Employ Candidates Compliantly in Equatorial Guinea

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  1. Overview: Equatorial Guinea
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Expand without a company set up
  5. Contractor vs. employee: which is better?
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Global HR Compliance in Equatorial Guinea

If you hire international workforce, or plan to hire, then Hiring and Firing Workforce in Equatorial Guinea Guide below will help you understand the nuances of labor legislation in the country.

There are two main reasons for companies hiring foreign workforce:

  • Expanding into foreign markets to sell company product or products there. In this case, companies hire sales representatives who would exclusively represent their product in the target market and sell it to their local client base.
  • Hiring the right foreign talent with a unique expertise, often related to IT sphere that cannot be found in the home country or that costs less compared to local specialist with similar skills.

After you have found the right candidate, the question is how to hire and provide compensation to this person so you as a business remain 100% compliant when working with global workforce. Another thing to consider is whether you want to keep the talent long-term and how you can do that.

If you need to hire foreign workforce in Equatorial Guinea so you can expand there, then our Global Employer of Record solution may be of help. We help you legally hire and reward your foreign workforce by making them employees via a global employment outsourcing service. This is simple as employ your in-house workforce with the only difference that workers can live anywhere in the world and Acumen International would be their legal employer on your behalf. This means we would bear all employment risks, not you. Also, we manage bonuses, vacations, sick leave and can rent the office and a car for your foreign sales representatives if that is what you need.

With our solution, you can test new foreign markets before deciding whether you are going to get established there. You gain flexibility and expand with reduced costs, and easily withdraw from the unattractive countries.

We are experts in global workforce employment in Equatorial Guinea, and our goal is to become your single provider. Instead of working with numerous local staffing agencies and legal advisors, Acumen International can solve your global business challenges and save you time, costs, and resources.

Our team of English-speaking professionals frees you from working through language nuances. Acumen International works 24/7 and can assist you whenever you need, regardless of time zones. Our goal is to create tailored labor solutions for you that are managed legally and in full compliance with the local employment laws.

With our knowledge and deep understanding of local nuances, you easily satisfy your need for skilled professionals in your global industry. With our qualified local partners, you can trust that your global workforce satisfies all local tax, social security, and immigration requirements in Equatorial Guinea.

Hiring and Firing Workforce in Equatorial Guinea Guide

# Employment contracts

Two types of employment contracts are allowed in the Equatorial Guinea – limited employment contracts or fixed term contracts, which are contracts for a specified duration with specific commencement and completion dates, and unlimited contracts where the employee continues to work for the employer from a specific date until such time as the employment contract is terminated by either party after giving prior notice.

The government recommends that each employee is given a contract of employment for a definite period. Professionals and support staff required for project with foreign companies can be hired under a contract for specific services, for a period that may exceed the contract term of the foreign company.

# Minimum (Statutory) Employment Rules and Regulations in Equatorial Guinea

# Hours of work:
By law the workweek is 48 hours, normally spread over six days.

# Probation period:
It is considered that the first 90 days of employment, as well as internal allocations to new charges are for training purposes and therefore constitute a probationary period.

# Annual leave:
In accordance with the provisions of Article 54 of Labor Law, employees are entitled to a month’s vacation for each full year of employment.

# Parental leave:
Paid maternity leave is available six (6) weeks prior to birth and up to six (6) weeks after the birth, or, in the event of medical complications, until a competent health authority deems return to work is appropriate. Additional leave may be approved depending on the circumstances. Approval of Maternity Leave must be sought by submitting the appropriate leave of absence form to the supervisor and then Human Resources Department.

# Overtime:
Employees who work on holidays will receive a fee equal to 250% of its normal rate for that day. The local employees working on a national holiday will receive one and half times its normal rate, which will add to its normal rate for that day. The local employees who work overtime receive 25% more on their normal rate in relation to hours worked, which will add to its normal rate for that day.

# State minimum salary:
Equatorial Guinea’s minimum wage is 129,035 CFA franc ($224) Equatorial Guinea’s minimum wage was last changed in January 01, 2015.

# Employee dismissal:
The Company and the employee are required to give notice at least one week in advance when the employee has worked at least one month, and one month in advance when he/she has worked six months or more. Notice may be waived, without the need for payment of compensation, by mutual agreement between the parties.

The advanced notice may also be waived, without the need for payment of compensation, when the employee fails to fulfill their obligations imposed by the labor contract. If an employee chooses to resign from the Company, the employee must write to their supervisor stating the date on which their notice period commenced and their intended leaving departure date. The Company will confirm their final date of employment, to them in writing or through a witness. The employee may be required to stay additional days to complete handover and transition.

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