YOUR CHALLENGEWhen should you call on us?
- You want to bring your practices into compliance on your own initiative and fully meet your legal obligations.
- You are not sure whether your practices comply with the Labour Code and your obligations towards the CNSS.
- A labour inspection or a CNSS inspection has been announced.
- Your headcount is growing or you are opening a new site.
- New texts apply to your business: an order, a collective agreement, a finance act.
OUR WORK COVERS, IN PARTICULAR01Contracts, personnel files and traceability
02Social security declarations, payroll and employer obligations
03Staff representation and social dialogue
04Policies, procedures and internal controls
Our approach
- Inventory of obligations
We list the obligations that apply to your organisation: Labour Code, collective agreement, CNSS, payroll taxes.
- Gap analysis
We compare your practices and documents with these obligations and rank the gaps by level of risk.
- Compliance plan
For each gap: the action to take, its priority, the person responsible, the timetable and, where needed, the document template.
- Support and follow-up
Support with regularisation and formalities, then progress reviews until compliance is achieved.
POSSIBLE DELIVERABLES — DEPENDING ON SCOPE✓Map of obligations and risks
✓Gap matrix and compliance plan
✓Templates and procedures tailored to the scope
✓Corrective action tracker
Private companyRegistering employees with the CNSS
Context: Some employees were not registered with the National Social Security Fund (CNSS). The company was exposed to surcharges and to difficulties in the event of an inspection or a workplace accident.
Our work: Review of all employees and their status, preparation of the registration files, support with the CNSS procedures and a procedure put in place for every new hire.
Outcome: Employees’ status regularised with the CNSS and registration built into the hiring process.
FREQUENTLY ASKED QUESTIONSWhat is the difference between a social audit and bringing practices into compliance?
The audit assesses the situation and identifies the gaps; compliance work corrects them: regularisation, documents, procedures. We can carry out either or both.
Can you support us with the CNSS or the labour inspectorate?
Yes. We prepare the files and support you through the regularisation formalities.
Where should we start?
The free compliance assessment on Mavzia gives a first measure. A discussion with a consultant then sets the priorities.
Social complianceExplainer
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.
Employers, HR directors and senior managersView the page →
Social complianceExplainer
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.
Employers, HR directors and payroll managersView the page →
Employment lawPractical guide
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.
Employers, HR directors and managersView the page →
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.
