Global EOR Services in Cameroon
Find, Hire & Pay Employees in Cameroon
Expanding your business into Cameroon can open doors to Central Africa’s growing markets. The country’s strategic location, bilingual workforce (French and English), and access to the Central African Economic and Monetary Community (CEMAC) make it an attractive investment destination.
However, local labor laws, tax compliance, and payroll management can be complex for foreign employers. A Global Employer of Record (EOR) helps you hire employees in Cameroon legally, handle contracts, payroll, tax filings, and statutory contributions — without the need to open a local entity.
🇨🇲 Employer of Record (EOR) Services in Cameroon
Effortless Market Entry: Hire local talent swiftly without the need for entity establishment.
Regulatory Compliance: Ensure adherence to labor, tax, and social security laws.
Cost Optimization: Reduce overhead expenses by avoiding entity setup and administrative burdens.
Operational Focus: Delegate HR and compliance tasks while concentrating on core business activities.
🇨🇲Cameroon: A Comprehensive Guide to Employment and Labor Practices
Official Name: Republic of Cameroon
Capital: Yaoundé
Largest City: Douala
Population: ~28 million (2025 est.)
Official Languages: French and English
Currency: Central African CFA Franc (XAF)
Time Zone: UTC +1
Economic Overview: Mixed economy driven by agriculture, oil & gas, and services. Member of CEMAC, benefiting from regional trade integration.
Minimum Wage: 41,875 XAF per month (approx. USD 70).
Corporate Tax: 33%
Personal Income Tax: 10%–35% (progressive)
Social Security Contributions: Employer 11.2%, Employee 4.2%
Labor Code: Governed by Law No. 92/007 of 1992 and its amendments.
Employment Laws and Policies in Cameroon
Employment Contracts
Employment contracts can be oral or written, but written contracts are highly recommended for clarity and compliance.
Types of contracts:
Fixed-Term Contract (CDD): Limited duration (up to 2 years), renewable once.
Indefinite-Term Contract (CDI): No set end date; most common for ongoing employment.
Contracts must specify job role, wages, working hours, leave, and termination conditions.
Probation period:
Workers: up to 8 days
Supervisors/technicians: up to 1 month
Managers/executives: up to 3 months
Working Hours
Standard working week: 40 hours (8 hours/day, 5 days/week).
Overtime:
20% extra pay for first 8 overtime hours.
30% for the next 8 hours.
40% beyond 16 hours, and 50% on Sundays/public holidays.
Night work (10 p.m.–6 a.m.): paid at 25% above normal rate.
Leave Entitlements
Annual Leave:
Minimum of 1.5 working days per month (18 days per year).
Increases by 2 days after every 5 years of service.
Sick Leave:
Up to 6 months, with medical certification; pay depends on company policy and social insurance.
Maternity Leave:
14 weeks (6 before, 8 after birth), paid at full salary by the National Social Insurance Fund (CNPS).
Paternity Leave: 3 days (paid).
Public Holidays: Around 10–12 national holidays annually (fully paid).
Payroll, Tax & Contributions
Personal Income Tax: Progressive from 10% to 35%.
Social Security Contributions:
Employer: 11.2% of gross salary
Family Allowances: 7%
Industrial Accident: 1.75–5% (depending on risk)
Pension: 4.2%
Employee: 4.2% (pension and health insurance).
Payroll Frequency: Monthly, typically at month-end.
Employers must register with the Caisse Nationale de Prévoyance Sociale (CNPS) and remit contributions monthly.
Health & Safety
Governed by the Labor Code and occupational safety regulations.
Employers must provide a safe workplace, conduct regular inspections, and report any workplace accidents to CNPS.
Employees are entitled to medical care for occupational injuries and diseases under CNPS coverage.
Termination & Severance
Notice Period:
Workers: 15 days
Supervisors: 1 month
Managers: 2 months
Severance Pay:
Based on length of service:
5–10 years: 30% of monthly salary per year
10–15 years: 35%
15–20 years: 40%
20+ years: 45%
Dismissal must be for valid cause; unlawful termination requires reinstatement or compensation.
Non-Discrimination & Equality
Cameroon’s Labor Code prohibits discrimination based on race, sex, religion, political opinion, or social origin.
Equal pay for equal work is mandated.
Child labor (under 14) and forced labor are prohibited.
Opening a Legal Entity in Cameroon
Limited Liability Company (SARL)
Most common and flexible structure for small to medium enterprises.
Minimum one shareholder (can be foreign).
Minimum share capital: 1,000,000 XAF (~USD 1,600).
Public Limited Company (SA)
- Suitable for large corporations.
- Minimum capital: 10,000,000 XAF (~USD 16,000).
- Requires at least 3 shareholders and a board of directors.
Branch Office
Represents a foreign parent company.
Must register with the Trade and Personal Property Credit Register (RCCM) and the Tax Directorate.
Registration Requirements:
Articles of Association.
Proof of address and identification of directors.
Company registration with RCCM.
Employer registration with CNPS.
Taxpayer Identification Number (TIN).
Timeframe: Approx. 4–6 weeks for complete incorporation.
Global EOR Services as Alternative:
Instead of navigating incorporation, tax registration, and complex labor laws, companies can use an Employer of Record (EOR) in Cameroon to:
Hire local or expatriate employees quickly.
Ensure compliance with Cameroon’s labor and tax laws.
Manage payroll, benefits, and employee lifecycle seamlessly.
A Global EOR partner allows you to test the market, hire top local talent, and scale efficiently—without the administrative burden of setting up a local company.
Join us! It will only take a minute
Popular Global EOR Providers Supporting Cameroon
(They often partner with in-country firms for local compliance.)
Explore how Global EOR Services can transform your global workforce management.
Contact us today to learn more about our tailored solutions and how we can support your business goals.
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