When should you call on us?
- You want to check, on your own initiative, that your practices comply with the law.
- Before a labour inspection or a CNSS inspection.
- Before an acquisition, a merger or a restructuring.
- After a change of management or HR manager, to start from a clear basis.
- When a dispute or an industrial conflict reveals weaknesses in your practices.
Our approach
- Scoping
With management, we set the scope (sites, headcount, topics), the timetable and the contact persons.
- Document review
Contracts, personnel files, registers, payroll and social declarations, internal rules and procedures.
- On-site checks
Targeted interviews and sample checks, to compare documents with actual practice.
- Findings and action plan
A report of the gaps ranked by level of risk, a prioritised action plan and a presentation to management.
How long does a social audit take?
It depends on the headcount, the number of sites and the topics covered: from a few days for a targeted audit to several weeks for a full audit. The timetable is set at the scoping stage.
Does the audit disrupt the business?
No. Most of the work is on documents; interviews are scheduled with you and limited to the people concerned.
What happens after the audit?
You receive a prioritised action plan. GHR can support its implementation: regularisation, document templates, team training.
Social report: what Order No. 922 requires of businesses
Content, filing with the General Labour Inspectorate before 31 March, certification by an accredited firm and penalties calculated per employee: what Order No. 922 of 2025 changes and how to prepare for it.
What an employee costs in Guinea: social contributions and payroll taxes
CNSS, RTS, VF (flat-rate payroll tax), apprenticeship tax or ONFPP: the deductions on every salary, the 25% rule for allowances, a worked example from gross pay to employer cost, and the deadlines.
Internal rules
25-employee threshold, mandatory content, prohibited clauses, union delegates’ opinion, labour inspectorate review, filing and posting: the rules for adopting valid internal rules and imposing sanctions safely.
Let’s discuss your situation.
Tell us about your context so that we can define a scope of work and the next steps.
Assignments and deliverables are defined in a tailored proposal. The information presented does not constitute individual legal advice.