Minimum Wage
According to the Labour Code, all workers are entitled to a guaranteed minimum wage. The guaranteed minimum rate for an hour of work is determined by decree, after consulting the Consultative Commission of Labour and Social Laws.
The minimum wage, statutory or resulting from a collective agreement more favourable, is displayed in the same places as the interior regulations and at the staff payment places.
Wages are normally negotiated between the employer and the worker.
Compliance with labour laws, including minimum wage provisions, is guaranteed by the labour inspectors working under the labour inspection system. Non-compliance with the minimum wage provision is punishable with a fine of GNF100,000 to GNF500,000.
Source: §241(7), 513 & 523(28) of the Labour Code of the Republic of Guinea 2014
For updated minimum wage rates, please refer to the section on minimum wage.
Regular Pay
Remuneration is the basic salary and all other benefits and accessories, bonuses and allowances of any kind paid directly or indirectly, in cash or in kind, by the employer to the worker in view of the employment of the latter.
Wages must be paid regularly and in legal tender.
In accordance with the Labour Code, an employer is obliged to pay wages at least once a month to the workers and beneficiaries of a collective labour agreement, or twice a month with an interval not exceeding fifteen (15) days for workers who are engaged for a fortnight or less. For workers involved in piecework, if the work lasts more than a fortnight, the timing of payment can be set by mutual agreement; however, workers must get fortnightly instalments and should receive full payment within two weeks of the delivery of work.
The payment of the wage, wholly or partially, in the form of alcohol or drugs is forbidden. Salary paid in kind, partially, serves the personal use of the worker and her/his family, and it is according to her/his interest; the value attributed to these benefits must be fair and reasonable.
Wages must always be documented by a written or certified record from the employer or their representative, initialled by the worker or, if illiterate, by two witnesses. This document must clearly detail all wage specifics, including gross and net pay, deductions, calculation methods, and the applicable period. Employers are obligated to retain these records under conditions similar to those for accounting documents and must present them to the Labour Inspector upon request. At payment time, employers must give each employee a payslip, and no additional signatures or initialling are required other than to confirm that the amount received matches the net pay shown.
Wages can be paid by check or bank transfer with the employee’s consent, and a bank statement provides proof of payment. All data on payslips must also be recorded in a specific book kept for this purpose.
Employers may only deduct wages for legal obligations such as taxes or Social Security contributions. Since wages are vital for workers’ basic needs, no more than 30% of wages can be seized or assigned, and employees can only transfer wage claims to third parties within this limit. Any collective agreement or contractual clause permitting deductions beyond these is invalid and unenforceable.
There is no legal requirement for employers in Guinea to provide a 13th or 14th-month salary. However, it is customary for employers to offer certain bonuses mandated by legislation. Such payments are at the employer's discretion and may be agreed between the parties and clearly specified in the employment contract.
Source: §241(2), 242(2-9) & 243(1-3) of the Labour Code of the Republic of Guinea 2014
