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How to hire remote employees in
Laws about hiring are complicated enough. Try to research overseas laws (in Guinea-Bissau, for instance) and it gets unbearably confusing. So we’re here to help. Bottom line is, if you want to hire in Guinea-Bissau, 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 Bissau
, you have two options:
Laws about hiring contractors are significantly more simple in
Guinea Bissau
. 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 Bissau
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 Bissau
.
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 Bissau
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 Bissau
, 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-Bissau 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-Bissau.
Fixed-term employment contracts with less than one year, the annual leave is paid at 2.5 days for each month of work.
Employees receive 30 days of paid annual leave per year, which cannot be accumulated, and the dates are decided by an agreement between parties.
There are 10 public holidays.
In Guinea Bissau, the employee may receive five days of sick leave under the employment.
Female employees are entitled to receive 60 days of paid leave, which are paid by the employer unless the employee is covered by social security.
There is no statutory paternity leave.
There is no statutory paternal leave.
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Termination of the employment is possible with the following reasons:
The notice period in Guinea Bissau depends on the job role of employees:
In Guinea Bissau, employees under an indefinite 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 probationary period in Guinea Bissau is 3 months.
The standard workweek is 45 hours, with eight hours a day over seven consecutive days.
In Guinea Bissau, any overtime work in the evening should be paid at 25%, while weekend overtime work is paid at 50%.
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