Guinea
Min. wage
(x12 payments)
GNF 550,000 /mo
About the minimum wage
Employer tax
Annual leave
30 days
Learn about annual leave
Notice period
1 week-3 months (by tenure)
Termination and notice info
Updated
Sep 2026
The CDI (contrat à durée indéterminée) is the standard employment contract in Guinea, with no fixed end date. Employer-initiated termination requires a legitimate, objectively verifiable ground and compliance with statutory notice and severance rules; termination without cause exposes the employer to an unfair-dismissal claim.
The CDD has a maximum initial duration of 2 years, renewable once (renewal not exceeding initial duration, combined total not exceeding 2 years). A waiting period (~3 months) is generally required before re-engaging the same employee on a new CDD for the same role. On expiry, employee entitled to an end-of-contract allowance of at least 5% of total gross wages/benefits, unless converted to CDI. Foreign-national contracts capped at 4 years.
Standard legal working time is 40 hours/week, max 48 hours/week including overtime (generally no more than 10 hrs/day). Overtime paid at +30% (first 4 hrs beyond legal weekly duration), +60% beyond that, +20% night work, 160-200% for rest days/holidays.
Probation (période d'essai) may not exceed 1 month for regular employees or 3 months for cadres/managerial staff, even after renewal. Either party may end freely and immediately during probation, without notice or severance. Full statutory protections apply once probation ends.
Guinean law does not mandate a 13th- or 14th-month salary. Where paid, it is a discretionary benefit set by contract, company policy, or CBA rather than a statutory entitlement.
There is no general professional-certification regime governing job titles for Guinean nationals. Foreign employees must hold a valid work permit; 'guinéisation' localization policy requires progressively favoring/training national staff; certain job categories reserved for nationals; foreign contracts capped at 4 years.
Employer CNSS contributions total 18%: ~6% family allowances, ~4% work-injury/occupational-disease, plus 4% of a 6.5% retirement-death-disability branch and 4% of a 6.5% health-insurance branch (remaining 2.5% of each employee-funded). Applies within a floor of GNF 550,000/mo; ceilings inconsistently reported at GNF 2,500,000-5,000,000/mo depending on branch/source.
Employee CNSS contributions total 5%: ~2.5% retirement-death-disability and ~2.5% health insurance. Employees do not contribute to family-allowance or work-injury branches.
In addition to statutory leave, employees are entitled to the following statutory benefits:
All employers and employees in Guinea contribute to CNSS. Combined contributions total ~23% of gross salary (18% employer + 5% employee), on wages within a floor of GNF 550,000/mo; ceiling varies by source/branch (commonly GNF 2,500,000/mo for family-allowance/work-injury, some sources cite up to GNF 5,000,000/mo for retirement/health).
Work-related accidents and occupational diseases are covered by CNSS under a dedicated work-injury branch, funded entirely by the employer's 4% contribution with no employee share. Employers must report any workplace accident/occupational disease to the Labour Inspectorate within 48 hours.
CNSS compensation depends on severity/duration: temporary disability compensated at 50% of average monthly salary for the first 28 days and 66.7% of average daily salary thereafter until recovery; permanent total disability compensated at 70% of average annual earnings, with proportional pensions for permanent partial disability rated 15%+ and a flat-rate payment for 1-14%. Survivor benefits paid for fatal accidents (e.g. 30% to surviving spouse, 15-20% per orphan, 10% for other dependents), capped at the full disability pension.
Severance pay (indemnité de licenciement) is owed to employees dismissed without serious/gross misconduct, subject to a minimum qualifying service period. The Labour Code defers exact calculation to separate implementing regulation; tiers below are most consistently used in practice (see Review Flags for source discrepancy).
Forfeited for serious/gross misconduct, resignation, employee-initiated retirement, or termination during probation. Accrued unused annual leave always paid separately.
Guinea has no legal requirement for a 13th- or 14th-month salary. Where paid, it is a discretionary benefit set by individual contract, company policy, or CBA, not a statutory entitlement.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
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.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
