In Guinea, the labor law framework outlines two main types of employment agreements: Fixed-Term Contracts and Indefinite-Term Contracts.

Fixed-Term Contracts (CDD - Contrat à Durée Déterminée)

Fixed-term contracts, as defined by the Guinean Labour Code, establish employment for a predetermined period. These contracts must include a specific start and end date.

Key Points:

• Maximum Duration: The maximum duration for a fixed-term contract is two years.
• Renewals: Renewals are possible, but with limitations. The total length of the contract, including renewals, cannot exceed two years.

Indefinite-Term Contracts

Indefinite-term contracts, also known as "contrat à durée indéterminée" (CDI), are open-ended employment agreements with no pre-defined termination date. They provide greater job security for the employee.

Employment agreements in Guinea, while not mandatory, are highly recommended to establish a clear understanding of the rights and obligations between employers and employees. These agreements should adhere to Guinea's labor laws.

Basic Information

The agreement should clearly identify the employer and employee by name, title, and company details. It should also specify the date the agreement comes into effect.

Job Description

The agreement should outline the employee's job title, duties, and responsibilities. It should also indicate the primary workplace location and any potential travel requirements.

Compensation and Benefits

The agreement should define the gross salary amount, payment frequency (e.g., monthly), and any applicable allowances. It should specify the standard workweek hours, including breaks, and any overtime pay regulations as outlined in the Labour Code. The agreement should also outline details on paid leave entitlements, including annual vacation days, sick leave, and public holidays, following minimum requirements set by the Labour Code. Any additional benefits offered, such as health insurance, social security contributions (both employer and employee portions), and any bonuses or profit-sharing schemes should be listed.

Term and Termination

The agreement should specify if the employment is for a fixed term (mentioning duration) or indefinite. It should outline grounds for termination by either party, following articles L.231 and L.341 of the Labour Code, which specify notice periods and potential severance payments.

Confidentiality and Intellectual Property

The agreement should include a clause protecting the employer's confidential information and intellectual property. It should specify ownership rights over any inventions or creations made by the employee during their employment, adhering to relevant intellectual property laws.

Dispute Resolution

The agreement should indicate that the Guinea Labour Code governs the interpretation and enforcement of the agreement. It should outline the preferred method for resolving any disputes arising from the agreement (e.g., negotiation, mediation, or litigation).

Probationary periods are a standard part of employment agreements in Guinea, serving as a trial period for both the employer and the employee to assess suitability for the role.

Legality and Duration

While Guinea's Labour Code does not mandate a probationary period, it is often included in employment contracts. The typical duration of these periods ranges from one to six months, with a recommended maximum of six months.

Purpose and Termination

The probationary period is a time for employers to evaluate an employee's skills, performance, and fit within the company culture. During this period, termination of employment by either party is generally permissible without extended notice or severance pay. However, employers must ensure that termination during probation adheres to non-discrimination principles enshrined in labor laws.

Post-Probation Period

Following the conclusion of the probationary period, termination of the employment relationship transitions to the requirements outlined in the Labour Code. This typically involves providing written notice periods based on employee seniority.

Employment agreements in Guinea often include confidentiality and non-compete clauses to safeguard the employer's legitimate business interests. However, Guinean law aims to strike a balance between protecting employers' confidential information and ensuring employee mobility.

Confidentiality Clauses

Confidentiality clauses prevent employees from disclosing the employer's confidential information to unauthorized third parties. This information can encompass trade secrets, client lists, marketing strategies, and other sensitive data.

Although there's no specific Guinean law governing confidentiality clauses, they are generally enforceable under the principles of good faith and loyalty in employment contracts.

Key points to consider for confidentiality clauses include:

• Definition of Confidential Information: The clause should clearly define what constitutes confidential information.
• Scope of Obligations: The clause should outline the employee's obligations regarding maintaining confidentiality, during and after employment.
• Exceptions: Reasonable exceptions for public disclosure requirements or whistle-blowing activities might be included.

Non-Compete Clauses

Non-compete clauses restrict employees from taking up employment with a competitor after leaving the company. These clauses are generally less favored in Guinea compared to confidentiality clauses.

There's no specific legislation regulating non-compete clauses. However, courts might consider them unenforceable if deemed excessively restrictive of an employee's right to work.

Factors that can make a non-compete clause more enforceable include:

• Reasonable Scope: The clause should have a reasonable geographic and time limitation.
• Protection of Legitimate Interests: The clause should protect a legitimate business interest of the employer, such as trade secrets or customer relationships.