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Skuad’s Cameroon Employer of Record solution helps expand your business operations in Cameroon by taking charge of employee onboarding, payroll, documentation, and legal compliance. You are not required to set up an entity in Cameroon with Skuad as your employer of record. Contact Skuad to know about our exceptionally innovative solutions that make your entry into a foreign territory simple.
Population: 29.4 million
Currency: Central African CFA Franc
Capital: Yaounde’
The number of officially recognized languages spoken: eight
Languages frequently used: French, English, Cameroonian Pidgin, Fula, Ewondo, Chadian Arabic, Igbo and Camfranglais
GDP: USD 43.64 billion
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Hire and pay talent globally, the hassle-free way with Skuad
Talk to an expertWithout the right talent, you can't achieve your business objectives on Cameroonian soil. Looking for and recruiting the best employees can be challenging because you must hire people as per the labor laws of Cameroon. Employment in Cameroon is a crucial aspect that ensures the smooth running of your business. Navigating through the complex Cameroon labor laws can be daunting.
The table below discusses the entitlements under Cameroon employment laws in brief.
The clauses mentioned here are just the tip of the iceberg. There are hundreds of intricacies with each clause, law, and regulation. For employers who wish to work smoothly without getting involved in the nitty-gritty of the Cameroon Labour Law, it is ideal to seek professional help from EOR experts like Skuad. To know more, call us. To ensure 100% compliance with the Cameroonian employment laws, contact Skuad today.
An employee in Cameroon is either classified as a full-time employee or an independent contractor. Employers are responsible for establishing the employment type according to the Cameroonian employment laws.
The key difference between a contractor and a full-time employee is that full-time employees are entitled to social benefits such as statutory sick pay, parental leaves, health insurance, legal protection from unfair dismissal, and flexible work requests.
On the other hand, Contractors in Cameroon are solely responsible for their benefits and work benefits. They work on a project-to-project basis, pay their taxes, and work for multiple clients simultaneously.
Cameroonians mostly prefer full-time employment. The reason for this is, full-time employment provides financial security in comparison to being a contractor. Also, they receive benefits which will cost a lot if they had to provide them for themselves.
To know more about Employment in Cameroon, contact Skuad today.
Hiring in Cameroon involves utilizing some of the top job portals in Cameroon such as Njorku Cameroon, Jumia, Cameroon Jobs, Glassdoor, iCubeFarm, and more.
Once the employee is shortlisted, the employment agreement is drawn up as per the labor laws in Cameroon. It must include details like wages, working time, overtime, overtime pay, bonuses, leaves, taxation, employee health benefits in Cameroon, and other benefits.
When a new business starts its operations in Cameroon, it needs to comply with the statutory legislative corporate and labor laws. The employment laws in Cameroon are complex and usually pose an obstacle for new organizations. Also, new organizations must set up a subsidiary in Cameroon before hiring employees.
However, with an Employer of Record in Cameroon like Skuad, Organizations can hire employees and begin business operations without setting up a subsidiary.
To know more about hiring with Skuad, book a demo today.
The Employer of Record EOR is an established business entity offering professional support in the HR domain to foreign companies wishing to establish their presence abroad. The corporate legal requirements in a foreign land are complex, with most countries having strict regulations expecting the new business to adhere to the same thoroughly. The Employment and labor laws can be quite complex and could take time for the new business entity to get accustomed to. Compliances are mandatory, with most laws having zero tolerance towards non-compliance.
In such a scenario, hiring an established employer of record services takes off many burdens, especially the HR functionalities. Without workers and employees, your company operations cannot take off in Cameroon. But, interviewing, hiring, recruiting, and managing the payroll and taxation can tax your resources and time.
Skuad is one of the leading employers of record companies in Cameroon, characterized by superior-quality HR services acting as your one-stop and centralized platform. We have designed our EOR solutions innovatively to handle hire-to-retire HR functionalities. All you need to do is get in touch with us mentioning your business requirements, and we will handle the rest. To know more, contact Skuad today.
If you have foreigners working for your business in Cameroon, you need to know your duties and responsibilities as an employer. Foreign workers can come and work on a Cameroon work visa.
When recruiting foreign employees to live and work in Cameroon, the employer has to apply for a work permit in Cameroon. Also, work visas and work permits are mandatory for foreign employees. Since the employer initiates the work permit, it is impossible to get a Cameroon work permit without a job offer.
There are many more classifications and sub-divisions under payroll taxation. To know more about payroll in Cameroon, contact Skuad today.
To incorporate a business in Cameroon, you can choose to form a limited liability company, open a branch office, or incorporate a holding company in Cameroon. Cameron offers exceptional investment opportunities to foreigners. With increasing business opportunities in Cameroon, the economy is upbeat, and the business atmosphere looks favorable. The human resources are bilingual; political stability with its strategic location can boost your business.
Establishing a subsidiary in Cameroon is a challenging and time-consuming process. Skuad's Employer of Record solution is a better means to build a team in Cameroon without setting up a subsidiary. Skuad’s Global HR platform handles all employment lifecycle enabling you to scale business operations in Cameroon without worrying about compliances, payroll processing, and HR management. Connect with Skuad to know more!
A Professional Employer Organization (PEO) partners with your business and provides payroll services, compliances, tax filings, recruitment, and more. In comparison, EOR is a system in which a company offers all types of payroll solutions, tax filings, and compliances by becoming a full legal employer of the payroll employee. As EOR is a legal employer, it holds the liabilities and responsibilities of the workers.
The core difference between a PEO and an EOR can be understood through an example of insurance. In PEO Cameroon, your company carries on insurance and has to opt to pay coverage under their plan while under EOR services, your employees are covered by the EOR insurance and compliances.
Organizations planning to expand into new territories are better suited with a global EOR, which becomes the legal employer on behalf of the organization. Instead of associating with a PEO, a co-employment partner, organizations have more to gain by utilizing the services of an EOR solution.
The EOR solution safeguards organizations from unexpected policy changes, loss of control, and potential risks as the EOR bears every legal liability for the organization. In addition to these, the EOR handles payroll, tax, and employment law compliances. To know more about Skuad's EOR solution, contact Skuad today.
Cameroon showers a plethora of lucrative commercial opportunities on its investors. Partnering with Skuad in Cameroon will help simplify your processes by taking away the hassle. Skuad’s global HR platform enables organizations to set up a remote team in Cameroon and hire employees, full-time or contract-based.
Book a demo with Skuad to set up your remote team in Cameroon.
In Cameroon, an Employer of Record (EOR) is a service that acts as the official employer for workers on behalf of another company. The EOR manages all HR responsibilities including payroll processing, tax compliance, and adherence to local labor laws, enabling businesses to employ staff in Cameroon without needing to establish a legal business entity in the country.
In Cameroon, there are primarily three types of employment contracts: indefinite (permanent), fixed-term, and temporary contracts. Indefinite contracts do not have a specified end date, whereas fixed-term contracts are used for specific durations or tasks, and temporary contracts cover short-term employment for specific services or seasonal work.
Severance pay in Cameroon is generally calculated based on the employee’s length of service. For employees who have worked at least two years, the severance pay is typically one month's salary for each year of service. This rate can increase under certain conditions, particularly in cases involving layoffs without just cause.
The notice period in Cameroon varies depending on the type of contract and length of service. For permanent contracts, the notice period ranges from 15 days to 3 months, increasing with the employee’s tenure. For fixed-term contracts, the notice period, if applicable, should be specified in the contract itself.
The average salary in Cameroon varies widely depending on the sector and job role. Generally, the monthly salary ranges from 46000 CFA (about 70 USD) to 765,000 CFA (about 1160 USD), with higher wages prevalent in urban areas and sectors such as telecommunications and finance.
A contract of employment in Cameroon can be terminated through mutual agreement, expiration of a fixed-term contract, dismissal for just cause, or redundancy. Employers must provide a written notice and, in cases of dismissal for just cause, should document the reasons clearly to avoid legal disputes.
Employment contracts in Cameroon must be written and should clearly specify terms including the identity of the parties, job description, salary, duration (if not indefinite), working hours, and other working conditions. Contracts should adhere to local labor laws, ensuring protections such as minimum wage, leave entitlements, and severance in case of termination.
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