Cameroon Labor Law: An Overview

Cameroon’s labor law framework is shaped by its dual legal heritage (French civil law and English common law) and international standards, primarily governed by the Labor Code of 1992. Here’s a structured overview:

1. Sources of Labor Law

• Primary Legislation: The 1992 Labor Code (Law No. 92/007), amended periodically, is the cornerstone.
• Subsidiary Texts: Decrees and regulations (e.g., Decree No. 93/17 on contracts, Decree No. 95/15 on hygiene and safety).
• International Conventions: Ratified ILO conventions (e.g., on forced labor, discrimination, child labor).
• Collective Agreements: Sector-specific agreements negotiated between unions and employers.

2. Employment Contracts

• Types: Permanent, fixed-term (max 2 years, renewable once), part-time, and probationary contracts.
• Probation Period: Up to 6 months for permanent roles (extendable once); 2 weeks to 3 months for others.
• Formal Requirements: Written contracts mandatory for fixed-term, part-time, and probationary roles.

3. Working Conditions

• Working Hours: 40-hour week over 6 days (8 hours/day). Overtime capped at 20 hours/week, paid at 120% (first 8 hours) and 150% thereafter.
• Rest Periods: Daily rest of 11+ hours; weekly 24-hour break (typically Sunday).

4. Remuneration

• Minimum Wage: SMIG (Guaranteed Interprofessional Minimum Wage) set at 36,270 XAF/month (non-agricultural) and 35,000 XAF (agricultural) as of 2014. Sector-specific rates may apply.

5. Leave Entitlements

• Annual Leave: 1.5 days/month worked (18 days/year after 12 months).
• Maternity Leave: 14 weeks (6 prenatal), with 50% salary from social security.
• Paternity Leave: 10 days (paid by employer).
• Sick Leave: Up to 6 months with medical certification (paid through social security after 3 days).

6. Termination of Employment

• Notice Period: 1–3 months for permanent contracts, based on seniority.
• Severance Pay: Mandatory for unjustified dismissal (20–30% of monthly salary per year of service).
• Dismissal: Requires due process (written notice, hearing for misconduct). Unfair dismissal claims can be filed in labor courts.

7. Social Security

• National Social Insurance Fund (CNPS): Covers pensions, health, and workplace injury benefits. Employers contribute 8.84%, employees 4.2% of wages.

8. Health and Safety

• Employer Obligations: Safe working conditions, protective gear, and training. Hazardous work restrictions for minors (<18).
• Worker Rights: Right to refuse unsafe work without retaliation.

9. Unionization and Collective Bargaining

• Unions: Freedom to join; major unions include GECTUC and USLC.
• Strikes: Legal after 48-hour notice and mandatory conciliation efforts. Prohibited in essential services.

10. Dispute Resolution

• Labor Inspectors: First-line mediators.
• Labor Courts: Handle unresolved disputes, with appeals to higher courts.

11. Special Provisions

• Migrant Workers: Equal rights if legally employed. Employers must secure work permits.
• Child Labor: Minimum working age is 14; hazardous work banned under 18.

12. Challenges and Enforcement

• Informal Sector: 80% of workers lack formal protections.
• Enforcement Gaps: Limited resources for labor inspections and worker awareness.

13. Recent Developments

• Gender Equality: Efforts to reduce workplace discrimination.
• Child Labor: Increased monitoring in agriculture and informal sectors.
• Digitalization: CNPS modernizing contribution systems.

Conclusion

Cameroon’s labor law blends national and international standards, yet challenges persist in enforcement and informal sector coverage. Recent reforms aim to enhance worker protections and align with global labor trends. Employers and employees alike must navigate this evolving landscape with awareness of their rights and obligations.