Cameroon Employer of Record (Cameroon EoR) Services
Cameroon payroll, hiring, talent management, and compliance requirements for your employees and independent contractors.
Cameroon Employer of Record
Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in Cameroon. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Employer of Record in Cameroon, will help you focus on growth for greater levels of success.
Major Cities
Yaoundé
Employment Contract Termination
The notice period for terminating an employment contract in Cameroon varies depending on the employee's length of service; less than a year is one month, between 1-3 years is two months, and more than three years is three months.
Work Permit Required for Expats
Yes
Currency
Central African CFA Franc (XAF)
Minimum Wage
Public Sector: XAF 41,875 per month
Official Language
French and English
How Employer of Record (EoR) in Cameroon Works
Workforce Africa makes it hassle free to hire and manage your remote staff in Cameroon without having to first set up a subsidiary or entity in the country. We handle staff contract management and onboarding, payroll, compliance, taxes, and other administrative matters. With Workforce Africa, you can now focus more on strategic activities and growing your business. These items include >>
Employment Contracts in Cameroon
A formal agreement is necessary between employers and employees. An employee can be placed on probation for up to six months, including renewals. If the worker is a manager, the period might be increased to eight months. Regular hours and overtime pay rates are also written in the employment contracts or collective conventions of each sector.
Working Hours in Cameroon
The typical workweek is 40 hours, or eight hours per day, from Monday through Friday.
Observed National Holidays and Vacation
There are 11 national public holidays in Cameroon, four of which are holidays that do not have fixed dates. The holidays are:
New Year’s Day – January 1
Youth Day – February 10 – 11
Good Friday
Labor Day – May 1
Ascension Day –May 21
National Unity Day – May 20
Assumption of Mary – August 15
Eid ul-Adha
Eid- ul-Fitri
Prophet’s Birthday
Christmas Day – December 25
Expats, Visas & Work Permits
The requirements for a work visa and work permit in Cameroon vary depending on foreigner’s nationality and the work he will do. However, some general requirements include:
A passport valid for at least six months for a foreigner who intend to work or stay in Cameroon for an extended period.
A medical certificate stating the foreigner is fit to work
An offer from an employer in Cameroon
A criminal background- check.
A Cameroon EoR offers this service to help businesses manage their clients.
Paid Leave
Annual leave: Workers shall be entitled to paid leave of two (02) working days per month of effective service. Hence, annual leave of 24 working days for each year of service. The leave policy is to pay 12 months’ salary for 11 months worked and leave must be taken. Leave shall be binding on both the Employer and the Worker. It is designed to help the Worker have rest.
The annual leave shall be taken at once. However, individual arrangements may result in
- a) Split leaves, provided that each fraction of the total is made up of at least twelve continuous working days.
- b) Deducting nonpaid special leave from annual leave .
Exceptional or Compassionate leave: Section 64 of the Collective convention of commerce enables employees to be granted special leaves on the occasion of some family events. These events are listed below with appropriate periods of absence:
- Worker’s wedding- 4 days
- Worker’s wife put to birth- 3 days
- Baptism of a child- 1 day
- Wedding of a child- 2 days
- Death of a spouse- 5 days
- Death of a child- 3 days
- Death of a parent- 5 days
- Death of Lawful in law- 3 days
- Death of a sibling- 3 days
Such special leave shall be paid within the limits and deadlines specified. Provided that in number they do not exceed twelve working days per calendar Year. At the worker’s request, but still by the agreement of the parties, the special leave of absence may be extended beyond the specific time limit authorised for each event and be above the limit of twelve working days. This extra time shall be deducted from the annual leaves (as stated in 1.B above) or be considered as non-paid special leaves at the discretion of the worker.
Maternity Leave: Every pregnant woman is entitled to 14 (fourteen) weeks of maternity leave starting 4 (four) weeks before the due date of confinement. Such leave may be extended by 6 (six) weeks in case of a dully certified illness resulting either from pregnancy or confinement. During such leave, the employer shall not terminate the employment contract of the woman in question. Where the confinement occurs before the due date, the rest period shall be extended so that the worker receives the full 14 (fourteen) weeks of leave to which she is entitled.
Where the confinement occurs after the due date, leave taken before may be extended to the date of confinement without such extension leading to the reduction of the postnatal leave.
Apart from the various benefits provided for by legislation in matter of social and family welfare, the woman shall be entitled, during the maternity leave, to a daily allowance, payable by the National Social Insurance Fund and equal to the amount of the wages, actually received at the time of suspension of the employment contract; she shall retain the right to benefits in kind.
Furthermore, for a period of 15 (fifteen) months following the birth of the child the mother shall be entitled to nursing breaks. The total duration of the breaks shall not exceed 1 (one) hour per working day.
Sick Leave: The maximum entitlement to sick leave for an employee is six (6) months. If the employee is unfit for work because of his own personal illness or injury; or because of a work related or professional sickness. This illness should be duly certified by a medical practitioner approved by the employer or one belonging to a hospital establishment recognized by the state, for a period not exceeding six (6) months; this period shall be extended until such a time when the worker is replaced.
Statutory Deductions
Personal Income Tax: This is calculated per a graduated scale provided by the tax code;
- 0 – XAF2 million is 10%
- 2 000 001 – XAF3 million is 15%
- 3 000 001 –XAF5 million is 25%
- Over XAF5 million is 35%
Other statutory deductions are:
- National Social Insurance contribution (NSIF) OR (CNPS)
- National Housing Loan Fund Tax (CFC)
- National Employment Fund Tax (FNE)
Social Security: All workers, including government contractors, trainees, and apprentices, are required to contribute to social security at a rate of 4.2% of their gross pay. The annual ceiling for social security benefits and contribution purposes is capped at XAF9 million, with the maximum monthly earnings of XAF750 000.
Health Insurance
It is mandatory for employers to provide health insurance to employees in Cameroon. A Cameroon employer of record can help employers make provision of health insurance policy for employees and their dependents.
Additional Compensation and Benefits
Employers pay employees 13th month's salary at the end of the year. The following rates apply to overtime compensation:
- 50% of the hourly wage for overtime work at night.
20% of the hourly wage for the first eight hours
30% of the hourly wage for the next eight hours
40% of the hourly pay for the third instalment of hours, up to 20 hours each week;
And 40% of the hourly wage for overtime work completed on Sundays.
Termination/ Severance in Cameroon
An employment contract with no particular duration can be terminated at any time by either party. The party initiating the contract termination requires notice of the termination in writing.
The parties must respect a notice period of termination, considering the contractual agreement, seniority level and category, ranging from 2 weeks to 4 months.
The duration of employment determines severance pay and is equivalent to a percentage of the total monthly salary per year of service. 20% of the annual monthly salary during the first five years of employment. From the sixth to the tenth year of employment, 25% of the annual monthly wage is paid. 30%, 35%, or 40% are calculated on the annual salary of ex-employees who served from eleven to twenty-one years.
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