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$249/month
$49/month
2% of gross salary / month
A West African mainland with a collection of Atlantic Ocean islands, Guinea-Bissau is one of the most economically weak and politically fragile nations on earth. Since gaining independence in 1974, years of coups and political unrest have left Guinea-Bissau’s economy reliant on cashew nut exports, fishing, and subsistence farming while it has been unable to successfully exploit its offshore oil and gas reserves. In 2023, signs of improvement can be seen, with GDP climbing to over $2 billion and a growth of 5%.
From a youthful population of approximately 2 million, Guinea-Bissau is estimated to have an available labor force totaling around 750,000 and an unemployment rate of 3.2%. Variants of Portuguese are by far the most widely spoken languages, though there are also significant numbers of French, English, Spanish, and Russian speakers alongside those fluent in up to 19 African languages. This offers distinct cultural advantages and, when paired with an average wage of less than $100 per month, creates an attractive offering for global businesses seeking a local labor force.
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We draft compliant Guinea-Bissau labor contracts.
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There can be many benefits of hiring workers in Guinea-Bissau for global business, but accessing them comes with some challenges. This begins with the costly, time-consuming, and risky process of establishing a local entity within the territory. When, and if, this is finally achieved, the employer must then learn to navigate local labor laws and cultural barriers in addition to finding the right talent at the right cost for their business. An Employer of Record (EOR) is a service that handles every part of this process, allowing foreign companies to begin hiring workers immediately and efficiently with minimum risk.
Professional Employer Organizations (PEO) are often discussed interchangeably with EOR. A PEO is another service that allows foreign employers to outsource recruitment and human resources management within Guinea-Bissau. Crucially, however, while an EOR acts as the legal employer of all workers, a PEO does not. Therefore, any foreign company working with a PEO will still be required to establish a local entity in Guinea-Bissau.
In its most straightforward terms, working with an EOR in Guinea-Bissau helps make recruiting and managing a local workforce as efficient as possible while reducing the cost and risk to a minimum. By outsourcing every part of the process, from legal liability to contract management, any foreign business using an EOR can establish a workforce in Guinea-Bissau almost as quickly as it would in its own territory.
In addition to this, specific benefits brought to foreign employers by an EOR include:
Horizons stands out as a Guinea-Bissau EOR through:
The role of an EOR in Guinea-Bissau is to connect foreign employers with local workers. It builds and maintains a triangle of relationships between itself and both parties in order to create mutually beneficial arrangements that are fully compliant with local labor laws. This is a continual and complex process, but the key steps are:
A chief element of the remit for a Guinea-Bissau EOR is ensuring all employment contracts and conditions are compliant with local labor laws. This means being fully aware of current regulations regarding each element of employment, from initial recruitment to termination of the role.
Every employment contract in Guinea-Bissau is required to include several specific clauses. They must identify all parties, state the date service begins, the working hours, all leave entitlements, and the remuneration and benefits the employee will receive for their service. They should also detail any dispute resolution or disciplinary policies alongside the grounds and processes for termination. As probationary periods are also standard in Guinea-Bissau, details of this should also be included.
No probationary period.
At completion of the project.
Not applicable
Typically 3 months.
Less than 6 months is 15 days
6 months to 1 year is 30 days
More than 1 year is 60 days
Entitled to compensation for the remaining term of the contract.
Typically 3 months but may extend up to 6 months.
30 days
1 month salary per year of service
Since 1995, standard working hours in Guinea-Bissau have been restricted to a maximum of 10 hours per day and the pattern they take should be outlined in the employee’s contract. In addition to this, overtime can be taken up to a limit of 10 more hours each week or 100 extra hours in a single year. Compensation for overtime should be at least 150% of the employee’s standard hourly rate.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Employees in Guinea-Bissau are entitled to paid time off for a total of 10 public holidays each year. Seven of these occur on fixed calendar dates, while three more are movable in line with the Islamic holy days of Eid al-Fitr, Eid al-Adha, and Tabaski.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 20 Jan 2025 | Heroes’ Day |
| 8 Mar 2025 | International Women’s Day |
| 30 Mar 2025 | Korité |
| 20 Apr 2025 | Easter Sunday |
| 1 May 2025 | International Workers’ Day |
| 6 Jun – 7 Jun 2025 | Tabaski/Eid al-Adha (Tentative Date) |
| 3 Aug 2025 | Pidjiguiti Day |
| 24 Sep 2025 | National Day |
| 14 Nov 2025 | Readjustment Movement Day |
| 25 Dec 2025 | Christmas Day |
Leave entitlements varies based on the length of service of the employee. In some circumstances, workers may also receive compassionate leave in the event of close family deaths, weddings, or other life landmarks and public duties. This, however, is not legally mandated and, subject to contractual agreements, is at the discretion of the employer.
Leave entitlements may accrue over time and some may be carried over to the next year, depending on company policies and local labor laws.
7 days of paid leave annually
7 days of paid leave annually
7 days of paid leave annually
7 days of paid leave annually
Mandatory paid sick leave, which should be offered in Guinea-Bissau, totals just five days each year. Some employers may choose to offer more, either fully paid, partially paid, or even unpaid, but this is not dictated by any specific employment laws.
(percentage of regular wages owed to the employee)
Pro-rata basis
5 days of paid leave annually
5 days of paid leave annually
5 days of paid leave annually
50-75% (or transition to unpaid leave with possible social security benefits)
50-75% (or transition to unpaid leave with possible social security benefits)
50-75% (or transition to unpaid leave with possible social security benefits)
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 legal minimum for maternity leave, which should be offered in Guinea-Bissau, is 60 days at full pay. Paternity leave is not protected by law and must be negotiated between individual employers and employees.
In addition to the 10 public holidays, workers in Guinea-Bissau should be granted at least 30 days paid annual leave each year. When these days are taken is agreed between the employer and employee but should be allowed in such a way that workers receive adequate rest and recuperation.
Excluding resignations or dismissals for serious misconduct, every employee in Guinea-Bissau is entitled to legally defined notice periods and severance packages. Any worker who has completed less than three years of service should be given at least one month’s notice of termination. After three years, this period increases to two months. In certain sectors, this can be altered by Collective Bargaining Agreements seeking to ensure more favorable arrangements for groups of employees.
Severance pay for terminated employees is expected to be at least one month’s full salary for every year of service completed. There is also a specific process that must be followed and entitles workers to five days’ notice of an upcoming termination interview, followed by a two-day waiting period before official notice of termination is given.
Compulsory social security contributions are a key part of the social protection system, designed to provide benefits to workers in cases such as retirement, disability, and unemployment. Both employers and employees are required to make contributions to the social security system.
Social security contributions in Guinea-Bissau generally apply to both local and foreign employees working in the country. Foreigners employed in Guinea-Bissau are typically subject to the same social security regulations as local employees, unless there is a specific exemption or provision in place.
The income tax system in Guinea-Bissau is progressive, meaning that the tax rate increases with the level of income. Specific deductions and allowances might be available, reducing the taxable income. These can include deductions for dependents, education expenses, and other allowable expenses. Non-residents who earn income in Guinea-Bissau 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 Guinea-Bissau is the Direção-Geral de Contribuições e Impostos (DGCI).
Health insurance system in Guinea-Bissau is relatively underdeveloped compared to many other countries however there are different options. Public and government heathcare funded primarily through government allocations and international aid. Private health insurance options are available though not affordable for the general population. There is also community-based health insurance for rural and low-income populations.
Since 2015, the minimum wage in Guinea-Bissau has been set at CFA 59,000 per month, which converts to approximately $100.
No 13th-month salary is mandated in Guinea-Bissau, and there are no legally enforceable annual bonuses. However, it is customary for workers to receive an additional 15 days of pay each September for National Independence Day and each December for Christmas.
Employers in Guinea-Bissau are required to contribute 14% of each employee’s salary to the National Institute of Social Providence (INSS). This is supplemented by a further 8% taken directly from the worker’s monthly wage.
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As the legal employer of any workers assigned to its client companies, an EOR in Guinea-Bissau is responsible for all aspects of payroll management. While payroll costs are ultimately funded by the client, the EOR takes full responsibility for distributing salaries to each employee while ensuring all tax, social security, and benefits responsibilities are met.
Just as it does when hiring a worker and managing them throughout their employment, an EOR in Guinea-Bissau takes full responsibility for handling terminations correctly and in compliance with local laws. Whether a working relationship is ended due to employee fault, changes in the business, or any other reason, an EOR will ensure all notice requirements are fulfilled, and any necessary severance and tax obligations are completed.
Holiday Schedule in Guinea-Bissau [2025]
