Introduction

Employment law in Cameroon is governed primarily by the Labour Code (Code du Travail) of 1992 and its implementing regulations. Employers operating in Cameroon must comply with a range of legal obligations, covering employment contracts, working time, minimum wage, dismissal and collective bargaining.

This guide provides a practical overview of the key employment law requirements for employers in Cameroon, with a focus on the areas most likely to give rise to legal risk.

Employment contracts

Under the Labour Code, employment contracts in Cameroon may be for a fixed term or an indefinite term. Fixed-term contracts are subject to strict rules on duration and renewal, and may only be used in limited circumstances. Indefinite-term contracts are the default form of employment contract in Cameroon.

Employment contracts must be in writing for certain categories of employee, including managerial staff and employees on fixed-term contracts. The contract must specify the employee's job title, remuneration, working hours and place of work.

Working time and leave

The standard working week in Cameroon is 40 hours. Overtime is permitted subject to the prior authorisation of the Labour Inspectorate and must be compensated at enhanced rates. Employees are entitled to a minimum of 18 days of paid annual leave per year, increasing with length of service.

Dismissal

Dismissal of employees in Cameroon is subject to strict procedural requirements. Employers must have a valid reason for dismissal and must follow a prescribed procedure, including prior notice and, in some cases, prior authorisation from the Labour Inspectorate. Failure to comply with these requirements may give rise to claims for unfair dismissal and significant financial liability.