Cameroon Employment Guide
Cameroon Employment Guide
Cameroon, located in Central Africa, has a population of around 28 million. Its economy is diverse, with agriculture, oil, timber, and services as key sectors. Employment in Cameroon is regulated by the Labor Code, which covers employment contracts, working hours, paid leave, social security contributions, and employee rights. Employers must comply with tax and social security obligations, and labor laws emphasize non-discrimination and safe working conditions. Work permits are required for foreign employees.
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Currency
Central African CFA franc (XAF)
Capital
Yaoundé
Official language
French, English
Salary Cycle
Monthly
Our Employment Guide in Cameroon
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Navigating Employment Termination in Cameroon: A Guide for International Employers
Terminating employment contracts in Cameroon requires careful adherence to legal frameworks. For indefinite-term contracts, either party must provide a formal notice period to lawfully end the relationship. Understanding the permissible grounds for termination is essential to avoid legal pitfalls.
Permissible Grounds for Termination
Cameroonian labor law recognizes several valid reasons for contract termination:
- Voluntary resignation by the employee
- Mutual agreement between both parties
- Employer-initiated termination based on:
- Probationary period assessment
- Objective grounds such as economic reasons
- Disciplinary dismissal for misconduct
- Performance issues related to job suitability
- Expiration of fixed-term contracts
Notice Period Requirements
The minimum notice period starts at 30 days and increases with employee tenure and classification. For example, SailGlobal recently managed a termination case where proper notice prevented legal disputes.
| Employee Category | Service Duration | Notice Period |
|---|---|---|
| Categories I-IX | Less than 1 year | 30 days |
| Categories I-IX | 1-5 years | 60 days |
| Categories I-IX | Over 5 years | 90 days |
| Categories X-XX | Less than 1 year | 30 days |
| Categories X-XX | 1-5 years | 90 days |
| Categories X-XX | Over 5 years | 120 days |
Severance Pay Obligations
Employees with over two years of continuous service who are dismissed for reasons other than gross misconduct are entitled to severance pay. This compensation is calculated as a percentage of total monthly wages per year of service. A multinational company using SailGlobal's services successfully applied these rates to ensure compliance during a restructuring.
- Years 1-5: 20% per year
- Years 6-10: 25% per year
- Years 11-15: 30% per year
- Years 16-20: 35% per year
- 21+ years: 40% per year
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