: meetings, contract negotiation, short assignments (no local employment).
• Work Visa / Long-Term Employment: for foreign nationals recruited by Nigerian entities; requires employer-led approvals and residence documentation.
• Combined Expatriate Residence Permit and Aliens Card (CERPAC): the residence/work permit document issued to expatriates once approvals are in place.

Key policy principles to keep in mind: Nigerian authorities prioritize employment of qualified Nigerians; employers must justify expatriate hires through formal approval processes and local recruitment efforts. Biometric enrollment and health requirements (including yellow fever vaccination) are standard at entry and residence stages.

High-level application flow

1. Confirm the correct visa type at the Nigerian embassy/consulate or official portal.
2. Employer obtains statutory pre-approvals for employing a foreign national (see Expatriate Quota/approval process below).
3. Applicant applies for the appropriate visa at a diplomatic mission or e-visa portal if available.
4. Arrive in Nigeria with all original documents and vaccination certificates.
5. Complete biometric and residence permit steps with the Nigeria Immigration Service (NIS) to receive CERPAC.

Table: Typical documents required

Detailed operational steps (for employers and applicants)

1. Employer preparation

1. Register and update company records with the Corporate Affairs Commission (CAC). Ensure tax and social contributions are up to date.
2. Conduct and document local recruitment efforts. Advertise the role as required by policy to show inability to find suitably qualified Nigerians.
3. Prepare a justification dossier for the expatriate hire: job description, why local skills are insufficient, proposed duration and compensation.

2. Apply for expatriate approval (quota/exemption)

Submit the employer dossier to the relevant authority (ministerial or immigration office) for an expatriate quota confirmation or exemption. This is often a prerequisite to a long-term work visa and CERPAC. Processing times vary—plan for several weeks to a few months and follow up through official channels.

3. Visa application

1. Complete the visa application at the nearest Nigerian diplomatic mission or approved e-visa portal.
2. Include employer letters, quota approval (if already issued), and vaccination certificate.
3. Pay the visa fee and attend any required interview.

4. Arrival and CERPAC issuance

1. Present originals at entry; ensure yellow fever card is shown.
2. Register with NIS for biometric enrollment and apply for CERPAC using quota approval documentation.
3. Complete medical and police/background checks as required and collect the residence/work permit when issued.

Notes / Practical precautions

• Do not start local employment on a business or tourist visa. Employing someone without stated authorization risks fines, deportation, and blacklisting.
• Authenticity and legalization: apostille or embassy legalization may be required for academic and criminal record documents. Always check specific consulate requirements in advance.
• Vaccination: carry a valid yellow fever vaccination certificate; other health checks may be requested.
• Timing: processing windows can be unpredictable—build buffers into hiring timelines and project plans.
• Fees: many fees are non-refundable. Keep copies and receipts of every submission.
• Local compliance: register staff for tax, social security, and other statutory contributions promptly after arrival.

Common pitfalls and case examples

Case 1: A tech firm hired an engineer on a business visa. The company started payroll before securing expatriate quota and later faced fines and a 2-month delay while regularizing status. Lesson: secure approvals before employment starts.

Case 2: A manufacturing company followed the advertising and justification requirements, applied early for quota approval, and completed CERPAC issuance within two months of arrival. Proactive local counsel and clear documentation shortened processing times.

When to use professional support

Complex hires, senior executives, or situations involving multiple national jurisdictions benefit from immigration counsel and relocation services. A trusted provider such as SailGlobal can help coordinate document legalization, local compliance, and arrival logistics to reduce risk and time-to-deployment.

Final recommendations

1. Verify all rules with official Nigerian channels (embassy, NIS, Federal Ministry) before submission—policies evolve.
2. Adopt a compliance-first approach: prioritize documented local recruitment, complete dossiers, and early submissions.
3. Keep copies and digital backups of all submissions and maintain clear communication between employer, employee, and immigration authorities.

For employers and HR teams managing international mobility to Nigeria in 2025, careful planning, early engagement with authorities, and adherence to documentation requirements are the best ways to minimize delays and legal exposure.