Ending an employment relationship in Cameroon is a regulated process that demands careful attention to written procedures, notice periods, and severance calculations. The Cameroonian Labour Code sets out mandatory requirements that apply to all employers, regardless of where the business is based. Getting these steps wrong can expose you to claims for unjustified dismissal and significant financial liability.
The legal framework
Cameroon’s Labour Code governs all aspects of employment termination, covering indefinite and fixed-term contracts alike. Every dismissal must be in writing, and the specific obligations — including notice length, justification, and end-of-service pay — vary based on the worker’s job category, length of service, and the reason for termination.
If you’re employing in Cameroon through an Employer of Record (EOR), your EOR partner handles compliance with these requirements on your behalf. It’s still important to understand the rules so you can make informed decisions during the offboarding process.
Fixed-term contracts
A fixed-term contract in Cameroon can’t exceed two years and may be renewed once. These contracts are designed for work with a defined end point, and the rules for ending them early are strict.
Early termination of fixed-term contracts
Early termination of a fixed-term contract is only permitted in three circumstances: gross misconduct by the employee (faute lourde), force majeure, or written mutual consent signed by both parties. If you end a fixed-term contract early without one of these valid grounds, the employee is entitled to compensation for the remaining contract period. This is a significant financial exposure that employers should weigh carefully before acting.
Natural expiry
When a fixed-term contract reaches its end date without renewal, no notice or statutory severance is required. You must still pay all outstanding salary, accrued but unused annual leave, and any other contractual benefits. You’re also required to provide the employee with a certificate of employment (certificat de travail).
Probation periods
Cameroonian law permits a probationary period at the start of employment, with the permitted length varying by job category. Either party can terminate the contract during probation without providing notice or paying any indemnity.
The permitted probation lengths by category are:
| Worker category | Maximum probation period |
|---|---|
| Categories 1–2 | 15 days |
| Categories 3–4 | 1 month |
| Categories 5–6 | 2 months |
| Categories 7–9 | 3 months |
| Categories 10–12 | 4 months |
| Managerial staff | Up to 8 months |
Terminating indefinite contracts without cause
For indefinite-term contracts, termination without cause is permitted but requires both advance notice and severance pay. The notice period you must provide depends on the employee’s job category and length of service.
Notice periods
Categories I–VI (including domestic workers):
| Length of service | Notice period |
|---|---|
| Less than 1 year | 15 days |
| 1–5 years | 1 month |
| More than 5 years | 2 months |
Categories VII–IX:
| Length of service | Notice period |
|---|---|
| Less than 1 year | 1 month |
| 1–5 years | 2 months |
| More than 5 years | 3 months |
You may make a payment in lieu of notice rather than requiring the employee to work through the notice period. This payment must equal the full remuneration the employee would have received during that period, including bonuses and allowances.
Severance pay
Employees with at least two successive years of service are entitled to statutory severance pay on termination without cause. The rate is calculated as a percentage of the employee’s monthly gross wage, applied per year of service.
| Length of service | Severance rate (per year of service) |
|---|---|
| First 5 years | 20% of monthly gross wage |
| Years 6–10 | 25% of monthly gross wage |
| Years 11–15 | 30% of monthly gross wage |
| Years 16–20 | 35% of monthly gross wage |
| Year 21 and beyond | 40% of monthly gross wage |
In addition to severance, you must pay all outstanding salary to the termination date, accrued but unused annual leave, and any other earned contractual benefits.
Termination for cause (gross misconduct)
Cameroonian law permits summary dismissal without notice where an employee has committed gross misconduct (faute lourde). Accepted grounds for gross misconduct include theft, fraud, dishonesty, serious insubordination, violence or threats in the workplace, gross negligence causing serious harm, breach of professional secrecy, willful refusal to perform duties, and repeated unjustified absences.
What gross misconduct means in practice
The misconduct must be directly attributable to the employee and must be sufficiently serious to justify dismissal. Summary dismissal can still be subject to court review, so maintaining clear documentation of the grounds and the disciplinary process followed is essential.
No statutory severance is due where dismissal is for gross misconduct. Accrued but unused annual leave is generally not payable in these cases either, unless the contract or a collective agreement provides otherwise. Outstanding salary to the date of termination must always be paid.
Resignation and employee-initiated termination
When an employee resigns, they’re expected to observe a notice period. In the absence of more favourable contractual terms, non-supervisory staff are typically required to give one month’s notice, while supervisory and managerial staff must give three months.
If an employee resigns without serving the full notice period, you may claim compensation equal to the wages for the unserved portion. However, if you choose to waive the notice period, no compensation is due from the employee.
Mutual termination agreements
Employers and employees can agree in writing to end the employment relationship by mutual consent. This route gives both parties flexibility over the termination date and any payments involved. There are important caveats to be aware of.
Requirements and risks
The agreement must be in writing and signed by both parties. The employee’s consent must be freely given and not obtained through pressure or coercion. Cameroonian labour courts scrutinise these agreements closely to verify that the employee’s consent was genuine.
There’s no statutory notice period required, and no statutory severance unless expressly agreed. Critically, mandatory statutory entitlements can’t be waived through a mutual agreement, so you can’t use this route to avoid obligations the employee is already entitled to.
Redundancy
Redundancy isn’t possible under an EOR arrangement in Cameroon. Employers using an EOR model should factor this into their workforce planning from the outset.
Final payments and documentation
All outstanding wages, accrued leave, and benefits must be paid on the employee’s last working day or in line with the contract terms. A final payslip must be provided.
Mandatory documentation
You’re required to issue the following at the end of every employment relationship:
- Certificate of employment (certificat de travail): Must include the employee’s identity, job title, and period of service. This is mandatory for all terminations.
- Final payroll settlement: A complete record of all final payments made.
- CNPS notification: You must notify the CNPS (Caisse Nationale de Prévoyance Sociale) of the end of employment in accordance with statutory requirements.
Key risks for employers
Understanding where employers most commonly face legal challenge helps you avoid costly mistakes.
Unjustified dismissal
Termination without documented just cause is vulnerable to challenge. Courts expect clear evidence that the grounds for dismissal existed and that the employer followed a proper process before acting. The absence of a documented disciplinary procedure before dismissal for misconduct significantly weakens your legal position.
Fixed-term early termination
Ending a fixed-term contract before its expiry date without one of the three accepted grounds — gross misconduct, force majeure, or written mutual consent — entitles the employee to compensation for the full remaining period. This can be substantial, particularly for longer contracts.
Mutual agreement scrutiny
Labour courts look closely at mutual termination agreements to ensure the employee’s consent was genuine and that statutory rights haven’t been unlawfully waived. Agreements that appear coerced or that try to sidestep mandatory entitlements won’t hold up.
Managing terminations in Cameroon requires careful attention to worker categories, notice periods, and severance calculations. RemotePass can help you handle offboarding and final payments in full compliance with the Cameroonian Labour Code. Visit https://remotepass.com/demo to learn more.
