Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Guinea-Bissau. Traditional methods of establishing global employment and subsidiaries in Guinea-Bissau typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services help hundreds of organisations onboard new employees in Guinea-Bissau in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process.
Employees in Guinea-Bissau pay personal income taxes at a progressive rate, up to 20%, depending on their earnings.
The typical payroll cycle in Guinea-Bissau is 12 months.
Social Security: 14% of employee’s monthly gross salary
Social Security: 8% of employee’s monthly gross salary
The typical working hours in Guinea-Bissau consist of 45 hours per week.
It’s important to note that typical working hours can vary by industry in some countries. Contact our team for the most up-to-date information!
In Guinea-Bissau, overtime is capped at two hours a day or 120 hours annually.
Overtime laws in Guinea-Bissau are complex and can depend on the specific circumstances and the employee. We’re happy to discuss this in more detail for a specific context.
There are nine public holidays in Guinea-Bissau:
Employees in Guinea Bissau are entitled to 30 calendar days of annual leave.
Employees in Guinea-Bissau are entitled to five paid sick days per year.
Female employees receive 60 days of paid maternity leave, which is paid by the employer unless the employee is covered by social security.
There is no statutory entitlement for paternity leave in Guinea-Bissau.
We believe that remote employees should be able to access their local benefits, as well as high-standard international benefits, wherever they are. Details about international or country specific benefit packages can be provided on request. Please contact us for further details.
Employees in Guinea-Bissau are not entitled to receive severance pay upon termination.
During the probationary period, the employment relationship may be terminated without notice.
The employer may otherwise terminate the employment relationship by just cause or for economic reasons. Just cause includes an employee’s gross misconduct, tardiness, insubordination and consistent failure to comply with work policies. If an employer terminates the employment relationship due to just cause, they must abide by the disciplinary procedures as dictated by the labour code. An employee is entitled to prior notice of termination, except where the employment relationship is terminated for gross misconduct.
Guinea-Bissau law protects employees from illegal termination of employment, and as there are a range of reasons an employee can be terminated, it’s important for those looking to employ in Guinea-Bissau to reach out to us directly with questions.
Laws around employees who have specific termination protections, or classes of employees who have protected characteristics relevant to discrimination, are highly complex and there can be a number of situation-specific variables. If you have questions in this area, please reach out to us directly to discuss.
The benefits of growing a global team and finding the best talent anywhere in the world are endless. It’s important to note that labour laws and regulations in Guinea-Bissau are strict with penalties for non-compliance. Let our team take care of the details such as payroll, benefits, compliance, taxes, and admin so you can focus on growing your business. We’re here to help you every step of the way.
Omnipresent makes it easy to hire, pay, and support your international team. Book a call with us to start building your global team today.
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