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$249/month
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Hiring a workforce in Equatorial Guinea can offer great advantages to employers based in many areas of the world. It is not as simple, however, as putting out a job advert and hiring staff remotely as might occur in a company’s home territory. In Equatorial Guinea, it is required that any employer has a legal entity within the country before it can begin hiring. That business must also ensure compliance with all labor laws and regulations. When added to the essential process of developing cultural understanding and knowledge of the local labor pool, many foreign businesses find it beneficial to work with an Employer of Record (EOR). This is a service that acts as a legal entity, a recruiter, and a human resources manager, thus helping to make the entire process more efficient, stress-free, and safe.
Another service that offers many of these benefits is a Professional Employer Organization (PEO), which you will often hear discussed interchangeably with EOR. It is important to note that a PEO acts only as a human resources handler and still requires the foreign business to establish a local entity within the region. For this reason, an EOR is the best partner for most foreign businesses seeking to hire in Equatorial Guinea.
Hire in Equatorial Guinea, and pay employees through our platform or app.
Our Equatorial Guinea EOR solution is the most affordable on the market.
Fast Equatorial Guinea onboarding, hire in as little as 24 hours.
We draft compliant Equatorial Guinea labor contracts.
We manage all Equatorial Guinea mandatory benefits.
It doesn’t stop with Equatorial Guinea — we hire employees globally.
Hiring a workforce in Equatorial Guinea can offer great advantages to employers based in many areas of the world. It is not as simple, however, as putting out a job advert and hiring staff remotely as might occur in a company’s home territory. In Equatorial Guinea, it is required that any employer has a legal entity within the country before it can begin hiring. That business must also ensure compliance with all labor laws and regulations. When added to the essential process of developing cultural understanding and knowledge of the local labor pool, many foreign businesses find it beneficial to work with an Employer of Record (EOR). This is a service that acts as a legal entity, a recruiter, and a human resources manager, thus helping to make the entire process more efficient, stress-free, and safe.
Another service that offers many of these benefits is a Professional Employer Organization (PEO), which you will often hear discussed interchangeably with EOR. It is important to note that a PEO acts only as a human resources handler and still requires the foreign business to establish a local entity within the region. For this reason, an EOR is the best partner for most foreign businesses seeking to hire in Equatorial Guinea.
As an experienced employment expert within Equatorial Guinea, an EOR offers all the services required to streamline the hiring of a local workforce and ensure it is managed to the maximum benefit of the client business, wherever in the world that is based. Among these benefits are:
Horizons stands out as an Equatorial Guinea EOR through:
The fundamental role of an Equatorial Guinea EOR is to bridge the gap between foreign employers and local employees. It builds relationships between each party to create a workforce for one and a job for the other. It then maintains and manages all arrangements between them while ensuring every step is legally compliant. The key aspects of this role are:
A core role of an Equatorial Guinea EOR is to ensure compliance with labor laws when recruiting, managing, and terminating the contracts of employees. As the legal employer, they are liable for any violations and responsible for resolving any disputes. They should also seek to protect both the worker and the client business at all stages of their agreements.
Equatorial Guinea’s National Labor Law (Law No. 2/1990) states an employment contract should contain several essential clauses. These include full details of all parties involved, a clear job description, all compensation and benefits, working hours, intellectual property rights, and all dispute and termination processes.
No probationary period.
At completion of the project.
Not applicable
Typically up to 3 months
15 days
Not applicable (compensation may be due for the remaining period of the contract.)
Typically 3 months but may extend up to 6 months.
15 to 30 days
1 month salary per year of service
The Labour Code of 12 November 2002 states the standard working week in Equatorial Guinea should be no more than 48 hours with a maximum of eight hours in one day. It also says this could be reduced to as little as 36 hours on agreement of both employer and employee. While overtime can be offered, it should be exceptional, not a regular practice, and only with the consent of the worker. Overtime should be paid at 125% of standard hourly rates and has no legal limit, providing it does not cause fatigue to a level that exceeds health and safety regulations.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Workers in Equatorial Guinea enjoy several national holidays each year. In 2024, the total is 13, including the added Equatorial Guinea Football Day on January 23rd. Workers are entitled to be absent with full pay on these days. If a holiday falls on a Sunday, the day’s leave is given the following Monday.
| Date | Holiday name |
|---|---|
| 1 Jan, 2024 | New Year’s Day |
| 23 Jan, 2024 | AFCON Victory Against Ivory Coast |
| 8 Mar, 2024 | International Women’s Day |
| 29 Mar, 2024 | Good Friday |
| 1 May, 2024 | Labor Day |
| 30 May, 2024 | Corpus Christi |
| 5 Jun, 2024 | President’s Day |
| 3 Aug, 2024 | Freedom Day |
| 15 Aug, 2024 | Constitution Day |
| 12 Oct, 2024 | Independence Day |
| 8 Dec, 2024 | Feast of the Immaculate Conception |
| 25 Dec, 2024 | Christmas Day |
Paid time off entitlements for employees are generally governed by the Labor Code. The amount of annual leave typically increases with the length of service.
Paid leave can also be granted on the death of close family members or for marriage, medical appointments, and civic duties. However, there are no specific legal requirements in these circumstances. Paid time off of this kind should form part of the pre-employment negotiations so it can be fully outlined in the employee’s contract.
12 days of paid leave annually
20 days of paid leave annually
22 days of paid leave annually
25 days of paid leave annually
Workers in Equatorial Guinea are entitled to paid sick leave after three months of service. The exact entitlement can vary depending on the type of sickness/injury and length of service. These terms should be outlined in the employment contract. Payment is usually made by the employer, but in some circumstances, social security benefits can be relied upon instead.
(percentage of regular wages owed to the employee)
Pro-rata basis
Up to 26 weeks of paid leave annually
Up to 26 weeks of paid leave annually
Up to 26 weeks of paid leave annually
Partial salary (+disability benefits or extended leave compensation to be determined by the social security regulations)
Partial salary (+disability benefits or extended leave compensation to be determined by the social security regulations)
Partial salary (+disability benefits or extended leave compensation to be determined by the social security regulations)
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
The minimum maternity leave period that should be granted in Equatorial Guinea is 60 days at full pay. If the employee wishes, this leave can be taken partly before the birth. No provision is made for paternity leave, so this would need to be agreed separately in the contract of employment.
National Labor Law (Law No. 2/1990) states workers in Equatorial Guinea are entitled to 30 days of annual leave at full pay each year, in addition to public holidays. This is accrued throughout the year and offered pro-rate for those working shorter terms or reduced hours.
The legally mandated notice periods for termination of an employee’s contract in Equatorial Guinea are one week’s written notice when service has been longer than one month but less than six, or one month’s notice after that time. Except in circumstances of dismissal due to serious misconduct or voluntary resignation, severance pay should be the equivalent of one month’s salary for each completed year of service.
The compulsory social security contributions are mandated by law to provide employees with social protection, including benefits such as pensions, healthcare, and other social services.
Generally, foreign employees working in Equatorial Guinea are subject to the same social security contribution requirements as local employees unless there is a specific exemption or bilateral agreement in place between their home country and Equatorial Guinea.
Individual income tax is levied on the earnings of individuals, and the rates are typically progressive, meaning that higher income levels are taxed at higher rates. Non-residents earning income in Equatorial Guinea may be subject to different tax rates or withholding taxes depending on the nature of their income and any applicable tax treaties.
The primary authority responsible for tax collection and administration in Equatorial Guinea is the Directorate General of Taxes and Contributions (Dirección General de Impuestos y Contribuciones).
The health insurance system is relatively underdeveloped, and most healthcare services are provided through the public health system. However, there are some private and community-based health insurance options available.
According to Decree #38/2003, the exact minimum wage requirement in Equatorial Guinea depends on the industry of employment. Split into three tiers, the highest wage is set for the oil and gas sector, while the remainder of the private and public sectors have their own lower limits. In general, workers in Equatorial Guinea are expected to take home at least CFA 768 (approximately $1.25) per hour.
Once an employee in Equatorial Guinea has completed one full year of service, they become entitled to three mandatory annual bonuses. The first is a 13th-month salary, equivalent to one month’s regular pay. The others both stand at 15 days of regular pay, with one being given as a National Independence Day Bonus in October and the other as a Christmas Bonus in December.
Compulsory social security contributions for workers in Equatorial Guinea include 21.5% of salary to the National Institute of Social Security (INSESO), of which 4.5% should be paid by the employees themselves. One percent of salaries should also be paid into the Work Protection Fund (WPF), with this contribution split equally between employer and employee.
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Using an EOR in Equatorial Guinea allows any foreign business to begin recruiting without delay and to enjoy the reassurance they will be gaining the best local talent at the best value. They are also legally protected from almost all liability should issues or disputes arise during any stage of employment.
An EOR working in Equatorial Guinea will have a thorough knowledge of all legally mandated and culturally expected employee benefits. It will also maintain awareness of competitors’ offerings to ensure its client companies can always deliver a benefits package that is compliant and attractive to the best talent in the region.
Holiday Schedule in Equatorial Guinea [2024]
