Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in Guinea. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Employer of Record in Guinea, will help you focus on growth for greater levels of success.

How Employer of Record (EoR) in Guinea Works

Workforce Africa makes it hassle free to hire and manage your remote staff in Guinea without having to first set up a subsidiary or entity in the country. We handle staff contract management and onboarding, payroll, compliance, taxes, and other administrative matters. With Workforce Africa, you can now focus more on strategic activities and growing your business. These items include >>

Employment Contracts in Guinea

• Employees must have a written employment contract defining their terms, responsibilities, and benefits.
• Minimum wage regulations vary based on the sector and type of work.
• Termination and severe pay must follow labour laws and employment contracts.
• Employers are responsible for providing a safe working environment and complying with health and safety regulations.
• Employers are required to contribute to social security schemes for employees.
• Discrimination based on race, gender, religion, disability, or other factors is prohibited.
• Grievance procedures should be in place for employees.

Working Hours in Guinea

Standard Limits

• Daily limit: Maximum of 8 hours per day.
• Weekly limit: Maximum of 40 hours per week.

Overtime Limits

Overtime work is allowed, with specific compensation rates depending on the overtime hours worked.

• Daily Limit: Employees can work up to 10 hours per day.
• Weekly Limit: The standard workweek is 40 hours, but it can be extended to 48 hours for industrial workers.
• Annual Limit: Employers can require up to 100 overtime hours per year without special authorization. Beyond this, they must obtain approval from the Labor Inspector.

Overtime Pay Rates

• First Four Hours in a Week: Overtime is compensated at 30% of the regular hourly rate.
• Beyond Four Hours in a Week: Overtime is compensated at 60% of the regular hourly rate.
• Public Holidays: Employees are entitled to 10 public holidays per year, and overtime hours worked are compensated at 100% of the regular rate.
• A 20% rate is applied for work conducted at night (from 8 p.m. to 5 a.m.). If the night work qualifies as overtime, the 20% is used first, followed by the overtime rate.

NB: all calculated in basic salary.

Observed National Holidays and Vacation

These national holidays are celebrated in Guinea:

• January 1 – New Year’s Day
• April 10 – Easter Monday
• April 18 – Lialat-al-Qadar
• May 01 – Labour Day
• May 25 – Africa Day
• June 29 – Tabaski
• August 15 – Assumption Day
• September 27 – Mouloud
• October 02 – Independence Day
• December 25 – Christmas Day

Expats, Visas & Work Permits

To legally enter Guinea, an expatriate must apply for a short-term entry visa that allows them to work there. Once in Guinea, the expatriate and their employer must apply for a work permit, with the employer typically initiating and sponsoring the application. A Guinea EoR offers this service to help businesses manage their clients.

Paid Leave

• Paid Leave: Employees receive 2.5 days of paid leave per month worked.
• Maternity Leave: Female employees receive 14 weeks of paid maternity leave (06 weeks before delivery and 08 weeks after), but changes can be made if necessary. There is no statutory paternity leave, but some companies may offer it as an additional benefit.
• Study Leave: Some employers offer paid or unpaid study leave for employees pursuing further education or professional development relevant to their work. This is typically not mandated by law but depends on individual company policy.
• Bereavement Leave: Individual employers determine the specifics regarding the duration and terms of bereavement leave, which may vary.
  • 3 days for the employee’s wedding.
  • 1 day for the wedding of a child, brother, or sister.
  • 3 days for the death of a spouse or direct descendant.
  • 1 day for the death of a direct parent (father, mother, brother, or sister).
  • 1 day for the death of a father-in-law or mother-in-law.
  • 1 day for the birth of a child.

NB: this is granted to employees with at least 6 months of seniority in the company.

Statutory Deductions

• Employees: Contribute 5% of their monthly covered earnings. The minimum monthly earnings used to calculate contributions are based on the legal monthly minimum wage of 550,000 Guinean francs. The maximum monthly earnings used to calculate contributions are capped at 2,500,000 Guinean francs.
• Employers: Contribute 18% of the employee’s monthly covered payroll. The exact minimum and maximum earnings limits apply.
  • Breakdown of the 23% contributions (18% covered by employer & 5% by employee)
  • Family benefits 6%
  • Work accidents and occupational diseases 4%
  • Health insurance 6.5%
  • Old age retirement Disability Death 6.5%
• Old-age pension: It is available at 55, 60, or 65, depending on the profession, with at least 15 years of paid contributions.

Health Insurance

In Guinea, employee health benefits encompass a state-funded healthcare system. However, employers often need more healthcare provisions to acquire private medical insurance.

Additional Compensation and Benefits

• Retirement: The social protection system includes a public service pension plan and a defined benefit National Social Security Fund (CNSS).
• Healthcare: Employers and employees contribute to the government’s health insurance scheme, covering medical expenses, including maternity benefits.
• Disability and Death Insurance: The system provides temporary and permanent disability and death benefits.
• Health Insurance: Many employers offer private health insurance plans as a supplementary benefit.
• Other Benefits: Companies may provide additional perks like performance-based bonuses, education stipends, and company cars.

Termination/Severance in Guinea

Termination Process

A formal notice of termination must be provided in writing to the concerned party to ensure proper procedure. In the event of employer-initiated termination, employees are entitled to present a counterargument, which ensures a fair and just process. Upon termination, employers must issue a termination certificate detailing the reasons for dismissal.

Probationary Period

The probationary period is usually up to 03 months. During this period, the employer or the employee can terminate the contract without any negative consequences.

NB: three months when the worker hired is a manager, and one month in other cases.

Notice Period

In Guinea, the notice period required for terminating an employment contract depends on the employee’s position within the company. Here are the general guidelines:

Fixed contract:

• Operational Staff: 1 months’ notice.
• Supervisors: 2 months’ notice.
• Middle Managers and Similar Roles: 3 months’ notice.

These notice periods ensure that both employers and employees have adequate time to prepare for the termination of employment. However, in cases of serious misconduct, the employer may not be required to provide a notice period, a fact that employees should be aware of.

Severance Pay

• Employees terminated for just cause (e.g., gross misconduct) are not entitled to any gratuity or severance payment.
• Employees terminated due to redundancy or economic reasons are entitled to a gratuity or severance payment equivalent to one-third of one month’s gross salary for each year of service, pro-rated for any incomplete year.
• Resigning employees are not legally entitled to a gratuity or severance payment from their employer.

Reason for termination:

• The law provides different minimum notice periods depending on the reason for termination:
• Termination by Employer (without cause): The Employer must provide written notice and severance pay.
• Termination by Employer (with cause): In cases of misconduct or poor performance, the Employer might not be obligated to pay severance. However, it’s advisable to consult legal counsel and the labour inspection department for specific situations.