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Banking, finance & insurance

HR practices that meet the compliance standards of your sector.

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Sector illustration: Banking, finance & insuranceUNDERSTANDING YOUR ENVIRONMENT

An approach rooted in the realities of your sector.

Financial institutions must combine internal control requirements, confidentiality, service quality and reliable personnel management.

COMMON POINTS OF ATTENTION
  • Formalisation of contracts and responsibilities
  • Payroll controls and traceability of HR decisions
  • Mobility, performance and disciplinary procedures
  • Staff training and harmonisation of practices

How GHR can help

✓Review of HR policies and procedures
✓Social compliance and payroll assessment
✓Support for manager training
✓Recruitment of specialist profiles and executives
OUR EXPERTISE FOR THIS SECTOR
Social complianceSecure your employer obligations and make your practices reliable.Social auditBase your decisions on a documented assessment.Payroll & complianceMake payroll and employment controls reliable.Employment law advisoryMake well-founded, traceable employment decisions.HR advisory & organisationOrganise the HR function to support operations.Recruitment & talentIdentify the right skills and secure recruitment decisions.
APPLICABLE TEXTS
  • Labour Code (Law L/2014/072/CNT)
  • Social Security Code: CNSS contributions, workplace accidents and occupational diseases
  • General Tax Code: pay-as-you-earn tax (RTS) and flat-rate payroll tax (VF)
  • Order No. 922 of 2025 on the social report
Read these texts on Mavzia ↗
FREQUENTLY ASKED QUESTIONS
How can a disciplinary procedure be secured?

By following each step laid down by the Labour Code and the internal rules: notice to attend, interview, time limits, written and reasoned notification. We support you from preparation to decision.

Can you audit our payroll before an internal review?

Yes. We check the calculations, CNSS contributions, RTS and the flat-rate payroll tax, and document the discrepancies and their correction.

Do you support reorganisations?

Yes: analysis of the impact on contracts, consultation of employee representatives, procedures to follow and communication with teams.

RELATED PUBLICATIONS
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 lawExplainer

Dismissal for personal reasons: the procedure that decides the outcome of the dispute

Provable grounds, notice of meeting, preliminary meeting, reflection period, reasoned letter: the Labour Code rules that win or lose a dismissal for personal reasons, and what a mistake costs.

Employers, HR directors and managersView the page →
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 →

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These issues are examples of possible situations, not findings about a particular company or sector. Any legal analysis depends on the applicable texts and the facts.