Employer of Record in Cameroun

How do EOR services work in Cameroon?

If an international company wants to employ either one worker or a team in Cameroon, it must establish its own local entity to do so. This will mean establishing, not only a physical presence, but also registration with relevant tax and social security authorities and preparing compliant employment contracts. It will also involve ongoing benefit administration and dealing with local labor laws. But what happens when this isn’t a viable option?

That is when an EOR in Cameroon can add value for foreign companies, providing the infrastructure for hiring. The EOR becomes the legal employer, handling compliance and ongoing administration, while the foreign employer manages the employee’s actual work.

Cameroon labor market: A snapshot

The hiring market
Greatest hiring activity:	Douala and Yaoundé
Hiring timelines:	Local: 1- 2 days Foreign nationals: 2 - 4 weeks
In-demand sectors:	Commerce and services, telecommunications, infrastructure, NGOs and finance
Sectors with skills shortages:	Digital, IT, social services, construction, skilled trades

The salary market
Employer tax contributions:	15.5% - 19% on top of gross salary
Monthly minimum wage:	XAF 43,969 (SMIG)
Average gross annual salary:	XAF 2,000,000 (Jan 2026) 50% of workers earn less than XAF 60,000
Personal income tax rates:	XAF 0 - 2,000,000 - 11% Above XAF 5,000,000 - 38.5%

What will it cost to hire in Cameroon

Cameroon is a cost-competitive market because salaries are much lower than in Europe and the employer contributions are mid-tier. Yet, competition is increasing for higher salaries in Cameroon’s growing technology, finance and services sectors.

Base salaries

A base salary is considered a starting point in Cameroon. On top of this fixed amount, employers offer various variable pay allowances such as incentives, annual bonuses, commissions and the like. Currently, 50% of workers earn less than XAF 60,000, with high-income earners getting an average salary of XAF2,400,000.

Salaries are higher in large economic hubs such as Douala and Yaoundé and in growing sectors such as telecommunications, finance and banking, technology and construction. A broad view of salaries in these sectors would look like this:

• Top management: XAF 406,000 - 2,000,000
• Technology: XAF 253,000 - 2,300,000
• Finance (senior roles): XAF 900,000 - 1,500,000
• Project managers: XAF 530,000 - 880,000

13th month pay and seniority bonuses

Under the terms of certain sectoral collective agreements (CA), a 13th salary payment may be required. This payment corresponds to one month’s salary, paid as a lump sum. If an employer wishes to provide a ‘year-end’ bonus, it must be included in the employment contract.

A seniority bonus appears in some collective agreements in Cameroon. Although it is called a bonus, it is essentially a yearly salary increase. For example, a CA can stipulate a 2% salary increase after 2 years, and then an additional 1% for every year an employee works for a company.

Employer statutory obligations

The National Social Insurance Fund (CNPS — Caisse Nationale de Prévoyance Sociale) is the public institution that administers social security in Cameroon. The CNPS is where an employer registers for and pays statutory contributions.

Contribution	Percentage	Contribution Ceiling
CNPS Social security contributions
Pension	4.2%	XAF 750,000
Family benefits	7%	XAF 750,000
Occupational injury	1.75% - 5%	XAF 750,000
Statutory levies
Housing fund (Crédit Foncier du Cameroun)	1.5%	Uncapped
National employment fund	1%	Uncapped

Employee mandatory benefits

Where statutory benefits are regulated by Cameroon’s Labor Law, employers are required to provide these benefits to their employees. Where a collective agreement exists, it supersedes the minimum statutory regulations.

Statutory benefits	Description
Working hours	Section 80 of the labor code: 40 hours per week (private sector) 48 hours per week (agricultural sector) Employees can only work a maximum of 8 hours a day.
Public holidays	10 official public holidays per year
Mandatory rest period	Section 88 of the Labour Code: Weekly rest is compulsory. An employee must have at least 24 consecutive hours of rest a week.
Overtime	Overtime rates are calculated as a percentage increase over the standard hourly rate. This rate increases depending on the number of overtime hours worked. Employees are paid a higher percentage for working on public holidays and rest days.
Annual leave	Employees are entitled to 1.5 days per month worked in a year. This increases to 2 days a month after five years of service.
Paid sick leave	Employees can take up to six months of sick leave for a medically certified illness. Pay is determined by the length of service.
Paid maternity leave	Section 84 of the labor code: 14 weeks, starting 4 weeks before the expected birth date.
A female employee receives 100% of her standard monthly wage during maternity leave, paid by the CNPS.
Severance pay	Severance pay is calculated as a progressive percentage of the gross monthly wage per year of service. 1 - 5 years service: 20% 6 - 10 years service: 25% 10 - 15 years service: 30% 16 - 20 years service: 35% 20+ years service: 40%

Additional healthcare benefits

The state system does not provide comprehensive healthcare in Cameroon so it is considered common practice for employers to offer private healthcare insurance. These contributions vary per insurance provider and the type of plan the employee chooses.

Employment cost calculator

Hiring contractors in Cameroon

Hiring independent contractors in Cameroon requires careful consideration. On the surface, hiring a contractor may seem like an uncomplicated way to enter the labor market and minimize financial risk, but it can also create significant compliance risk.

The key to managing the risk which is primarily about worker misclassification, is to clearly distinguish contract work from traditional employment. The contract should clearly define the working relationship and the scope of work.

How to determine the correct worker classification

These questions are a good starting point for determining whether a worker should be classified as an employee or a contractor.

Criteria	Employee	Contractor
The person will work as an ongoing part of your team rather than on a project or for a defined period	Yes	No
You will control when, where, and how the person works, and you will control their tasks.	Yes	No
The person will work only for your company and receive a salary and benefits.	Yes	No
The person must provide a specific service or expertise, invoice your company for their work, and is not entitled to statutory benefits.	No	Yes

Learn about a safe and compliant way to hire your contractor in Cameroon with Rivermate’s Contractor of Record services.

What employers should know about hiring foreign nationals

Cameroon is one of the easiest places to relocate talent, as long as you follow the correct procedures. Applications are made online via the Consular Services Portal and employees must wait for authorization before entering the country. Their passport must be valid for at least six months in order for entry to be approved. Short-stay visas are valid for six months and long-stay visas for 12 months.

For expats coming to work in Cameroon, the long-stay visa is the correct option because it is used to apply for the required work permit. Work permit fees depend on the employee’s remuneration and their nationality. Recently, the process for obtaining a work visa is much easier and can be obtained within days. Once the work permit is received, an application can be made for a residence permit. The employee must be present in the country on the day the residence permit application is made. Work permits are generally approved within one month, and the residence permit can take up to ten days.

Foreign nationals will also need to be registered for social security through the National Social Insurance Fund (CNPS/NSIF).

Rivermate’s local expert, Audrey Bower, shared an interesting insight about hiring foreign nationals in Cameroon. She explained that companies usually have to justify their reasons for hiring an expat and that authorities want proof that a knowledge transfer will take place. The objective is for a local worker to learn new skills and be fully trained for a position.

Spotlight on compliance: essentials employers should know about

Probation periods

Probation periods are allowed in Cameroon but they may not exceed six months for general workers and eight months for executives. The initial period of probation varies according to the worker’s socio-professional category:

• I-II (Entry-level worker): 15 days
• III-IV (Skilled or semi-skilled worker): 1 month
• V-VI (Skilled technical or admin worker): 2 months
• VII-IX (Professional or supervisory): 3 months
• X-XII (Managerial or executive): 4 months

A probation period can only be renewed once up to the statutory maximum duration. The termination of a probationary contract is not subject to a notice period and the worker cannot claim severance, unless it is provided for by a collective agreement.

Terminations

Employee terminations are among the most challenging processes an employer can face because they carry a high compliance risk. The termination must be handled as stipulated by the labor code and it is considered a best practice to document every step. In Cameroon you must have a valid reason for terminating a contract. Notice periods and severance payments may apply depending on why the employee is being terminated.

Contract types

There are two main types of contracts used by EOR providers in Cameroon: indefinite-term and fixed-term contracts.

• Indefinite-term: This is a standard full-time employment contract with no end date. This type of contract can be terminated at any time by either the employer or employee. When terminating a contract additional stipulations such as notice periods or severance pay may apply.
• Fixed-term: This is a contract with a set duration. The maximum duration of a fixed-term contract is two years.

Once the initial contract is signed by both the employer and employee, any changes must be in writing and agreed by both parties.

How Rivermate can help you hire compliantly in Cameroon

By now, you understand that hiring in Cameroon requires a good understanding of the local laws and business culture. Success in this market is about more than seamless employee management, it's also about a partnership you can trust. Rivermate offers:

• A team of local experts to walk you through the entire process and answer any questions you have about employment regulations.
• Initial employee onboarding, including all statutory checks, documents and registrations.
• Ongoing HR, payroll, tax and benefits management.
• Support during difficult compliance processes such as immigration and terminations.

Ready to hire in Cameroon?

Rivermate handles the complexities so you can hire with confidence in Cameroon.

Talk to a Cameroon Hiring Expert

Sources:

Cameroon, Republic of - Individual - Taxes on personal income
Cameroon, Republic of - Individual - Other taxes
https://www.cnps.cm/en/employeurs/obligations-de-lemployeur1.html
CAMEROUN Labour Code Law No. 92/007 of 14 August 1992 PART I GENERAL PROVISIONS Section 1
Decree No. 95/677/PM of December 18, 1995
https://clr.org.pk/labour-rights-index/2024/cameroon/