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Institutions & organisations

Clear rules for your national and international teams.

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Sector illustration: Institutions & organisationsUNDERSTANDING YOUR ENVIRONMENT

An approach rooted in the realities of your sector.

Institutions, organisations and mission-driven bodies must reconcile their internal rules, applicable obligations and high standards of transparency.

COMMON POINTS OF ATTENTION
  • Consistency of internal policies and contracts
  • Traceability of decisions and responsibilities
  • Management of teams, projects and external services
  • Skills development and document control

How GHR can help

✓Compliance review of HR procedures
✓Support in formalising management systems
✓Capacity building for teams
✓Recruitment for your projects and programmes
✓Provision of personnel for specific assignments
OUR EXPERTISE FOR THIS SECTOR
HR advisory & organisationOrganise the HR function to support operations.Social complianceSecure your employer obligations and make your practices reliable.Social auditBase your decisions on a documented assessment.Recruitment & talentIdentify the right skills and secure recruitment decisions.HR outsourcingEntrust HR operations within a clear, controlled framework.
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
Can our internal rules differ from the Labour Code?

They can specify or improve the legal rules, but not reduce them to the detriment of employees. We check that your manuals and procedures are consistent with the applicable texts.

Can you recruit for a funded project?

Yes: defining positions, searching, assessing and selecting against verifiable criteria, with full documentation of the process.

How should we prepare for an HR audit by a partner or donor?

Through a prior review of personnel files, contracts, payroll and procedures. We identify the gaps and help you correct them before the audit.

RELATED PUBLICATIONS
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 →
Employment lawPractical guide

Maternity leave in Guinea

Length, extensions, pay shared between the employer and the National Social Security Fund, protection against dismissal and return to work: the rules on maternity leave.

Employers and female employeesView 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 →

Let’s discuss your sector’s constraints.

Together we define the scope, priorities and deliverables of a possible assignment.

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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.