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Cameroon
 


Source and scope of regulations - 2019    

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 »)
  • Arrêté n° 017/MTPS/SG/CJ du 26 mai 1993 fixant la durée maximale et les modalités de l'engagement à l'essai.
    Date: 1993
  • Order No. 22/MTPS/SG/CJ establishing procedures governing terminations on economic grounds (referred to by the Government in the Observation (CEACR) - adopted 2017, published 107th ILC session (2018) on the application of ILO Convention No. 158)
  • Décret n° 021/MTPS/SG/CJ du 26 mai 1993 fixant les modalités de licenciement pour motif économique.
    Date: 1993
Scope
Size of enterprises excluded (≤): none
Workers' categories excluded: civil/public servants; domestic workers; police; army; judiciary; prison personnel; auxiliary administrative employees

Types of employment contracts - 2019    

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Maximum probationary (trial) period: 8 month(s)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
  • Maximum cumulative duration of successive FTCs: 48 month(s)

Substantive requirements for dismissals (justified and prohibited grounds) - 2019    

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Obligation to provide reasons to the employee: Yes

Valid grounds (justified dismissal): none

Prohibited grounds: pregnancy; maternity leave; political opinion; trade union membership and activities

Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave

Procedural requirements for individual dismissals - 2019    

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Notification to the worker to be dismissed: written

Notice period:
    • tenure ≥ 6 months
      • worker's categories I to VI and domestic workers - 15 day(s).
      • worker's categories VII to IX - 1 month(s).
      • worker's categories X to XII - 1 month(s).
    • tenure ≥ 9 months
      • worker's categories I to VI and domestic workers - 15 day(s).
      • worker's categories VII to IX - 1 month(s).
      • worker's categories X to XII - 1 month(s).
    • tenure ≥ 2 years
      • worker's categories I to VI and domestic workers - 1 month(s).
      • worker's categories VII to IX - 2 month(s).
      • worker's categories X to XII - 3 month(s).
    • tenure ≥ 4 years
      • worker's categories I to VI and domestic workers - 1 month(s).
      • worker's categories VII to IX - 2 month(s).
      • worker's categories X to XII - 3 month(s).
    • tenure ≥ 5 years
      • worker's categories I to VI and domestic workers - 2 month(s).
      • worker's categories VII to IX - 3 month(s).
      • worker's categories X to XII - 4 month(s).
    • tenure ≥ 10 years
      • worker's categories I to VI and domestic workers - 2 month(s).
      • worker's categories VII to IX - 3 month(s).
      • worker's categories X to XII - 4 month(s).
    • tenure ≥ 20 years
      • worker's categories I to VI and domestic workers - 2 month(s).
      • worker's categories VII to IX - 3 month(s).
      • worker's categories X to XII - 4 month(s).

    Pay in lieu of notice: Yes

    Notification to the public administration: No

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    Procedural requirements for collective dismissals for economic reasons (redundancy, retrenchment) - 2019    

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    Definition of collective dismissal (number of employees concerned):
    No legal definition - procedural requirements apply any dismissal (individual or collective) based on economic grounds

    Prior consultations with trade unions (workers' representatives): Yes

    Notification to the public administration: Yes

    Notification to workers' representatives: Yes

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    Priority rules for collective dismissals (social considerations, age, job tenure): Yes

    Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

    Priority rules for re-employment: Yes

    Severance pay and redundancy payment - 2019    

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    Severance pay:
    • tenure ≥ 6 months: 0 month(s)
    • tenure ≥ 9 months: 0 month(s)
    • tenure ≥ 1 year: 0 month(s)
    • tenure ≥ 2 years: 0.4 month(s)
    • tenure ≥ 4 years: 0.8 month(s)
    • tenure ≥ 5 years: 1 month(s)
    • tenure ≥ 10 years: 2.25 month(s)
    • tenure ≥ 20 years: 5.5 month(s)
    Redundancy payment:
    • tenure ≥ 6 months: 0 month(s)
    • tenure ≥ 9 months: 0 month(s)
    • tenure ≥ 1 year: 0 month(s)
    • tenure ≥ 2 years: 0.4 month(s)
    • tenure ≥ 4 years: 0.8 month(s)
    • tenure ≥ 5 years: 1 month(s)
    • tenure ≥ 10 years: 2.25 month(s)
    • tenure ≥ 20 years: 5.5 month(s)

    Avenues for redress (penalties, remedies) and litigation procedure for individual complaints - 2019    

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    Compensation for unfair dismissal - free determination by court: No

    Compensation for unfair dismissal - Legal limits (ceiling in months or calculation method):
    Unfair dismissal: not more than 1 month's salary per year of service and not less than 3 months' salary.
    In addition, failure to observe the procedural requirements gives rise to compensation of not more than 1 month's salary.

    Reinstatement available: No

    Preliminary mandatory conciliation: Yes

    Competent court(s) / tribunal(s): labour court

    Existing arbitration: No

    Source of additional information - 2019    

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    Links

    ILO Committee of Experts on the Application of Conventions and Recommendations - Comments on the ILO Termination of Employment Convention, 1982, No. 158 »

    OIT / Guide du travailleur au Cameroun (2013) »