Laws and Policies in Guinea

Employment Contracts in Guinea

Employment is mainly governed by the Labour Code of Guinea (2014).

Contract Requirements

• Contracts may be verbal, but written contracts are strongly recommended and standard for formal employment.
• A written contract should include:
  • Employer and employee details
  • Job title and duties
  • Location of work (site, region, remote)
  • Type of contract (indefinite / fixed-term)
  • Salary (in GNF) and payment schedule
  • Working hours and overtime rules
  • Leave entitlements
  • Probation period
  • Termination terms and notice

Types of Contracts

• Indefinite-term contracts – default for ongoing roles
• Fixed-term contracts – for specific projects or temporary roles
• Part-time / casual arrangements

Probation Period

• Commonly 1–3 months, and should be clearly stated in the contract.

An EOR ensures contracts comply with the Labour Code and are properly documented in French where required.

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Working Hours in Guinea

Sources differ slightly, but core rules from labour-compliance guides are:

• A typical standard workweek:
  • 40 hours (8 hours/day × 5 days) per some sources
  • Up to 48 hours/week with a maximum 10 hours/day in other guidance, especially for EOR providers

Your actual schedule will depend on sector and contract, but should respect daily and weekly limits.

Overtime

• Overtime is limited; one guide notes max 10 hours per day and 48 hours per week, and 100 hours per year without labour inspector approval.
• Overtime is typically paid at a premium rate (e.g., 130%–160% of base salary).

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Employee Leave in Guinea

Annual Leave

The Labour Code provides that employees earn 2.5 working days of paid leave per month, which equals 30 working days per year after 12 months of service.

• Employees begin accruing leave after 1 month of work.
• Leave can usually be taken in blocks at a time agreed with the employer.

Sick Leave

• Some guidance notes 26 days of paid sick leave per year, extendable up to 26 weeks with medical certification, depending on circumstances.
• Exact pay and duration can depend on seniority, contract, and whether the absence is work-related.

Maternity Leave

• Pregnant employees are generally entitled to 14 weeks of paid maternity leave under EOR and payroll guides.
• Maternity benefits are tied in with the social security system (CNSS), where medical and cash benefits are partially funded by employer contributions.

Paternity Leave

• There is no explicit statutory paternity leave in many summaries; any days off are typically granted by company policy or collective agreements.

Public Holidays

Employees are entitled to paid public holidays, which include national days and religious celebrations (e.g., Independence Day, Labour Day, Eid, Christmas). If employees work on a public holiday, they are generally entitled to enhanced pay or compensatory rest.

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Employee Benefits in Guinea

Social Security – CNSS

Social security is managed by the Caisse Nationale de Sécurité Sociale (CNSS). Total social contributions are around 23% of payroll, split 18% employer / 5% employee.

Breakdown of the 23% rate:

• Health insurance: 4% employer + 2.5% employee (6.5% total)
• Work accidents & occupational diseases: 4% employer
• Social work fund / family benefits: 6% employer
• Retirement/death: 4% employer + 2.5% employee (6.5% total)

These contributions finance:

• Healthcare and maternity benefits
• Pension and survivor benefits
• Work injury coverage
• Family allowances

Other Common Benefits

To stay competitive, especially in mining, engineering, and professional roles, many employers also offer:

Private health or medical top-up insurance

• Housing or hardship allowances (for remote projects)
• Transport and meal allowances
• Performance or project completion bonuses
• Life and accident insurance

An EOR helps you design a package that is both statutory-compliant and attractive to Guinean talent.

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Payroll & Tax in Guinea

Payroll Currency

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

Payroll Frequency

• Most employers run monthly payroll.

Personal Income Tax

Employees pay individual income tax (IRPP) on salary. Taxable income is reduced by mandatory employee CNSS contributions (2.5% share), which are deductible.

Rates are progressive by income band; your payroll/EOR provider calculates and withholds tax at source each month.

Employer Payroll Duties

Employers must:

• Register with tax authorities and CNSS.
• Withhold employee CNSS (5% total) and income tax each pay period.
• Pay employer CNSS contributions (18%).
• File monthly/annual reports and keep accurate payroll records.

A Global EOR in Guinea handles these tasks so you don’t need local payroll infrastructure.

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Employment Laws & Compliance in Guinea

Key frameworks:

• Labour Code of Guinea (2014)
• CNSS social security legislation
• Occupational health & safety rules
• National minimum wage and working-time regulations

Minimum Wage

Recent hiring guides cite a national minimum wage of GNF 550,000 per month (excluding certain sectors like mining that may operate above this level).

Termination & Severance

Termination must follow rules in the Labour Code.

• Employers must generally have a valid reason (economic, disciplinary, or performance-related) and follow proper procedure.
• The Labour Code requires six months of the employee’s salary as severance in the case of unfair dismissal.
• For other dismissals (e.g., redundancy with proper procedure), severance may follow different formulas set by law or collective agreements.

Improper termination can lead to disputes and significant compensation awards.

Non-Discrimination & Labour Rights

Employers must avoid discrimination on grounds such as:

• Sex or gender
• Race or ethnicity
• Religion
• Political opinion
• Union membership

Employees also have the right to join trade unions and engage in collective bargaining.