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How to hire remote employees in
Laws about hiring are complicated enough. Try to research overseas laws (in Guinea, for instance) and it gets unbearably confusing. So we’re here to help. Bottom line is, if you want to hire in Guinea, you’ve got two options: You can hire your remote teammates as regular employees, or you can hire them as contractors. There are some serious differences you should know about, and we’ll cover them below.
If you want to successfully hire in
Guinea
, you have two options:
Laws about hiring contractors are significantly more simple in
Guinea
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Guinea
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Guinea
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Guinea
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Guinea
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Guinea than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Guinea.
Employees are generally eligible to accrue paid leave at a rate of 2 1/2 days per month worked.
The right to annual leave is acquired after one year of effective service.
According to art. 156 of the Labour Code, the following days shall be paid holidays in the territory of the Republic of Guinea:
Employees are generally entitled to up to 26 weeks of paid sick leave.
Female employees are entitled to 14 weeks of paid maternity leave.
This increases to two weeks for multiple births.
This is fully paid and split evenly between the employer and social security.
Female employees who work 18 days or 120 working hours a month qualify for a prenatal allowance if they have a medical certificate within three months of the pregnancy.
There is no statutory paternity leave in Guinea.
Female employees they receive nine months of unpaid parental leave.
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When terminating a contract, employers must provide written notice.
A fixed-term contract can be terminated by mutual agreement or at the end of the contract.
For indefinite contracts, either party can terminate by providing notice unless there is misconduct, in which case the employer must provide a reason such as the employee’s health, performance or economic grounds.
The employer must wait 2 days after the interview before dismissing the employee.
Such dismissal must be made by hand-delivered letter within three days of the interview. Unless the employee is dismissed for serious misconduct, she or he is entitled to the following notice on dismissal:
Employees under an indefinite term contract who have completed at least 12 months of service are generally entitled to receive severance pay of at least 50 hours worth of wages for hourly workers and 25% of one month’s wage for monthly paid workers.
The probation period is of 90 days for those in managerial and executive level positions, and 30 days for other employees.
The work week in Guinea is 48 hours.
Female employees and those younger than 18 years old cannot work between 8 p.m. and 6 a.m. and they receive at least 12 hours of rest between a shift.
Female employees cannot work in mines or quarries.
Overtime work is capped at 100 hours a year and full-time employees cannot reject overtime.
Overtime can be extended beyond 100 hours a year with the labor inspector’s permission.
Most employees receive Sunday as a mandatory rest day.
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