Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in Equatorial 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 Equatorial Guinea, will help you focus on growth for greater levels of success.

How Employer of Record (EoR) in Equatorial Guinea Works 

Workforce Africa makes it hassle free to hire and manage your remote staff in Equatorial 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 Equatorial Guinea 

Types of Employment Contracts:

• Permanent (Indefinite-Term) Contract
• Fixed-Term Contract: Permitted for specific and non-durable tasks; must be in writing and cannot exceed two years, including renewals.
• Apprenticeship or Training Contracts
• Temporary Work Contract: For specific tasks or periods.

Essential Clauses:

Every employment contract in Equatorial Guinea must include:

• Full name and details of both employer and employee
• Job title and detailed responsibilities
• Work location
• Duration (for fixed-term contracts)
• Remuneration and payment terms
• Leave entitlements
• Termination procedures
• Probationary conditions, if any.

Working Hours in Equatorial Guinea 

• Standard Workweek: 8 hours per day, 48 hours per week.
• Overtime: Permitted up to 2 hours per day and 200 hours per year, compensated at 125% or more of the basic pay.
• Rest Periods: Employees are entitled to at least 24 consecutive hours of rest per week.

Observed National Holidays and Vacation   

These national holidays are celebrated in Equatorial Guinea: 

• New Year’s Day – January 1
• Good Friday – Date Varies
• Labour Day – May 1
• Corpus Christi – Date Varies
• President’s Day – June 5
• Freedom Day – August 3
• Constitution Day – August 15
• Independence Day – October 12
• Immaculate Conception – December 8
• Christmas Day – December 25

Expats, Visas & Work Permits   

Visa Application:

Foreign nationals intending to work in Equatorial Guinea must obtain a Work Visa prior to entry. This visa is typically issued based on an employment offer from an Equatoguinean employer.

Work Permit Application:

Employers are responsible for securing a Work Permit for their foreign employees. The process involves submitting the employment contract approved by the Ministry of Labour, proof of the employee’s qualifications, and payment of relevant fees. Work permits are issued for up to one year and must be renewed prior to expiration.

A Equatorial Guinea EoR offers this service to help businesses manage their clients. 

Paid Leaves  

• Annual Leave: Employees are entitled to 30 days of paid annual leave per year, with the option to take up to 15 days consecutively. After completing ten years of service, annual leave entitlement increases by one additional day for every two subsequent years of employment. In cases where an employment contract ends before the employee has taken their annual leave, they are entitled to a pro-rata payment corresponding to the full or partial months worked. If the contract is terminated due to the employee’s death, this compensation shall be granted to their legal dependents.
• Sick Leave: Employees are entitled to up to 3 days of paid sick leave, fully covered by the employer. If the illness extends beyond this period, wage compensation is provided through Social Security in accordance with applicable regulations.
• Maternity Leave: Female employees are entitled to 12 weeks of fully paid maternity leave, divided into 6 weeks before childbirth and 6 weeks after. Additional paid leave may be granted in cases of medical complications related to pregnancy or childbirth
• Paternity Leave: Employees are granted 3 days of paid leave upon the birth of a child.
• Marriage Leave: Employees are entitled to 15 days of paid leave in the event of their marriage.
• Relocation Leave not due Accident: Employees may take up to 3 days of paid leave for a change of residence, provided the relocation is not due to an accident.
• Relocation Leave due to Accident: Employees are entitled to up to 7 days of paid leave when a change of residence is necessitated by an accident.
• Bereavement Leave (Spouse, Child, or Parent): In the event of the death of a spouse, child, or parent, employees are entitled to 10 days of paid leave.
• Bereavement Leave (Grandparents, In-Laws, or Siblings): Employees are entitled to 7 days of paid leave following the death of a grandparent, in-law, or sibling.

Statutory Deductions   

• Social Security Contributions
  • Employer Contributions:
    • 21.5% of each employee’s gross salary to INSESO.
    • 1% to the Work Protection Fund.
  • Employee Contributions:
    • 4.5% of gross salary to INSESO.
    • 0.5% to the Work Protection Fund.
• Tax Brackets and Rates
  • Personal Income Tax (PIT): Equatorial Guinea applies a progressive income tax on residents’ income, ranging from 0% to 25%.
  • Corporate Income Tax (CIT): Standard corporate income tax rate: 25%.

Health Insurance 

Equatorial Guinea does not have a universal healthcare system. Employers and employees contribute to the National Institute of Social Security (INSESO), which provides limited health coverage. Many employers offer additional private health insurance to supplement public services.

Additional Compensation and Benefits  

While not mandated by law, some employers might offer additional benefits, such as: 

• Health Care: Employers are required to provide a safe working environment and may offer health benefits. The public health system is limited; private health insurance is often provided by employers. 
• Occupational Coverage: Employers must contribute to social security schemes covering occupational accidents and diseases. 
• Pensions: The social security system provides pensions for old age, disability, and survivors, funded by employer and employee contributions. 
• Paid National Holidays: Employees are entitled to paid leave on public holidays recognized by the government. 

Termination/ Severance in Equatorial Guinea 

A. Probationary Period

• The probationary period is up to 3 months for regular roles and up to 6 months for managerial or specialized technical roles.
• During probation, the contract may be terminated by either party with 8 days’ notice unless otherwise agreed.

B. Termination of Employment

• Permissible Grounds:
  • Expiry of a fixed-term contract
  • Resignation by the employee
  • Dismissal for just cause (e.g., misconduct, repeated absences, theft)
  • Economic redundancies or company restructuringMutual agreement between parties
• Notice Period:
  • Employees are required to give one week’s notice after completing one month of service.
  • After six months of continuous employment, a one-month notice is required.
  • For employees in higher-level or managerial positions, a longer notice period may apply as specified in individual employment contracts or collective agreements.

C. Annual Bonuses

• Independence Day Bonus: Employees are entitled to a bonus equivalent to fifteen days’ salary, to be paid on or before the 12th of each year in celebration of Independence Day.
• New Year Bonus: Employees are entitled to an additional bonus of fifteen days’ salary, payable on or before December 20th each year in celebration of the New Year.
• Pro-Rated Entitlement: Employees who have not completed one full year of service by the time of payment, or whose contracts are terminated before completing a year, are entitled to a pro-rated bonus based on the number of full months or fractions of a month worked.

D. Severance Pay

Employees who are terminated without cause are entitled to severance compensation, which is calculated based on the following criteria:

• General Severance: 45 days of salary for each year of service, prorated for any incomplete years.
• Domestic Workers: Entitled to 15 days of salary for each year of service, also prorated.
• Death of Employee: Severance pay is granted to the legal beneficiaries in accordance with Civil Law.
• Payment Basis: Severance is calculated based on the employee’s most recent salary.

E. Termination Process

The employer must provide written notice of termination stating the reason(s)

• A termination certificate must be issued
• Employees can challenge the termination in labor courts or via the Ministry of Labor
• Dismissals involving collective redundancies may require prior approval from labor authorities.