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Get expert helpYou've found great talent in Guinea-Bissau. Now comes the hard part-figuring out how to hire and pay them legally without getting buried in paperwork or crossing compliance lines you didn't even know existed.
Read on and we'll walk you through exactly what needs to happen, step by step, so you can hire confidently and pay your team on time, every time.
Step-by-step guide: How to hire employees in Guinea-Bissau
Hiring in Guinea-Bissau is doable, even if the system is unfamiliar. Here's how to move from job description to day-one onboarding without skipping a legal beat.
1. Define the role and employment structure
Start with the basics: what does the role look like, and how will it be structured? Decide if it's full-time, part-time, or fixed-term. This decision shapes everything else, from contract terms to payroll setup.
2. Draft a compliant employment contract
Everyone you hire needs a written contract. It should include:
- Job title and key responsibilities
- Type of contract (fixed-term or indefinite)
- Location and working hours
- Salary and how often it's paid
- Leave and benefits
- How and when the contract can end
Contracts should be in Portuguese and signed in duplicate-one copy for you, one for your new hire. Guinea-Bissau follows ILO standards, so starting there is a good plan.
3. Register with local authorities
Before onboarding, you'll need to register your new hire with the Instituto Nacional de Previdência Social (INPS), Guinea-Bissau's social security system. You'll also need:
- A tax ID (NIF) for the employee
- To register the contract with the labor inspectorate
- To enroll the employee for monthly Social Security contributions
4. If they're foreign, secure a work permit
Foreign nationals need a valid work permit before they can start working. Applications go through the Ministry of Interior and should be filed early; it can take time.
5. Make onboarding easy and clear
Once everything's official, kick off onboarding. Walk your new hire through policies, pay schedules, and what to expect in the first 30 days. The clearer you are now, the smoother things go later.
Establishing payroll systems and staying compliant
Payroll isn't just about paying people on time, it's about doing it right. Here's how to get your payroll system set up and keep it compliant month after month.
Build your payroll calendar
Most employers in Guinea-Bissau pay monthly, typically at the end of the month. You'll want a simple but consistent calendar that covers:
- Hours worked and days off
- Gross salary based on the contract
- Social security deductions (8% from employees, 15% from employers)
- Income tax withholdings (up to 20%)
- Payslips issued on time
- Monthly reports to tax and social authorities
Know the salary rules
Minimum wage is around 50,000 XOF per month (US$89.50), but most professional roles will be above that. You'll need to:
- Pay in XOF, on time
- Deduct taxes and social security correctly
- Document everything, no handshake deals
Handle leave and benefits properly
Here's what you legally need to provide:
- At least 22 working days of paid vacation per year
- Paid public holidays
- Sixty days of paid maternity leave
Some terminations also require severance based on length of service. Put it all in writing.
How to pay employees in Guinea-Bissau
When payday rolls around, your payment method matters as much as the amount.
1. Local bank transfer
This is the most common and compliant option. Employees need a local account, and you need to make sure funds arrive on time.
2. Global payroll platforms
These automate payroll, handle currency conversion, and often integrate with your HR systems. But make sure your provider understands West African regulations.
3. Cash (only if you must)
Still used in some sectors, but it's high-risk. If you do pay in cash, you must issue a payslip and get a signed receipt.
Paying international or remote employees
If your team member lives outside Guinea-Bissau or works remotely, you'll need to think about:
- Cross-border tax implications
- Currency conversions and delays
- The risk of misclassifying them as contractors
Use platforms like Wise or regional experts to set up compliant payments with a clear paper trail.
Common mistakes and how to avoid them
Hiring and paying people in Guinea-Bissau can be smooth if you skip these common missteps:
Don't:
- Skip registering contracts or employees with the authorities
- Miss a payroll deadline
- Pay without documentation or receipts
Do:
- Keep all contracts and tax records organized
- Monitor updates through ILO's legal database
- Use a payroll process that can scale as you grow
Tips and resources for a successful application
Use local advisors when you can, especially when it comes to contracts and tax registration. Government bulletins and ILO country profiles can help you stay current.
Network with other companies hiring in West Africa and you'll learn what works and what to avoid.
Why using an Employer of Record (EOR) can save you time (and headaches)
An employer of record is a legal entity that hires people on your behalf. You get the employee, and the EOR handles everything else: contracts, taxes, payroll, and local compliance.
It's faster, safer, and cheaper than building a local entity yourself-especially if you're hiring one or two people. The EOR stays on top of changing laws and handles the red tape so you can focus on your team.
For companies new to Guinea-Bissau or expanding into multiple countries, an EOR is often the smartest first step.
How Pebl can help
You don't need to be an expert in West African tax law to build a great team in Guinea-Bissau. You just need the right steps and the right support.
Pebl gives you everything you need to hire and pay employees in Guinea-Bissau and 185+ countries worldwide, all without setting up a new local entity. Our EOR services handle work authorization, payroll, benefits, and compliance, so you don't have to.
We make global hiring simple, compliant, and fast. Let's talk about how Pebl can support your team's growth.
Disclaimer: This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided "as is," and no representations are made that the content is error-free.
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