Guinea is a country in west Africa bordered by Guinea-Bissau, Senegal, Mali, Cote d'Ivoire, Sierra Leone, Liberia, and the Atlantic Ocean. While French is the official language of Guinea, more than 24 indigenous languages are spoken in the country. Guinea is endowed with good minerals, specially bauxite, high-grade iron ore, significant diamond and gold deposits, and uranium.
Minimum wage in Guinea is GNF 550,000 per month, and working hours are 48 hours a week with a maximum of 10 hours per day. Overtime work is paid at 130%-160% of the regular salary.
Pregnant employees in Guinea are entitled to 14 weeks of paid maternity leave, and there is no statutory paternity leave.
Employees in Guinea can receive up to 13 weeks of paid sick leave each year, which can be extended to 26 weeks if the employee had at least 300 days of employment in the previous year.
Guinea celebrates 11 national holidays, and employees also accrue paid leave at a rate of 2.5 days per month.
Employers can terminate employees for reasons including ineptitude, bad health, or misconduct. The employer has to schedule an interview with the employee with at least 5 days notice and include the reasons for wanting to terminate the contract. The employer must then wait 2 days before terminating the employee. Unless the employee is dismissed for serious misconduct, they are entitled to severance.
The notice period depends on the role of the employee:
Employees who have worked at least 1 year at the company are generally entitled to severance pay equal to at least 50 hours of wages for hourly workers or 25% of 1 month’s salary for salaried workers.
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Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
