The True Cost of
Ownership.
In-House HR vs. Outsourcing. We break down the hidden costs, risks, and strategic advantages of each model for Nigerian businesses.
| Dimension | In-House HR Department | Sigma HR Outsourcing |
|---|---|---|
| Cost Structure Financial Impact |
High Fixed Costs
Salaries, benefits, office space, software licenses, and training for HR staff. Costs remain high even in low revenue months. |
Variable Subscription
A predictable monthly fee based on headcount. Scales up or down with your business. No hidden overheads. |
| Legal Liability Compliance & Risk |
Full Exposure
The company is directly liable for all labor law violations, wrongful termination suits, and tax penalties. |
Indemnified
Sigma acts as the legal Employer of Record (EOR), absorbing compliance risks and handling regulatory audits. |
| Management Focus Strategic Attention |
Distracted
Management spends significant time overseeing HR admin, resolving petty disputes, and managing payroll errors. |
Core Business
Leadership focuses purely on revenue, strategy, and product. HR becomes an automated background utility. |
| Continuity Staff Turnover |
Single Point of Failure
If your HR Manager resigns, your compliance and payroll processes stop. Institutional knowledge is lost. |
Zero Downtime
You hire a system, not a person. A full team backs your account, ensuring continuity regardless of individual staff changes. |
In-House HR
- High Fixed Salary Costs
- Expensive Software Licenses
- Full Legal Liability
- Disruption when HR staff leave
Sigma Outsourcing
- Lower Variable Cost
- Tech Stack Included
- Compliance Indemnity
- 100% Continuity Guarantee
Calculate Your Savings
Don't just take our word for it. Use our ROI calculator to plug in your employee numbers and see exactly how much you could save annually.
Open CalculatorAvg. Client Savings
40%
Annual OpEx Reduction
Get a Cost Analysis
Request a detailed proposal tailored to your headcount.
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