Laws and Policies in Guinea-Conakry

Employment Contracts in Guinea

Employment is regulated by the Guinean Labour Code.

Contract Requirements

While contracts can be verbal, written employment contracts are strongly recommended and standard for formal roles. A contract should include:

• Employer and employee details
• Job title and duties
• Work location (site, city, region, remote)
• Type of contract (indefinite or fixed-term)
• Salary (in GNF) and payment schedule
• Working hours and overtime rules
• Leave and benefit entitlements
• Probation period
• Termination and notice terms

Contract Types

• Indefinite-term contracts – default for ongoing employment
• Fixed-term contracts – for specific projects or time-bound roles
• Part-time/temporary contracts, where appropriate

Probation Period

Commonly 1–3 months, depending on the role and clearly stated in the contract.

An EOR ensures your contracts comply with the Labour Code and are properly drafted in French where needed.

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Working Hours in Guinea

• Standard working time is usually 40–48 hours per week, depending on sector and contract.
• Typical schedule: 8 hours per day, 5 or 6 days per week.

Overtime

• Hours worked beyond the normal schedule are treated as overtime and must be paid at a premium rate, often higher than the basic hourly rate.
• For certain sectors, daily and weekly overtime limits apply, and additional approval may be required for excessive overtime.

Rest Periods

• Employees are entitled to daily rest between shifts and at least one full rest day per week, typically Sunday.

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Employee Leave in Guinea

Annual Leave

Employees generally accrue 2.5 working days of paid leave per month, totalling around 30 working days of annual leave after 12 months of service.

Leave usually:

• Accrues monthly
• Is scheduled by agreement between employer and employee

Sick Leave

• Employees are entitled to sick leave, usually supported by a medical certificate.
• Sick leave may be paid by the employer for a defined period, and longer absences can be partly covered through social security, depending on the case.

Maternity Leave

• Female employees are entitled to paid maternity leave (commonly 14 weeks), with income protection supported by a combination of employer obligations and social security (CNSS).

Paternity Leave

• Paternity leave is not always detailed extensively in law but may be granted by employer policy or collective agreements (typically a few days of paid leave).

Public Holidays

Employees are entitled to paid rest on official public holidays, which include national days and religious festivals (for example: Independence Day, Labour Day, Eid celebrations, Christmas).

If employees work on a public holiday, they typically receive extra pay or compensatory time off.

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Employee Benefits in Guinea

Social Security – CNSS

Guinea’s social security system is managed by the Caisse Nationale de Sécurité Sociale (CNSS).

Approximate contributions on gross salary:

• Employer: around 18%
• Employee: around 5%

These contributions fund:

• Retirement pensions
• Disability and survivor benefits
• Work injury coverage
• Health and family benefits
• Maternity-related benefits

Common Additional Benefits

To attract and retain skilled talent—especially in mining, engineering, and professional roles—employers often offer:

• Private or top-up health insurance
• Housing or hardship allowances (for remote or mine-site operations)
• Transportation and meal allowances
• Performance and project-completion bonuses
• Life and accident insurance
• Education or training support

Your EOR can help design a benefits package that is fully compliant and competitive in the Guinean market.

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Payroll & Tax in Guinea

Payroll Currency

• Salaries are normally paid in Guinean Franc (GNF).

Payroll Cycle

• Standard cycle: monthly payroll, paid at month-end.

Personal Income Tax

Employees pay progressive income tax on their employment income.

The employer is responsible for:

• Calculating and withholding income tax from salaries each month
• Withholding the employee share of CNSS
• Paying both employer contributions and withheld employee contributions to CNSS
• Remitting all amounts to tax and social authorities by statutory deadlines

An EOR manages all registration, calculations, payments, and reporting, ensuring your payroll is fully compliant.

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Employment Laws & Compliance in Guinea

Key compliance areas include:

• Labour Code requirements for contracts, working time, and leave
• CNSS registration and contribution payments
• Workplace health & safety, especially in industrial and mining environments
• Proper procedures for termination and disciplinary action

Termination & Severance

Termination must follow the Labour Code and must be based on valid grounds (economic reasons, misconduct, performance, or mutual agreement).

Employees may be entitled to:

• Notice period, based on seniority and contract
• Severance pay, particularly when dismissal is without fault or in cases of redundancy
• Additional compensation where dismissal is considered unfair

Correct documentation and due process are critical to reducing legal risk.

Non-Discrimination

Employers must avoid discrimination based on:

• Gender
• Race or ethnicity
• Religion or belief
• Political opinion
• Union membership
• Other protected characteristics

Clear internal policies, training, and consistent HR practices support compliance.