If a working relationship continues beyond the end of a fixed-term contract, the contract must be transformed into an indefinite-term contract. The following types of contracts are considered fixed-term but cannot be renewed:

• A contract whose termination is dependent on the occurrence of a future but certain event, which is beyond the control of both parties.
• A contract that is established for the completion of a specified task.

If a foreign national is engaged on a fixed-term contract, the contract can only be renewed after receiving an endorsement from the minister responsible for labor.

According to Cameroonian labor law, all non-agricultural public and private establishments must not have a workweek exceeding 40 hours or a work month exceeding 173 hours.In addition, employees are entitled to a rest day each week, which must be for a minimum of 24 consecutive hours.

In Cameroon, any hours worked beyond the regular 40-hour workweek are considered overtime and are compensated as follows:During regular work hours:

• The first 8 overtime hours are compensated at 20% of the employee’s hourly wage
• The next 8 hours of overtime are compensated at 30% of the employee’s hourly wage
• Any additional overtime hours (up to 20 hours per week) are compensated at 40% of the employee’s hourly wage

On Sundays, any overtime hours worked are compensated at 50% of the employee’s hourly wage.On public holidays, any overtime hours worked are compensated at 50% of the employee’s hourly wage.

Unless a more advantageous practice applies, at the end of the year, every employee with twelve months of seniority in the organization will be granted an allowance known as the thirteenth-month allowance, equivalent to one month of category salary, increased by the seniority bonus.This allowance will be determined pro-rata for employees with less than twelve months of service.

The probation period for an employee in Cameroon cannot exceed six months, including any renewals. However, if the employee is a manager, the duration may be extended up to eight months.The probation period may be renewed once but only with the employee’s written approval before the initial trial period expires. If the employee does not give written consent, the probation period is considered complete and the employee is deemed to have been hired permanently.

If either party wishes to terminate an indefinite-term contract, they must provide prior notice or payment in lieu. The notice must be in writing and state the reason.The legality of the termination depends on the circumstances, and if challenged in court, the employer must prove that it was for a valid reason, such as gross misconduct or redundancy. Fixed-term contracts cannot be terminated before their expiry except for gross misconduct, force majeure, or with written consent from both parties.Certain groups of employees are protected from dismissal, including pregnant women, worker’s representatives, trade union officials and employees on sick leave.

There is no specific data protection law in Cameroon. However, legal protection on data protection is found in several laws, including the Constitution and the Law on Electronic Communications.