Cameroon Flag PNG

HR at a Glace in Cameroon

cameroon

Currency of Cameroon

Central African CFA Franc (XAF)

The Capital of Cameroon

Yaoundé

Time Zone in Cameroon

GMT+1

Important Facts About the Country of Cameroon

Cameroon Human Resources at a Glance

Employment Law Protections in Cameroon

The Labor Code of 1992 is the primary legal framework governing employment relationships in Cameroon. In addition to this, other essential regulations include:

  • Constitution of the Republic of Cameroon 1972
  • Penal Code 1967
  • Social Security Profile for Cameroon 2017
  • Decree on Deviations of Legal Working Hours
  • Collective agreements depending on the principal activity of the company

 

Employment Contracts in Cameroon

Employment contracts may be established either verbally or in writing, with both fixed-term and indefinite-term contracts being allowed. However, if a fixed-term contract exceeds three months or requires the employee to relocate from their usual residence, it must be in written form. A copy of the contract must also be sent to the local Labor Inspector.

Cameroon's Fixed Term Contract Terms

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.

Regulations and Rules Regarding Working Hours in Cameroon

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.

Medical Check-ups

Medical check-ups are mandated by law. It must take place within three months of the employee’s probation period.

Cameroon's Requirements Regarding Notice Periods

Employers in Cameroon have the right to end a permanent employment contract by giving notice or making a payment in lieu of notice. This notice must be in writing and provide a clear reason for the termination. The duration of the notice period is determined by the employee’s professional category and length of service, ranging from one month to four months.

After receiving notice, the employee is entitled to two paid days off per week to look for a new job. This ensures that the employee has enough time and resources to find new employment opportunities.

Pre-Employment Checks

Cameroonian law does not prohibit employers from conducting background checks, including criminal records and medical history.

Medical Check-ups

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.

Bonus and 13th Month Pay

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.

Post-Termination Restraints/Restrictive Covenants

Employment contracts can include non-competition covenants, as there is no law prohibiting them.

Cameroon's Guidelines Regarding Probation Period/Trial Period

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.

Timesheets

Employers in Cameroon are obligated to maintain and regularly update a register at the workplace called the “employer’s register.” This register must contain information that allows labor and social insurance agencies to conduct an inspection.

Termination

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.

Data Protection

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.

Rules Regarding Visas and Foreign Workers in Cameroon

General Information

Visas

To enter Cameroon, most foreign nationals need to obtain a visa from a Cameroonian embassy or consulate. However, citizens of the Central African Republic, Chad, the Republic of the Congo, Equatorial Guinea, Gabon, and Nigeria can enter without a visa for stays up to 90 days. Some citizens of specific countries can obtain a visa on arrival, while others need to contact the embassy or consulate of Cameroon before departure to learn about the visa requirements and application process.

Cameroon provides various types of visas for different purposes such as tourism, business, study, transit, and volunteering. The duration of the visa can be up to six months. If a foreigner wishes to stay longer, they need to apply for a Cameroon residence permit.

Work Permits

Before beginning employment, foreign nationals must obtain approval from the Minister in charge of Labor. The employer is responsible for submitting the endorsement request. If the endorsement is denied, the contract becomes void. If there is no response from the Minister of Labor within two months of receiving the application, the contract is assumed to be endorsed.

To work in Cameroon, a foreign national must first obtain a work visa, then apply for a residence permit. He or she will also need a letter of invitation from their employer, which must contain details such as the duration of the work and the financial and legal responsibilities. The employment contract must be legalized and signed by the Minister of Labor and Social Security in Cameroon.

Public Holidays Recognized by Cameroon in 2023

Occasion Date
1. New Year’s Day 01.Jan.2024
2. New Year Holiday 02.Jan.2024
3. Youth Day 11.Feb.2024
4. Good Friday 07.Apr.2024
5. Djouldé Soumaé 21.Apr.2024
6. Labor Day 01.May.2024
7. Ascension Day 18.May.2024
8. National Day 20.May.2024
9. Tabaski 28.Jun.2024
10. Assumption Day 15.Aug.2024
11. Christmas Day 25.Dec.2024