Employer of Record Guide in Cameroon
Expanding your team into Cameroon opens doors to Central Africa's diverse talent pool, but navigating local employment laws and compliance requirements can feel overwhelming. Our comprehensive guide simplifies the complexities of hiring in this bilingual market, helping you build your global team with confidence.
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Key stats and facts
Cameroon's economy spans from traditional agriculture to emerging tech sectors, with major business hubs in Douala and Yaoundé driving growth across industries. Understanding the local market dynamics—from in-demand skills to tax structures—is essential for successful expansion into this French and English-speaking nation.
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Your EOR guide in Cameroon
Getting payroll, benefits, and compliance right in Cameroon requires navigating specific local requirements that differ significantly from other markets. This detailed breakdown covers everything from minimum wage structures to mandatory social contributions, giving you the practical knowledge needed to hire compliantly.
Minimum Wage
The national minimum wage in Cameroon is currently set between XAF 36,270 and XAF 41,875 per month, depending on the sector and employee category.
⚠️ Writer Note: Please verify the exact current minimum wage rate as sources show conflicting figures.
| Employee Category | Monthly Minimum (XAF) |
|---|---|
| General Workers | 36,270 - 41,875 |
| Agricultural Workers | May have different rates |
| Domestic Workers | Subject to specific regulations |
Note: Minimum wage rates are subject to periodic government adjustments and may vary by region or industry sector.
Payroll Cycle
- Standard: Monthly payment is the norm
- Payment Date: Must be paid by the end of each month
- Currency: Central African CFA Franc (XAF)
Individual Income Tax
Cameroon operates a progressive income tax system with rates ranging from 10% to 35%.
| Annual Income (XAF) | Tax Rate |
|---|---|
| Up to 2,000,000 | 10% |
| 2,000,001 to 3,000,000 | 15% |
| 3,000,001 to 5,000,000 | 25% |
| Over 5,000,000 | 35% |
Tax Residency Criteria
Individuals are considered tax residents if they:
- Spend 183 days or more in Cameroon during a calendar year
- Have their principal residence in Cameroon
- Conduct their main professional activities in Cameroon
Employer Payroll Contributions
Employers must contribute to the National Social Insurance Fund (CNPS) and other mandatory schemes.
| Contribution Type | Employer Rate | Employee Rate | Total |
|---|---|---|---|
| CNPS (Pensions) | 4.2% | 2.8% | 7.0% |
| Family Allowances | 7.0% | 0% | 7.0% |
| Work Accidents | 1.75% | 0% | 1.75% |
| Total Employer Cost | ~12.95% | 2.8% | 15.75% |
Note: Additional contributions may apply for specific sectors or company sizes.
Working Hours
The standard working schedule in Cameroon is:
- Daily: 8 hours per day
- Weekly: 40 hours per week
- Days: Monday through Friday (5-day work week)
Certain senior management positions and specific industries may have different arrangements as defined in employment contracts.
Overtime Pay
- First 20 hours: 1.3× regular hourly rate
- Beyond 20 hours: 1.5× regular hourly rate
- Sundays and holidays: 1.5× regular hourly rate
- Night work: Additional premiums may apply
Bonus Payments
While not legally mandated, many employers provide:
- 13th month bonus: Common practice, especially for permanent employees
- Performance bonuses: At employer discretion
- Holiday bonuses: Traditional during major holidays
Full-Time vs. Part-Time
- Full-time: 40 hours per week
- Part-time: Less than 40 hours per week with proportional benefits
- Contract types: Permanent (CDI) or fixed-term (CDD) contracts available
Vacation Leave
Annual leave entitlement increases with length of service:
| Years of Service | Annual Leave Days |
|---|---|
| 1 year | 18 working days |
| 5+ years | 21 working days |
| 10+ years | 24 working days |
| 15+ years | 30 working days |
- Accrual: Leave accrues monthly
- Payout: Unused leave must be paid out upon termination
Sick Leave
- Duration: Up to 6 months per year with medical certification
- Pay: Varies based on length of illness and employment tenure
- Medical Certificate: Required for absences exceeding 3 days
Maternity Leave
- Duration: 14 weeks total
- Timing: Can be taken 6 weeks before and 8 weeks after birth
- Pay: Funded through CNPS social security contributions
- Job Protection: Position must be held during leave period
Parental Leave
- Paternity Leave: 10 days for fathers
- Adoption Leave: Available for adoptive parents
- Unpaid Leave: Additional unpaid parental leave may be negotiated
Bereavement Leave
- Immediate Family: 3-5 days paid leave
- Extended Family: 1-2 days, depending on relationship
- Documentation: Death certificate typically required
Personal & Family Leave
- Family Emergencies: Short-term unpaid leave available
- Personal Days: At employer discretion
- Civic Duties: Time off for voting, jury duty, and other civic obligations
Summary
| Leave Type | Duration | Paid? | Funding |
|---|---|---|---|
| Annual Leave | 18-30 days/year | Yes | Employer |
| Sick Leave | Up to 6 months | Partial | CNPS/Employer |
| Maternity Leave | 14 weeks | Yes | CNPS |
| Paternity Leave | 10 days | Yes | Employer |
| Bereavement | 3-5 days | Yes | Employer |
Termination Types
Termination for Cause:
- Serious misconduct, theft, or breach of contract
- No notice or severance required
- Must be documented and justified
Termination Without Cause:
- Economic reasons or restructuring
- Requires proper notice and severance payments
- Must follow procedural requirements
Notice Period Requirements
Notice periods vary by employee category and length of service:
| Employee Category | Notice Period |
|---|---|
| Workers/Labourers | 1 month |
| Employees/Clerks | 2 months |
| Executives/Managers | 3 months |
Severance Pay
Severance calculations are based on:
- Length of service
- Average monthly salary
- Reason for termination
Formula: Generally 1 month's salary per year of service for economic dismissals.
Probationary Periods
- Duration: Up to 8 months for executives, 3 months for other categories
- Termination: Either party can terminate with minimal notice during probation
- Extensions: Limited extensions possible with employee agreement
Final Pay Requirements
Employers must provide final payment within:
- 48 hours: For voluntary resignations
- Immediately: For dismissals
- Components: All outstanding wages, accrued leave, and applicable severance
Legal Protections
Employees are protected against termination based on:
- Pregnancy or maternity leave
- Union activities
- Filing complaints against the employer
- Discrimination based on protected characteristics
National Holidays (2025)
| Holiday | Date | Type |
|---|---|---|
| New Year's Day | January 1 | Civic |
| Youth Day | February 11 | National |
| Labour Day | May 1 | International |
| National Day | May 20 | National |
| Assumption Day | August 15 | Religious |
| Christmas Day | December 25 | Religious |
Note: Additional religious holidays may be observed based on the Christian calendar, and some regions may observe local holidays.
Regional Variations
- Anglophone regions: May observe some Commonwealth holidays
- Francophone regions: Follow French holiday traditions
- Religious diversity: Islamic holidays may be observed in northern regions
Holiday Pay Rules
- Eligibility: Employees must have worked the day before and after the holiday
- Pay Rate: Regular daily wage
- Working on Holidays: 1.5× regular pay plus compensatory time off
Required Documentation
Employment Contract Must Include:
- Job title and description
- Salary and benefits
- Working hours and location
- Probationary period terms
- Termination clauses
Employee Documents:
- National identity card or passport
- Work permit (for foreign nationals)
- Educational certificates
- Medical certificate
- Tax identification number
Language Requirements
- Official Languages: French and English
- Contracts: Must be in French or English (employee's choice)
- Workplace Communication: Depends on regional location and company policy
Background Checks & References
- Permitted Checks: Criminal background, employment history, educational verification
- Consent Required: Written employee consent mandatory
- Limitations: Must be job-relevant and proportionate
Data Protection & Privacy
- Personal Data: Must be collected and processed lawfully
- Employee Consent: Required for data collection beyond employment necessities
- Data Security: Employers must protect employee personal information
IP Assignment & Confidentiality
- Intellectual Property: Work-related creations belong to employer unless otherwise specified
- Confidentiality: Non-disclosure agreements common for sensitive positions
- OAPI Membership: Cameroon is part of the African Intellectual Property Organisation
Onboarding Timeline
| Step | Timeline |
|---|---|
| Job offer accepted | Day 0 |
| Contract preparation | Day 1-3 |
| Document collection | Day 3-7 |
| Work permit processing (if needed) | 2-4 weeks |
| CNPS registration | Day 7-10 |
| First day of work | Day 10-14 |
Worker Classification
Employee vs. Independent Contractor:
- Control Test: Level of supervision and direction
- Integration Test: How integral the work is to the business
- Economic Reality: Who bears the financial risk
Misclassification Risks:
- Back payment of social contributions
- Penalties and fines
- Automatic reclassification as employee
Unionisation & Collective Agreements
- Union Rights: Employees have the right to form and join unions
- Collective Bargaining: Common in larger companies and public sector
- Sector Agreements: May override individual employment contracts
- Strike Rights: Protected under labour law with proper procedures
Cultural Norms & DEI Expectations
Workplace Culture:
- Respect for Hierarchy: Traditional respect for seniority and authority
- Bilingual Environment: French and English language skills valued
- Religious Diversity: Accommodation for Christian and Islamic practices
- Extended Family: Family obligations often take precedence
Communication Style:
- Formal Address: Use of titles and formal greetings important
- Indirect Communication: Diplomatic approach to feedback and criticism
- Relationship Building: Personal relationships crucial for business success
Remote Work Considerations
- Legal Framework: Limited specific remote work legislation
- Equipment: Employer typically provides necessary tools
- Health & Safety: Employer responsibility extends to home office
- Tax Implications: May affect tax residency status for international employees
Anti-Discrimination Laws
Protected characteristics include:
- Origin and Race: Ethnic and tribal discrimination prohibited
- Religion: All religious beliefs protected
- Gender: Equal treatment regardless of sex
- Political Opinion: Political beliefs protected
- Disability: Reasonable accommodation required
⚠️ Writer Note: Please verify current anti-discrimination legislation as this area of law may have recent updates.
This guide provides general information about employment in Cameroon. For specific legal advice and current regulatory updates, consult with qualified Cameroonian employment law professionals.
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