Labor law in Cameroon

The Code du Travail applies to dependent work performed in Cameroon regardless of where the contract was signed or where the parties live. The Ministry of Labour and Social Security, known as MINTSS, sets policy, oversees the Code and collective agreements, and supports dialogue between unions and employers. Local Inspection du Travail et de la Prévoyance Sociale offices inspect workplaces, keep relevant registers, intervene on site and conduct conciliation. Labour placement formally falls under MINTSS; access for workers is free through public services or authorised private or trade-union bodies. An employment contract can generally be agreed without a special form, but a fixed-term contract lasting more than three months or requiring a change of residence must be written and copied to the Labour Inspectorate. A fixed-term contract may last up to two years and may be renewed once. Early termination is limited to serious misconduct, force majeure or written agreement by both parties. A written probation period may last up to six months, or eight months for executives, including any extension. Neither notice nor compensation is required during probation. An apprenticeship contract must be written or it is void. Foreign employees need the required ministerial visas before starting work; if no decision arrives within two months, approval is deemed granted under the stated rule. If a subcontractor becomes insolvent, the contractor may in some cases face a direct wage claim. Employers may not impose monetary fines as disciplinary penalties. The only disciplinary sanction identified as affecting wages is suspension, limited to eight working days, with written reasons and notice to the Labour Inspectorate within 48 hours. Internal regulations may address work organisation, discipline, safety and hygiene, but employee representatives and the Labour Inspectorate review them in advance. Wages must be paid in legal tender at intervals no longer than one month. Monthly wages are due no later than eight days after the end of the month, and the employer must provide a pay voucher and settle amounts due when the contract ends. Wage claims have priority over many other claims. The supplied research records a 2023 SMIG decree listing CFA 41,875 for state employees covered by the Code, CFA 45,000 for agriculture and similar activities, and CFA 60,000 for other sectors. Decree 2024/0168 repealed conflicting rules, including the 2023 decree, and sets CFA 43,969 only for state employees covered by the Code. The current private-sector SMIG is not resolved by the available primary source, so the applicable sector and current case should be checked rather than relying on the older figures. Non-agricultural work is limited to 40 hours per week. Agricultural work is limited to 2,400 hours per year and normally no more than 48 hours per week. Night work runs from 22:00 to 06:00. Weekly rest lasts at least 24 hours and is normally taken on Sunday. Overtime requires the applicable authorisation or arrangement and attracts the surcharge required by implementing rules. After one year, annual leave accrues at 1.5 working days per month; workers under 18 accrue 2.5 days per month. Family-event leave can reach ten days per year, and two additional leave days accrue for each five years of service. Maternity-related supplements apply for each child under six. Unused annual leave is paid out when the contract ends. When an employer relocates a worker for business reasons, transport arrangements can include the worker’s spouse and minor children. Pregnancy receives protection against dismissal. Maternity leave lasts 14 weeks, normally beginning four weeks before the expected birth, with six additional weeks for certified illness. The CNPS daily maternity benefit equals the wage actually received. A breastfeeding worker may receive breaks of up to one hour per working day for 15 months. Employing a child under 14, including as an apprentice, is prohibited unless a minister grants an exception. Workers under 18 may not perform hazardous work and face restrictions on work aboard ships. Employers must provide occupational health and safety measures, a health service and drinking water, and alcohol is prohibited at work. A Labour Inspector or occupational physician may order immediate protective measures. CNPS means Caisse Nationale de Prévoyance Sociale, Cameroon’s social insurance institution. Employers and workers must be affiliated and registered. The employer calculates contributions, withholds the worker’s share and pays the total, normally through tele-declaration and within 15 days after the contribution month. CNPS covers family benefits, old-age, invalidity and survivors’ pensions, and employment risks; it does not currently provide general sickness or unemployment coverage. For a workplace accident or occupational disease, the employer must notify CNPS within three working days. If the employer fails to report, the affected worker or eligible beneficiaries may report within three years. Workers and employers may form or join unions and employer organisations without prior authorisation, and joining remains voluntary. Anti-union discrimination is void. Collective agreements and establishment agreements can set employment and pay conditions. Délégués du personnel, meaning elected employee representatives, are required in establishments with at least 20 regularly employed workers. Their term lasts two years. Voting requires age 18 and six months of service; eligibility requires age 20, English or French, and 12 months of continuous service. Representative duties are paid up to 15 hours per month. Representatives receive dismissal protection, and an economic dismissal based on elimination of their position requires the Labour Inspectorate’s approval. An indefinite-term contract must be terminated in writing with reasons and notice. The notice period is set by ministerial rules according to seniority and occupational category rather than by a single period in the Code itself. During notice, the worker receives one paid day per week to seek another job. Immediate dismissal for serious misconduct remains subject to court review. An employer dismissal after at least two years of seniority generally gives rise to severance, except in cases of serious misconduct. Wrongful dismissal can lead to damages. Economic dismissal requires consultation with employee representatives and the Labour Inspectorate, negotiation of alternatives for up to 30 clear days, and selection based on competence, seniority and family responsibilities. Affected workers receive priority for re-employment for two years and should receive a work certificate at the end. An individual employment dispute first goes to the competent Labour Inspectorate for conciliation. A settlement protocol becomes enforceable after judicial approval. If conciliation fails, the worker can bring the case before the Labour Court, generally at the place of work or, where allowed, the worker’s place of residence. First-instance and appeal proceedings are free of court fees, and the claim normally includes the report confirming failed conciliation. A collective dispute must be reported promptly to the Labour Inspectorate, followed by conciliation and, if unsuccessful, referral to arbitration within eight clear days. A strike or lock-out becomes legitimate only after those procedures have been exhausted and have failed. The Commission Nationale Consultative du Travail advises on labour matters, while the Commission Nationale de Santé et de Sécurité au Travail addresses occupational health and safety.