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Employer of Record (EOR) in Cameroon | Global PEO in Cameroon

Employer of Record Cameroon

Payroll Cycle
Employer Contributions
Employee Contributions
Minimum Wage
Hiring Employees
Hiring Contractors
Hiring Expats
Background Checks
Employment Contracts
Employee Benefits
Social Security
Healthcare and Insurance
Leave Policy
Public Holidays
Work Permit and Work Visa
Probation Period
Notice Period
Termination and Severance
Personal Income Tax

Are you considering expanding your business operations to Cameroon? Managing the complexities of hiring and employing workers in a foreign country can be challenging. However, with the assistance of an Employer of Record (EOR) in Cameroon, the process can be made much smoother. Our web page provides valuable insights into the role of an EOR and how they can facilitate your expansion efforts in Cameroon. Discover the advantages of partnering with an EOR, including legal compliance, payroll management, HR support, and risk mitigation. With our extensive knowledge and local expertise, you can navigate the Cameroonian employment landscape confidently and focus on achieving your business goals.

Time zoneUTC+01:00 (WAT)
Total Time zones1
Working hours per week40
Working weekMonday–Friday
Typical hours worked10
Personal Tax filing deadline15th March
Financial Year1st January to 31st December
Date formatDd/Mm/Yyyy
CurrencyCentral African CFA Franc (XAF)
VATthe standard rate is 19.25%

Cameroon Housing Fund1.5%
Total Employment Cost1.5%

Social Security Contributions4.2% (capped at 750,000 XAF)
Cameroon Housing Fund1%
Total Employee Cost5.2%

Minimum Wage
Minimum WageThe minimum wage in Cameroon is 36270 CFA Francs per month.

Payroll CycleMonthly

13th SalaryNot required by law.
Income Tax
0 to 2,000,000 XAF 11%
2,000,001 - 3,000,000 XAF 16.5%
3,000,001 - 5,000,000 XAF 27.5%
5,000,000 XAF and above 38.5%

Employee Benefits in Cameroon

As an employer in Cameroon, it's crucial to understand the termination and severance policies. Here's a simplified overview to help you navigate these areas effectively.

Termination of Employment Contracts:

  • Grounds for Termination: Valid reasons include gross misconduct, lack of qualifications, incapability, or redundancy.
  • Fair Dismissal: Follow a fair process, allowing employees to present their case.
  • Notice Period: Provide reasonable notice based on employment duration and contract terms.
  • Severance Pay: Consider providing severance pay based on length of service and salary.

Legal Considerations and Compliance:

  • Adhere to Labor Laws: Comply with Cameroon's labor laws when terminating contracts.
  • Consultation with Employees: Communicate openly and involve employees in the termination process.
  • Contractual Agreements: Ensure employment contracts include termination provisions, notice periods, and severance entitlements.


Understanding termination and severance policies in Cameroon is crucial for employers. By following legal requirements and maintaining fairness, you can navigate these areas effectively, fostering positive employer-employee relationships in Cameroon.