Resume rules in Guinea
What employers in Guinea expect on a Curriculum Vitae (CV), French: Curriculum Vitae or Parcours Professionnel, what the law lets them ask for, and where the two disagree.
Call it a CV for Guinea or a resume for Guinea: it's the same document.
This is research, not legal advice. Employment and data protection law changes, state and provincial rules matter in federal countries, and practice varies by industry and seniority. Each entry shows when it was looked up and how confident we are. Where nothing reliable was published it says Not found rather than a guess.
Law and practice, side by side
The label on the right is what local hiring expects. The two lines under it are the law and the habit, which often disagree.
Photo: Common
Common; especially in urban/formal sectors
What the law says: Labour Code (Law L/2015) does not mandate or prohibit photos on CVs
Date of birth: Common
Common; many candidates include
What the law says: Labour Code prohibits age-based discrimination; date of birth not legally required
Marital status: Uncommon
Uncommon on modern CVs
What the law says: No specific requirement; marital status discrimination prohibited
Sex or gender: Optional
Optional; typically omitted
What the law says: Law L/015 and Constitution prohibit gender discrimination; gender statement not mandated
Nationality: Optional
Optional; commonly included by Guinean citizens
What the law says: Work permit regime separate from CV content; nationality not legally required
National ID number: Uncommon
Uncommon
What the law says: Not required; identity verified through employer documentation separately
The rest of the entry
- Local name of the document
- Curriculum Vitae (CV), French: Curriculum Vitae or Parcours Professionnel
- Language to submit in
- French (official); English increasingly accepted
- Typical length
- 1-2 pages
- Address detail expected
- City commonly included; full address varies; privacy concerns increasing
- Signature and date
- Not required or standard; typed CVs normal
- Officially prescribed form
- None; Europass seldom used
- Religion, ethnicity or caste
- PROTECTED. Constitution and Labour Code forbid discrimination based on religion, race, ethnicity, national origin. Must not be included.
- Health, disability or pregnancy
- PROTECTED. Discrimination prohibited; medical information not required or requested.
- Other customary attachments
- References typically requested separately; certificates not mandatory at CV stage
- Employer may not ask for
- Age, religion, ethnicity, race, national origin, family status, disability, health, sexual orientation, political affiliation, trade union membership
- Named statutes
- Labour Code 2014 (Loi L/2014/072/CNT du 10 Janvier 2014); Constitution of the Republic of Guinea (1991)
- Data protection regime
- Not found; Guinea lacks comprehensive data protection legislation. No national DPA. Minimal statutory protection beyond Labour Code.
- Anti-discrimination statutes
- Labour Code 2015 (Loi L/2015); Constitution of the Republic of Guinea (1991); Civil Code provisions on equality
- Local language source
- French
Where this came from
Looked up 2026-08-15. Independently checked 2026-08-15. High confidence. Result of that check: Corrected.
Notes: Guinea's employment framework modeled partly on French law. However, practical enforcement and published guidance on CV standards very limited. Francophone context means French-language searches would be more productive but not conducted due to search budget. Civil service positions may have additional formal requirements not publicly documented.
Researched with AI assistants working from a written checklist, then independently checked. How we researched this