Global HR Compliance in Guinea-Bissau

Because of fiscal difficulties, chronic underinvestment is expected to continue, preventing any meaningful improvements in terms of human development in Guinea-Bissau. Any enterprise could not function properly without a thorough learning of the labor legislation of the country in which it carries out business. If the company does not develop internal regulations in accordance with the local legislation of Guinea-Bissau, then it will inevitably face a number of problems. Any conflicts that employees initiate in such a situation will be resolved not in favor of the company.

Acumen International has professional expertise in global workforce employment in Guinea-Bissau, and our goal is to support daily operations related to personnel, offering integrated solutions for efficient activity of the enterprise and simultaneous saving of time and costs.

The war for global talent has never been tougher. Attracting and keeping sought-after international employees requires knowledge. Whether your company is already engaging or planning to engage global workforce in Guinea-Bissau, you need to trust that your operations are executed without flaw and without any unnecessary risks.

Businesses of all sizes face a devastating lack of information and support on global employment, taxation, and immigration in Guinea-Bissau. There’s a common and significant gap between what’s required to be 100% compliant and what most organizations actually have at their disposal.

Acumen International can fill the gap in fragmented Global HR Compliance knowledge

We are experts in global workforce employment in Guinea-Bissau, 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.

We act as an information service for corporate clients, agencies, and independent contractors and freelancers. Our Global HR Compliance service in Guinea-Bissau will help you:

1. Navigate legislation and local nuances of Guinea-Bissau. You need to know what is acceptable and what can expose you to employment litigation as well as employee / independent contractor misclassification risk in Guinea-Bissau.
2. Avoid areas of possible risk. Certain areas and activities can create unnecessary risk, such as employer-employee relations. We can help you with worker classification, payroll and tax calculations, and social cost contributions.
3. Handle currency exchanges and local invoicing in Guinea-Bissau. We save you time and effort, freeing you from having to understand complicated regulations and tax calculations written in the local language and subject to frequent changes.
4. Create employment contracts and handle compliant engagements. Our objective is to assist you with international HR compliance issues and offer you the best payment and taxation options in Guinea-Bissau.
5. Manage expatriate immigration and visa support nuances in Guinea-Bissau. Acumen International provides information about the best scenarios of expat immigration and employment.
6. Handle global recruitment issues. We can help you select the person and then employ him with our help. We advise you on local employment laws and implied compliance risks to determine the most cost-effective, compliant, and risk-free solution for you.
7. Withdraw from the region in the least risky and most cost-effective way. If you choose to do so, we can help you withdraw from the region as simply as possible.

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 Guinea-Bissau.

Hiring and Firing Workforce in Guinea-Bissau Guide

# Employment contracts

The employment contract is the contract by which a person undertakes to put his activity at the disposal of another under the subordination of which he places himself for remuneration. The employment contract can be verbal or written. The contract concluded without any limitation of duration called “contract of indefinite duration” is verbal. However, it must be written when it is a fixed-term contract. The contract of employment is granted to workers aged 16 and over.

The conclusion of the contract is subject to the rules of common law. The contract of employment may be in the form which the contracting parties agree to adopt. When the parties to the contract opt for the form of a written contract, it is exempt from any stamp duty and registration. Proof of contract can be reported by any means.

The Guinean Labor Code allows the hiring of workers under fixed-term contracts for tasks of a permanent nature. The employment contract is deemed to be of fixed duration if its duration has been fixed by the parties at the time of the conclusion of the contract.

The fixed-term employment contract must be written and provided with a letter of employment before commencement of performance. The maximum duration of a fixed-term contract, including renewals, is two years. If a fixed-term contract is extended beyond two years or if a worker continues to work after the expiry of the fixed term, the contract becomes a contract of indefinite duration. The fixed-term contract may be concluded in the following cases: when the contract is established for a season or the replacement of an absent employee, the execution of a project or task corresponding to an occasional extra work or an unusual activity.

# Minimum (Statutory) Employment Rules and Regulations in Guinea-Bissau

# Probation period:
According to the Labor Code, the period of probation / trial can’t exceed, even if it is renewed:

• 3 months if the recruited employee is an executive;
• 1 month for all other cases.

The written contract of employment as well as the letter of commitment shall be issued to the worker on probation within two days of commencement of work, unless otherwise agreed.

# Parental leave:
Every female employee has the right to 60 days pregnancy and maternity leave, without loss of wages, for whatever clinical type of delivery, including for still births and for births where the infant died shortly thereafter.

# State minimum salary:
Guinea-Bissau’s minimum wage is set annually for all categories of work. The average minimum wage is approximately 19,030 CFA francs per month plus a bag of rice. Guinea Bissau’s minimum wage was last changed in January 2015.

# Employee dismissal:
The employment contract for a specified time or for specified work shall, unless terminated otherwise, terminate when the period of time for which the contract was made expires, or the work specified in the contract is completed. The employment contract for an unspecified period of time shall be deemed to continue until terminated by either party.