What to Check in a Remote Work Contract Before Signing

A foreign company's contract can look final and polished, and many Nigerians sign quickly because they're afraid the offer will be withdrawn. Asking for a clarification rarely costs you a genuine offer. What costs people is finding out later that "monthly" meant 45 days after invoice, that the company owns the side project they built at weekends, or that they agreed to US Eastern hours with no extra pay.

This guide gives you a clause-by-clause checklist, a hypothetical offer worked through in naira, the red flags that mean you should stop, and a short email you can adapt to ask for changes.

Quick answer

Read every remote contract for seven things: the legal parties (employer, Employer of Record or client), pay (amount, gross or net, currency, frequency and method), working hours in West Africa Time, termination and notice, ownership of your work, restrictions on other work, and which country's law applies. Get any verbal promise written into the document. Never sign a contract that asks you to pay a fee to start.

First, work out what kind of contract you have

Your rights depend on the type of contract, so identify that before you read the clauses. A Nigeria-based worker hired by a foreign company usually receives one of four documents.

An Employer of Record is a company that legally employs workers in a country on behalf of another business that has no entity there. If your contract names a company you've never heard of, check whether it's the EOR before you panic. For the full difference between these routes, read our guide to contractor versus EOR employee status in Nigeria.

Offer letter or contract: which one are you signing?

An offer letter states the headline terms: job title, pay, start date and perhaps probation. The contract (or contractor agreement) contains the clauses that cause problems later: intellectual property, termination, restrictions and dispute rules. If you only have an offer letter, sign it if the terms are right, but write back asking when you'll receive the full agreement, and don't resign from your current job until you've read it.

To evaluate a remote job offer properly, compare it against three things: the original job ad, what was said in interviews, and your own minimum figure in naira after fees and tax. Anything promised in an interview that isn't in the document doesn't legally exist for you.

Why the type of contract changes your checklist

An EOR employee in Nigeria is covered by Nigerian employment law. Under section 7 of the Labour Act, an employer must give a worker written terms within three months of starting, covering pay, hours, holidays, sick pay and notice, according to WageIndicator's summary of Nigerian contract law. The same source notes that the Act doesn't cover every category of worker, so check whether it applies to your role.

A contractor gets none of those statutory protections by default. Anything you want, such as notice, paid time off or late-payment terms, has to be written into the agreement. That's why contractors need to read more carefully, not less.

The remote contract checklist, clause by clause

Use this list on any remote work contract, whether it comes from a US startup, a UK agency or a client on a platform. For each clause, the question is the same: if this went wrong, what does the document say happens?

1. The parties: who exactly is paying you

Check the legal name of the company, its country of registration and its address. Then check that it matches the website and the person who interviewed you.

• If an EOR is named, confirm it with your recruiter in writing ("Will Deel be my employer of record?").
• If the contracting company is different from the brand you applied to, ask why. Subsidiaries are normal. A random entity with no web presence is not.
• Your name should match your ID exactly, because payment providers check it against your NIN and BVN records when you withdraw.

2. Role, scope and deliverables

A job title isn't a scope. For employees, look for a description of duties and who you report to. For contractors, look for deliverables, deadlines and what counts as extra work.

A vague scope ("and any other tasks assigned") is common in employment contracts and usually harmless. In a fixed-price contractor agreement, it's a problem: the client can keep adding work without paying more. Ask for a line saying that work outside the agreed scope will be quoted separately.

3. Pay: amount, currency, gross or net, and frequency

This is where most Nigerian workers get caught out. Check each part separately.

• Amount and basis: a monthly salary, an hourly rate or a fixed project fee. For hourly work, check whether there's a weekly cap and how hours are recorded.
• Currency: dollars, pounds or euros, or naira? If it's naira, at what exchange rate and who sets it? A naira salary pegged to an old rate quietly falls in value.
• Gross or net: EOR employees should see the gross figure and the deductions (tax, pension). A contractor's figure is usually gross, and tax is your job.
• Frequency and timing: "monthly" can mean paid on the 25th, or paid 30 days after an approved invoice. Those are very different cash-flow situations.
• Raises and reviews: whether there's a review date at all.

For the detail on payment timing, invoicing and late payment, see how to understand payment terms in international remote contracts.

4. Payment method and who pays the fees

The contract or onboarding pack should say how money reaches you: through the EOR's payroll, a platform such as Deel or Payoneer, a direct bank transfer (SWIFT) or a wallet. Ask two questions:

1. Does the company pay the transfer fees, or are they deducted from my amount?
2. Can I receive into a domiciliary account or a provider that works in Nigeria?

If the only method offered is one that doesn't serve Nigeria, sort it out before you start work. Our guide to receiving dollar payments in Nigeria compares the apps and their fees.

5. Working hours and time zone

Look for the words "core hours", "overlap" or a named time zone. Then convert to West Africa Time (WAT, UTC+1, no daylight saving) so you know what you're agreeing to.

A contract that says "available during US business hours" with no specific time zone can stretch to cover both coasts. Ask for a fixed window, and check whether being on call or answering messages out of hours is expected and paid. If you're a contractor, the more the contract controls your hours, the more you look like an employee without an employee's protections.

6. Probation and start date

Check the length of probation and what changes when it ends. Common changes are a longer notice period, access to benefits or a pay rise. Nigerian law doesn't set a maximum probation length, but a probation term in a signed contract binds you, as WageIndicator notes. A probation of three to six months is typical. A probation with no end date, or one the company can extend repeatedly, deserves a question.

7. Leave, public holidays and benefits

EOR employees should see annual leave, sick leave and public holidays written down, including whether you follow Nigerian public holidays or the company's country holidays. Contractors usually get no paid leave unless it's negotiated, so either ask for paid days or price your rate to cover time off.

Benefits worth checking are health insurance (does it work in Nigeria, or is it a US plan you can't use?), pension, a learning budget and an equipment allowance.

8. Equipment, power and internet

Remote contracts often say you must "maintain a reliable internet connection" and "be reachable during working hours". In Nigeria, that's a real commitment, not boilerplate. Check:

• Who provides the laptop, and whether you must return it (and how, from Nigeria) if the contract ends.
• Whether there's a stipend for internet, power (inverter, solar or fuel) or a co-working space.
• Whether an outage counts as a performance issue. A sensible contract or handbook allows for reasonable disruptions if you tell your manager promptly.

Before you sign, make sure you actually have backup: an inverter or solar setup, and two internet sources such as a MiFi plus a phone hotspot on a different network.

9. Termination and notice

Read how each side can end the contract, how much notice is required, and what you're paid on exit: final salary, unused leave, and payment for work already delivered. A contractor agreement should say that any approved work completed before termination will be paid.

Watch for one-sided notice, for example 30 days from you but "immediately" from the company. For US employers, the US Department of Labor's termination guidance explains that, outside discrimination, whistleblower and similar protected cases, a termination is "subject only to any private contract" between employer and employee. In other words, the contract you sign is your main protection. For more detail, see how notice periods work in remote contracts and what happens when a remote company ends your contract.

10. Intellectual property and confidentiality

An intellectual property (IP) clause says who owns what you create. It's normal for the company to own the work you do for it. Check three things:

• Scope: does the clause cover only work done for the company, or "anything you create during the term"? The second can capture your personal projects and freelance work.
• Pre-existing work: list any code, designs, templates or writing you owned before you started, so they stay yours.
• Portfolio rights: ask whether you can show non-confidential work in your portfolio, or describe it on your CV.

Confidentiality clauses and non-disclosure agreements (NDAs) are standard. Check how long they last and that they don't stop you from talking about your own skills in general terms.

11. Restrictions: non-compete, non-solicit and exclusivity

A non-compete stops you working for competitors, a non-solicit stops you poaching clients or staff, and an exclusivity clause stops you taking other work at all. Many Nigerian remote workers keep a second client or a side business, so this clause matters.

Ask for restrictions that are narrow (named competitors or a defined industry) and short. If you're a contractor, push back on full exclusivity unless the pay reflects it. Whether a broad non-compete can be enforced depends on the governing law, and you shouldn't sign one assuming it won't be.

12. Governing law and disputes

This clause names the country (or US state) whose law governs the contract and how disputes are settled: courts, arbitration or mediation. A contract governed by Delaware law with disputes settled in US courts means that, in practice, a small payment dispute may cost more to pursue than it's worth. This is one more reason to prefer a contract with clear payment terms, and payment through a platform or EOR with its own dispute process.

13. Data, monitoring and your personal information

Check whether the company installs time-tracking or monitoring software on your device, takes screenshots, or requires a webcam. Then check what personal data it collects from you (passport, NIN, BVN, bank details) and why.

In Nigeria, the Nigeria Data Protection Act 2023 sets rules for how organisations handle personal data, and the Nigeria Data Protection Commission enforces it and runs a breach-reporting portal. A legitimate employer or EOR asks for identity documents through a secure onboarding system after an offer, not over WhatsApp before you've even had an interview.

14. Tax and status wording

A contractor agreement usually says you're responsible for your own tax. That's normal, so read it as a reminder to plan for it. See our guide to tax for remote workers in Nigeria. An EOR contract should show deductions on your payslip. If a contract calls you a contractor but controls your hours, equipment and leave like an employee, raise it. It won't necessarily change the offer, but you'll know what you're giving up.

A useful benchmark: what UK employees must receive in writing

You won't get UK statutory rights by working for a UK company from Lagos as a contractor. Still, the UK's list of required written terms makes a good checklist of what a complete contract looks like. According to GOV.UK's guidance on written statements of employment particulars, employees must receive the following on day one:

• the employer's name, job title, start date, pay and how often it's paid
• hours and days of work, holiday entitlement and work location
• probation, benefits, obligatory training, sick pay and notice periods
• for work abroad of more than a month, the currency of pay

If your contract leaves out several of these, ask for them. For UK-specific contract terms, see what Nigerian professionals should know about UK employment contracts. The US equivalent is what Nigerian professionals should know about US employment contracts.

Evaluating an offer: a worked example

Example (hypothetical): Chiamaka, a customer support specialist in Ibadan, receives a contractor agreement from a US software company. It offers $1,800 a month, paid "monthly via Deel", for "US business hours", with 14 days' notice from her and "immediate termination at the company's discretion". It has an IP clause covering "all work product created during the term" and an exclusivity clause.

Here's how she'd evaluate it:

1. Convert the headline: $1,800 a month is about ₦2,451,600 at ₦1,362 to $1 (CBN NFEM weighted average, 23 October 2026). That's before withdrawal fees and tax.
2. Pin down the hours: "US business hours" could mean 3pm to 11pm in Lagos in winter (Eastern) or 6pm to 2am (Pacific). She asks for 9am to 5pm Eastern in writing.
3. Fix the notice gap: she asks for mutual notice (14 days each way) and a line that completed work up to the termination date will be paid.
4. Narrow the IP clause: to "work created for the company in the course of the engagement".
5. Query exclusivity: she asks to keep weekend tutoring, which doesn't compete with the company.
6. Check payment timing: she asks for the pay date and confirms how she'll withdraw from Deel to a Nigerian account.

None of these requests is aggressive, and each is easy for a genuine company to answer. To estimate what lands in your account, see how to calculate your take-home pay from a remote job. If you're comparing two offers, use how to compare international salary offers.

Red flags: when to stop, not negotiate

Some problems can be fixed with an email. Others tell you the "contract" is a scam or a trap. Stop and don't sign if you see any of these:

• A fee to start: any payment for training, equipment, a "work permit", onboarding or a "refundable deposit". Legitimate employers don't charge you to work. Read why you should never pay to receive a remote job offer.
• A cheque or overpayment for equipment that you must spend through the company's "vendor" and refund the difference.
• No company details: the contract names no registered company, or the email domain doesn't match the website.
• Pressure to sign today with threats that the offer expires in hours.
• Requests for bank logins, OTPs or card PINs, or your passport sent over chat before any verified interview. See what to know before sending your passport to a recruiter.
• Repayment clauses that make you repay training or equipment costs if you leave, especially when the amounts aren't stated.
• Commission-only pay described as a salary.

If you see any of these, our guide on how to spot remote job scams in Nigeria explains the common patterns.

How to ask for changes without losing the offer

Most remote contracts are templates, and hiring managers expect a few questions. Ask once, in one email, with your points numbered and phrased as requests. Fix the terms before you sign, because amendments after signing need the other side's agreement.

Example (hypothetical) email:

"Thank you for the offer. I'm excited to join. Before I sign, could you confirm or adjust a few points?

1. Working hours: could we fix them as 9am to 5pm US Eastern?
2. Notice: could notice be 14 days for both sides, with payment for completed work up to the end date?
3. IP: could the clause cover work created for the company during the engagement, excluding my pre-existing work (listed below)?
4. Payment: could you confirm the pay date each month and that payment is through Deel in USD?

Happy to discuss on a quick call."

If you also want to raise the rate, keep that conversation separate and do it first. Our guide to negotiating a dollar salary for a remote job covers the wording.

Before you sign: a five-minute decision check

Run through this list with the final version in front of you.

When everything sits in the first two columns and your questions have answers in writing, sign it, save a PDF copy outside your work email, and note the key dates (pay day, probation end, notice). For the bigger picture of how cross-border contracts are structured, read how international remote employment contracts work.

Frequently asked questions

Can I negotiate a remote work contract?

Yes. Hours, notice, IP scope, exclusivity, pay date and sometimes the rate are all commonly negotiable before you sign. Ask once, politely and in writing. A company that withdraws a genuine offer because you asked for a time zone to be specified is telling you how it will treat you later.

Should I sign an offer letter before seeing the full contract?

You can sign an offer letter if its terms are right, but don't resign from a current job until you've read the full contract. The offer letter covers pay and start date. The contract holds the clauses (termination, IP, restrictions) that matter most if things go wrong.

Is it normal for a remote contract to have no notice period?

It's common in contractor agreements but not ideal. Ask for mutual notice of at least two weeks and a clause guaranteeing payment for approved work completed before termination. EOR employment contracts in Nigeria should state notice in writing.

Which currency should my remote contract pay in?

If the company is abroad, a contract in dollars, pounds or euros protects you from naira depreciation. If it pays in naira, check the exchange rate used, who sets it and how often it's reviewed. Either way, confirm the payment method works for Nigeria before you start.

Do I need a lawyer to review a remote work contract?

Not for most standard offers, if you check the clauses above and get answers in writing. Consider a Nigerian employment lawyer for senior roles, equity, a broad non-compete, or a contract governed by a foreign law that involves large sums.

Can a foreign company's contract stop me freelancing on the side?

It can, if you sign an exclusivity or broad non-compete clause. Read the restrictions and the IP clause together, because a wide IP clause can also give the company ownership of side work. Ask to carve out named activities before signing.

What documents will a legitimate employer ask for after I sign?

Usually proof of identity, bank or payout details and tax information, collected through a secure HR or EOR platform. Be wary of requests for documents over WhatsApp or Telegram, or before you've had a real interview.

Key takeaways

• Identify the contract type first (EOR employee, direct contractor or platform contract), because it decides which protections you have by default.
• Check pay in full: amount, currency, gross or net, pay date, payment method and who pays transfer fees.
• Convert any hours clause into WAT and ask for a fixed window in a named time zone.
• Look for mutual notice and a guarantee that completed work is paid if the contract ends.
• Narrow IP, exclusivity and non-compete clauses so they don't swallow your side work or portfolio.
• Walk away from any contract that asks you to pay to start, or that comes from a company you can't identify.

Next steps

If you're still job hunting, browse remote jobs open to applicants in Nigeria. Each listing shows the company, its website and where applicants may live, which gives you a head start on the identity check above. After a search, use "Get email updates" to receive a free daily digest of new matching jobs. When an offer arrives, keep this checklist open next to it, and read questions to ask before accepting a remote job offer before your final call with the recruiter.

Sources

• Employment contracts and conditions: written statement of employment particulars, GOV.UK
• Contracts and Dismissals (Nigeria), WageIndicator
• Termination, US Department of Labor
• Nigeria Data Protection Commission
• CBN exchange rates by currency