Employer in Cameroon

In the formal system, employeur means employer; patron or boss are also used in everyday language. The Labour Code (Code du travail) covers employers, employees and apprentices in public and private establishments, but does not generally apply to the public service or to certain judicial, military, security and prison statutes. Cameroon's working world is strongly informal: in 2021, 86.6 percent of jobs were informal, and in informal enterprises only 6 percent of workers had wage-earning status. Contracts there may be oral or agreed by mutual agreement (gré à gré), making evidence, social insurance, occupational safety and representation more difficult to access. Employers freely negotiate employment contracts but must pay wages in legal tender and no more than once a month. Monthly wages are due no later than eight days after the end of the month; employers keep proof of payment and payslips. Deductions are permitted only within the limits allowed by law. At the end of a contract, the employer issues an employment certificate (certificat de travail). Weekly rest must be at least 24 hours, and regular working time may not exceed 40 hours per week outside agriculture or 48 hours in agriculture, respectively 2,400 hours per year. Employing children under 14 is prohibited. Pregnancy may not be a reason for dismissal; maternity protection covers 14 weeks and may be extended by six weeks under certain conditions. A transfer may require accommodation or a housing allowance. Employers must register with the National Social Insurance Fund (CNPS) from the beginning of their activity and report all permanent, seasonal, temporary and occasional workers. New employees must be registered no later than eight days after hiring. Employers pay their contribution and fully remit withheld employee contributions; payment is due no later than the 15th of the month. Occupational accidents and diseases must be reported within three days at the latest. Online pre-registration may be used, but confirmation at a CNPS centre should take place within 30 days at the latest. Missing reports may trigger an inspection or an official assessment. The contribution amount depends on the sector and wage; there is no uniform flat-rate employer contribution. The employer bears direct responsibility for prevention, hygiene and safety. Every establishment needs a medical service, either internally, jointly with other establishments or through a hospital contract. This includes an examination before employment and ongoing medical supervision. Water and non-alcoholic drinks must be available at the workplace. In the event of immediate danger, the inspector of labour and social security (Inspecteur du travail et de la sécurité sociale), together with the occupational physician, may order immediate measures. An occupational hygiene and safety committee (comité d'hygiène et de sécurité du travail) is required for establishments with 50 or more employees; the labour inspectorate may also order such a body in smaller establishments. Establishments with at least 20 regularly employed workers must have employee representatives (représentants du personnel). Their term of office is two years. Eligibility to vote generally requires a minimum age of 18 and six months of service; candidates generally must be employees aged at least 20 with English and French skills and twelve months of continuous service. The employer reports the election record to the inspector. Representatives may use up to 15 hours per month for their duties, which are paid as working time. During the protection period, dismissal or transfer requires the inspector's prior approval; special protection continues until six months after the end of the term or candidacy. Employers may voluntarily organize in employer associations. GECAM brings together Cameroon's leading private employer representation and provides information, advice, training and social dialogue for companies of different sectors and sizes. Membership does not replace registration with CNPS or obligations under the Labour Code. Collective agreements may be concluded between trade unions and employers or employer associations. More favourable arrangements for employees are possible, but mandatory law remains in force. For individual labour disputes, the competent inspector may first conduct out-of-court conciliation. A settlement is recorded and becomes enforceable after confirmation; if conciliation fails, the labour court may be approached. Collective disputes must be reported to the inspector immediately. After an unsuccessful conciliation, another hearing is held within no more than 48 hours and referral for arbitration takes place within eight days. Only after these steps have been unsuccessfully exhausted are a strike or lockout lawful. Wage claims generally become time-barred after three years. In a sale, merger, transformation or financial reorganization, ongoing employment contracts remain with the new organization. Closure, insolvency and liquidation do not automatically constitute force majeure. In an economically motivated workforce reduction, the employer must first negotiate for no more than 30 clear days with employee representatives and the inspector about alternatives such as reduced working hours, shift changes, part-time work, lay-off or changes to benefits and wages. If no agreement is reached, selection criteria such as qualifications, length of service and family responsibilities apply; qualifications take priority. A dismissed person with the same qualifications has priority for re-employment for two years.