Definitive Guide to Hiring in Guinea

Hiring in Guinea

Hiring employees compliantly in Guinea means doing it yourself or using an Employer of Record like Global Expansion. You should be careful using independent contractor agreements in Guinea so that you don’t run afoul of employment laws. To hire an employee compliantly and offer them mandatory benefits and compliant agreements, you can:

(a) Establish your own new legal entity, banking, accounting and payroll service in Guinea; or

(b) use an Employer of Record like Global Expansion who can handle all of the details for you.

Labor Laws in Guinea

Employee Probation Period

• Probation period is typically 3 months.

Annual Leave in Guinea

• Employees are generally eligible to accrue paid leave at a rate of 2 1/2 days per month worked.

Holidays in Guinea

Maternity Leave Guinea

Female employees are entitled to 14 weeks (6 weeks pre natal and 8 weeks post natal) of paid maternity leave.

Paternity Leave Guinea

• There is no statutory paternity leave in Guinea.

Sick Leave in Guinea

• Employees are generally entitled to up to 26 weeks of paid sick leave.

Working Hours in Guinea

• The work week in Guinea is 48 hours.

Overtime in Guinea

• The employer can unilaterally impose overtime on worker, up to the limit of 100 hours per year. Beyond the 100th hour, the employer must obtain an authorization from the Labor Inspector to perform overtime.
• Overtime work entitle the worker to financial compensation on top their salary.
• This increase shall be of 30% for the first 4 hours, and of 60% after it.

Termination of Employment in Guinea

• Employers may terminate employees for “personal reasons” including ineptitude, ill health, or misconduct.
• The employer must summon the employee to an interview with at least 5 days’ notice by registered letter and must include the reasons for wanting to dismiss the employee.
• The employer must wait 2 days after the interview before dismissing the employee.
• Such dismissal must be made by hand-delivered letter within three days of the interview.
• Reductions in staff due to economic reasons must go through the trade union.
• Unless the employee is dismissed for serious misconduct, she or he is entitled to the following notice on dismissal:
  • operational staff: 2 weeks
  • supervisors and foremen: 1 month
  • middle managers and similar: 3 months

Notice Period in Guinea

• Unless the employee is dismissed for serious misconduct, she or he is entitled to the following notice on dismissal:
  • operational staff: 2 weeks
  • supervisors and foremen: 1 month
  • middle managers and similar: 3 months

Severance in Guinea

• Severance pay is as follows: -
  • 33% of overall average monthly salary for each completed year for the first five years
  • 35% of the overall average monthly salary per year from 6th to 10th year inclusive
  • 40% overall average monthly wage per year beyond the 10th year

Guinea Salary and Wages

13th / 14th Month Salary in Guinea

• Yes
• There is no statutory requirement to pay the 13th or 14th month salary.
• However after a year of service employees receive a National Independence Bonus which equates to 15 days of salary payable before 12 October.
• The employees also get 15 days of salary for a Christmas bonus payable before 24 December.

• Contributions are levied on total remuneration paid, up to a monthly ceiling of GNF2,500,000.
• Employees’ contributions are withheld monthly by employers.

Immigration Guinea

• Foreign nationals, even those classified as residents, must obtain visas to enter Guinea.
• Visas may be obtained from Guinean consulates and embassies abroad.
• Nationals of member countries of the Economic Community of West African States (ECOWAS; the French translation is Communauté Économique des Etats de l’Afrique de l’Ouest or CEAO) and nationals from certain countries that have concluded special agreements with Guinea do not need visas to enter the country.
• A short-term permit is issued for initial entry into Guinea and is valid for a period ranging from one day to a maximum of three months.
• No visa authorizes an individual to work.
• A work permit authorized by the national employment and labor office (AGUIPE) must be obtained.
• Nationals of member countries of the ECOWAS do not need an authorization to work in Guinea.
• The request for an initial work permit is made by a letter from a prospective employer explaining the reasons why the applicant is being hired.
• It should be accompanied by four copies of the expatriate work contract, two identification photographs, hotel reservations or an invitation letter, and a return flight ticket.
• When reviewing work and residence permit applications, the government of Guinea considers the benefit of an individual’s presence in the country and his or her anticipated compliance with the laws and regulations of Guinea.
• It is possible to change employers after the applicant receives a permit.
• Foreign nationals may establish businesses in Guinea.
• In addition, foreign companies may set up subsidiaries headed by foreign nationals.

Value Added Tax (VAT) in Guinea

• The standard VAT rate is 18%
• A zero rate is applicable for exports and international carriage.

Mandatory Benefits in Guinea

• These are mandatory benefits as postulated by law
• These include probationary period, annual leave, public holidays, sick leave, maternity leave, overtime pay, notice period, and severance pay
• Statutory benefits also include social security benefits

Payroll Accrual in Guinea

Country Accruals Additional Information

Description

Employers may terminate employees for “personal reasons” including ineptitude, ill health, or misconduct. The employer must summon the employee to an interview with at least 5 days notice by registered letter and must include the reasons for wanting to dismiss the employee. The employer must wait 2 days after the interview before dismissing the employee.

Payroll Accruals Additional Information

Accrued Benefits in Guinea

Why use Global Expansion to hire in Guinea

Establishing a branch office or subsidiary in Guinea can be time-consuming, expensive and complex. With such a robust labor market in place, one must pay great attention to detail when structuring employment because Guinea labor laws are complex.

The company also has a responsibility to comply with specific employment practices dictated by Guinea law to maintain its good standing as an equal opportunity employer.

Global Expansion makes it easy for you to expand into Guinea. We'll help you hire your candidate of choice, handle HR matters and payroll, and ensure that you comply with local laws without the burden of setting up a foreign branch office or subsidiary. In addition, you'll have complete control and direction over your employees.

We enable you to stay in control of everything. Our Guinea Global Professional Employer Organization (PEO) and Employer of Record (EOR) solution provides you with peace of mind to focus on running your company and the security to enter new markets.