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Mining & extractive industries

Securing people management on demanding sites, with subcontractors and rotations.

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Sector illustration: Mining & extractive industriesUNDERSTANDING YOUR ENVIRONMENT

An approach rooted in the realities of your sector.

In extractive activities, operational continuity relies in particular on structured labour relations, documented practices and good coordination between employers, subcontractors and employees.

COMMON POINTS OF ATTENTION
  • Organisation of working time, rotations and on-site presence
  • Social dialogue, staff representation and dispute prevention
  • Management of subcontractors and seconded employees
  • Traceability of contracts, individual files and declaration obligations

How GHR can help

✓Assessment of employment practices and document review
✓Support with staff elections and social dialogue
✓Securing HR procedures and contractual relationships
✓Recruitment of technical, supervisory and support profiles
✓Provision of personnel for your sites and projects
OUR EXPERTISE FOR THIS SECTOR
Social complianceSecure your employer obligations and make your practices reliable.Industrial relationsBuild a structured and lasting social dialogue.Recruitment & talentIdentify the right skills and secure recruitment decisions.HR outsourcingEntrust HR operations within a clear, controlled framework.Payroll & complianceMake payroll and employment controls reliable.Social auditBase your decisions on a documented assessment.
APPLICABLE TEXTS
  • Labour Code (Law L/2014/072/CNT)
  • Collective agreement for mines and quarries (2025)
  • Social Security Code: CNSS contributions, workplace accidents and occupational diseases
  • Order No. 922 of 2025 on the social report
Read these texts on Mavzia ↗
FREQUENTLY ASKED QUESTIONS
Does the collective agreement for mines and quarries apply to our company?

It applies to companies within its scope in the mines and quarries sector. When the Labour Code and the agreement cover the same subject, both texts must be compared: we help you identify the rule that applies to your situation.

How should we oversee subcontractors working on our sites?

By checking their employment obligations (contracts, CNSS returns, health and safety) and organising on-site coordination. We can audit your subcontractors’ practices and propose suitable clauses and checks.

Are rotations and shift work regulated?

Yes. Working time, rest periods, overtime and night work follow precise rules in the Labour Code and the collective agreement. We check that your schedules and payroll comply with them.

RELATED PUBLICATIONS
Employment lawPractical guide Restricted

Overtime

Definition, 100-hour quota, 30% and 60% premiums, night work and public holidays, maximum working hours and the payslip: the rules on overtime.

Employers, HR directors and payroll managersView the page →
Industrial relationsExplainer

Strikes

Legal definition, ten working days' notice, compulsory negotiation, minimum service, effects on the contract and prohibitions: the rules on strikes in Guinea's private sector.

Employers, HR directors and employee representativesView 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.