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Cameroon - Types of employment contracts
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- Labour Code, Law No. 92/007, [LC]
Date: 14 Aug 1992 (view in NATLEX »)
- Implementing texts dated 26 May 1993:
* Decree No. 021 setting the terms for termination of employment for economic reasons;
* Order No. 015 setting the conditions and duration of the notice period;
* Order No. 016 setting the terms for compensation and calculation of severance pay;
* Order No. 017 setting the terms for probationary period. (view in NATLEX »)
Maximum probationary (trial) period: 8 month(s)
Remarks: - *Art. 2 of the Order N°017/MTPS/SG/CJ of 26 May 1993. The duration varies between 15 days and 4 months according to the professional category of the worker.
Reference is made to a number of categories divided in 4 groups. However, no information could be found on which workers were included in each category.
*Art. 26 LC
The probationary period cannot exceed 6 months including renewal, except for managerial staff for whom it can be extended to 8 months.
:
- FTC regulated: Yes
- Valid reasons for FTC use: no limitation
- Maximum number of successive FTCs: 2
Remarks: - Art. 25 (1) a) LC
Exceptions:
*Are not renewable contracts concluded for the execution of a specified task and contract which termination is subject to the occurrence of a future but certain event;
* Are renewable without limitation contracts of temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
- Maximum cumulative duration of successive FTCs: 48 month(s)
Remarks: - Art. 25 (1) a): maximum 2 years renewable once.
*This limitation does not however apply to temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
+ show references
- Labour Code, Law No. 92/007, [LC]
Date: 14 Aug 1992 (view in NATLEX »)
- Implementing texts dated 26 May 1993:
* Decree No. 021 setting the terms for termination of employment for economic reasons;
* Order No. 015 setting the conditions and duration of the notice period;
* Order No. 016 setting the terms for compensation and calculation of severance pay;
* Order No. 017 setting the terms for probationary period. (view in NATLEX »)
Maximum probationary (trial) period: 8 month(s)
Remarks: - *Art. 2 of the Order N°017/MTPS/SG/CJ of 26 May 1993. The duration varies between 15 days and 4 months according to the professional category of the worker.
Reference is made to a number of categories divided in 4 groups. However, no information could be found on which workers were included in each category.
*Art. 26 LC
The probationary period cannot exceed 6 months including renewal, except for managerial staff for whom it can be extended to 8 months.
:
- FTC regulated: Yes
- Valid reasons for FTC use: no limitation
- Maximum number of successive FTCs: 2
Remarks: - Art. 25 (1) a) LC
Exceptions:
*Are not renewable contracts concluded for the execution of a specified task and contract which termination is subject to the occurrence of a future but certain event;
* Are renewable without limitation contracts of temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
- Maximum cumulative duration of successive FTCs: 48 month(s)
Remarks: - Art. 25 (1) a): maximum 2 years renewable once.
*This limitation does not however apply to temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
+ show references
- Labour Code, Law No. 92/007, [LC]
Date: 14 Aug 1992 (view in NATLEX »)
- Implementing texts dated 26 May 1993:
* Decree No. 021 setting the terms for termination of employment for economic reasons;
* Order No. 015 setting the conditions and duration of the notice period;
* Order No. 016 setting the terms for compensation and calculation of severance pay;
* Order No. 017 setting the terms for probationary period. (view in NATLEX »)
Maximum probationary (trial) period: 8 month(s)
Remarks: - *Art. 2 of the Order N°017/MTPS/SG/CJ of 26 May 1993. The duration varies between 15 days and 4 months according to the professional category of the worker.
Reference is made to a number of categories divided in 4 groups. However, no information could be found on which workers were included in each category.
*Art. 26 LC
The probationary period cannot exceed 6 months including renewal, except for managerial staff for whom it can be extended to 8 months.
:
- FTC regulated: Yes
- Valid reasons for FTC use: no limitation
- Maximum number of successive FTCs: 2
Remarks: - Art. 25 (1) a) LC
Exceptions:
*Are not renewable contracts concluded for the execution of a specified task and contract which termination is subject to the occurrence of a future but certain event;
* Are renewable without limitation contracts of temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
- Maximum cumulative duration of successive FTCs: 48 month(s)
Remarks: - Art. 25 (1) a): maximum 2 years renewable once.
*This limitation does not however apply to temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
+ show references
- Labour Code, Law No. 92/007, [LC]
Date: 14 Aug 1992 (view in NATLEX »)
- Implementing texts dated 26 May 1993:
* Decree No. 021 setting the terms for termination of employment for economic reasons;
* Order No. 015 setting the conditions and duration of the notice period;
* Order No. 016 setting the terms for compensation and calculation of severance pay;
* Order No. 017 setting the terms for probationary period. (view in NATLEX »)
Maximum probationary (trial) period: 8 month(s)
Remarks: - *Art. 2 of the Order N°017/MTPS/SG/CJ of 26 May 1993. The duration varies between 15 days and 4 months according to the professional category of the worker.
Reference is made to a number of categories divided in 4 groups. However, no information could be found on which workers were included in each category.
*Art. 26 LC
The probationary period cannot exceed 6 months including renewal, except for managerial staff for whom it can be extended to 8 months.
:
- FTC regulated: Yes
- Valid reasons for FTC use: no limitation
- Maximum number of successive FTCs: 2
Remarks: - Art. 25 (1) a) LC
Exceptions:
*Are not renewable contracts concluded for the execution of a specified task and contract which termination is subject to the occurrence of a future but certain event;
* Are renewable without limitation contracts of temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
- Maximum cumulative duration of successive FTCs: 48 month(s)
Remarks: - Art. 25 (1) a): maximum 2 years renewable once.
*This limitation does not however apply to temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (art. 25 (4) LC)
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