Cameroon
Min. wage
(x12 payments)
XAF 60,000 /mo
About the minimum wage
Employer tax
~15.5%
Understand employer tax
Annual leave
18 days
Learn about annual leave
Notice period
15 days min
Termination and notice info
Updated
Sep 2026
Standard form; terminable only with written reasons, category/tenure-based notice and severance after 2 years' service
Must be written; max 2 years, renewable once (4 years cumulative), then conversion to indefinite.
Overtime capped at 20 hrs/week, paid at ~120-150% (higher for night and Sunday work)
Written agreement required; max 6 months incl. renewal (8 months for managers); free termination during probation
Employees must be classified into the 12 professional categories set by sectoral collective agreements, which drive pay, notice and severance
CNPS: pension 4.2%, family allowances 7% (both capped at XAF 750,000/mo) and occupational risk 1.75-5% by industry, plus 1% National Employment Fund levy and 1.5% Crédit Foncier housing tax
4.2% CNPS pension (capped at XAF 750,000/mo) plus 1% Crédit Foncier housing tax. Progressive income tax (up to ~38.5% incl. surcharge) varies by income.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Employers are required to make contributions to social security programs on behalf of their employees. Benefits derived from social security are:
Workplace accident coverage is provided through the occupational risks branch of the CNPS, funded entirely by employer contributions of 1.75%, 2.5% or 5% of payroll depending on industry risk classification.
Employees dismissed (other than for serious misconduct) with at least 2 years of continuous service are entitled to severance as a percentage of average monthly salary per year of service: 20% for years 1-5, 25% for years 6-10, 30% for years 11-15, 35% for years 16-20 and 40% from year 21.
There is no statutory 13th-month salary in Cameroon. Some sectoral collective agreements or employers provide end-of-year bonuses, but they are contractual rather than legally required.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
