Note: An exhaustive list of some of the "regulatory text" is available at: https://www.droitsocialenpratique.com/les-textes-dapplication-du-code-du-travail-du-14-aout-1992-au-cameroun/

▷ Scope of application
→ Section 1(2) LC indicates that: In this law, "worker" shall mean any person, irrespective of sex or nationality, who has undertaken to place his services in return for remuneration, under the direction and control of another person, whether an individual or a public or private corporation, considered as the "employer". For the purpose of determining whether a person is a worker, non account shall be taken of the legal position of employer or employee.
▷ Exclusions
→ Section 1(3) LC stipulates that: This law shall not apply to staff governed by :
- the General Rules and Regulations of the Public Service;
- the Rules and Regulations governing the Judicial and Legal Service;
- the General Rules and Regulations governing Servicemen;
- the Special Rules and Regulations of the National Security;
- the Special Rules and Regulations of Prison Administration Civil Servants;
- the special provisions applicable to auxiliary staff.
▷ Note:
Observation (CEACR) - adopted 2017, published 107th ILC session (2018) on the application of the Termination of Employment Convention, 1982 (No. 158) - Cameroon (Ratification: 1988): Indication by the Government that domestic workers and workers in the informal economy belong to the categories of workers that are subject to special regulations or a special scheme ; and that these workers are subject to special regulations, and are not considered as workers covered by the Labour Code of 1992.

→ Section 25(1)(a) LC indicates that: A contract of employment may be concluded for a specified or unspecified duration.
(a) A contract of specified duration is a contract whose termination is fixed in advance by both parties. It may not be concluded for a duration of more than (2) two years, renewable once.
The following shall be considered contracts of employment of a specified but non-renewable period :
- a contract whose termination is subject to the occurrence, which does not depend exclusively on the will of the parties, of a future but certain event that is precisely indicated;
- a contract concluded for the execution of a specified task.

Under the Labour Code, FTCs are concluded for specific tasks.
→ Section 25(1)(a) LC indicates that: A contract of employment may be concluded for a specified or unspecified duration.
(a) A contract of specified duration is a contract whose termination is fixed in advance by both parties. It may not be concluded for a duration of more than (2) two years, renewable once.
The following shall be considered contracts of employment of a specified but non-renewable period :
- a contract whose termination is subject to the occurrence, which does not depend exclusively on the will of the parties, of a future but certain event that is precisely indicated;
- a contract concluded for the execution of a specified task.

→ Section 25(1)(a) LC indicates that: A contract of employment may be concluded for a specified or unspecified duration.
(a) A contract of specified duration is a contract whose termination is fixed in advance by both parties. It may not be concluded for a duration of more than (2) two years, renewable once.
→ Section 25(4) LC indicates that: The above provisions shall not apply to workers recruited to carry out exclusively :
(a) A temporary job in replacement of an absent worker or one whose contract has been suspended, or the completion of a piece of work within a specific time limit and requiring additional manpower.
(b) An occasional job aimed at coping with unexpected growth in the activities of the company as a result of certain economic conditions or entailing urgent work to prevent imminent accidents, organizing emergency measures, or repairing company equipment, facilities or buildings which are dangerous for the workers.
(c) A seasonal job generated by the cyclical or climatic nature of company activities.
▷ Note:
▻ Are not renewable contracts concluded for the execution of a specified task and contract that termination is subject to the occurrence of a future but certain event;
▻ Are renewable without limitation contracts of temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work.

→ Under Section 25(1)(a) of the LC, a contract of employment concluded for a specified duration may not be concluded for a duration of more than (2) two years, renewable once.
▷ Exception:
This limitation does not however apply to temporary employment to replace a worker, employment to complete a task within a specified period which requires additional manpower, occasional work aiming at coping with unexpected growth in the activities of the company or entailing urgent tasks for reasons of public security, and seasonal work. (§ 25 (4) LC)

▶ Labour Code
→ Section 28 LC indicates that :
(1) There shall be probationary hiring where, prior to signing a final contract, the employer and the worker agree to appraise in particular, the worker's quality of services and his output, as concerns the employer and as concerns the worker, the working, living, wage, safety and hygiene conditions as well as the climate under the employer.
(2) Any probationary hiring must be stipulated in writing. Such hiring shall not be made for a period exceeding that required for trying out newly engaged personnel, taking into account the techniques and practices of the trade or occupation. Under no circumstances shall probationary hiring exceed six months, including any renewal, save in the case of managerial staff for whom the period may be extended to eight months.
(3) The time required for recruitment, travelling, training and probation shall not be included in the maximum duration of the trial period.
(4) The cost of repatriation of displaced workers shall be defrayed by the employer regardless of the reason for termination.
(5) Where the worker's employment is maintained beyond expiry of a probationary hiring contract and here no new contract is made, the parties shall be deemed to have entered into a final contract taking effect from the beginning of the trial period.
(6) An order of the Minister in charge of Labour issued after consultation with the National Labour Advisory Board shall fix the conditions of probationary hiring.
▶ Regulatory text
See also: Arrêté No. 017/MTPS/SG/CJ of May 26, 1993, establishing the maximum duration and terms of the trial engagement (Arrêté n° 017/MTPS/SG/CJ du 26 mai 1993 fixant la durée maximale et les modalités de l'engagement à l'essai).

▷ Public/civil servants
→ Under section 1(3) of the LC, public/civil servants (fonctionnaires) are totally excluded from the protection of the Labour Code. Their employment is governed by specific regulations (Decrees n° 94/199 of 07 octobre 1994 (Statut Général de la Fonction Publique & ses textes modificatifs).
▷ Probationary period
→ Section 43 LC indicates that: Unless otherwise agreed, the provisions of Sections 34 to 42 shall not apply to probationary hiring contracts, which shall be terminable without notice and without either party having a claim to compensation.
▷ Domestic workers (household employees)
Domestic workers are presumed excluded based on the information provided in the Government report under Observation (CEACR) - adopted 2017, published 107th ILC session (2018) on the application of the Termination of Employment Convention, 1982 (No. 158) - Cameroon (Ratification: 1988):

▷ The LC does not contain any general provision on non-discrimination.
Under Sections 39 and 84 of the LC, dismissal for pregnancy and dismissal based on the opinions of the workers or their affiliation to a trade union are prohibited.
→ Section 39 LC indicates that: Every wrongful termination of a contract may entail damages. In particular, dismissals effected because of the opinions of the worker or his membership or non-membership of a particular, trade union shall be considered to be wrongful.
→ Section 84(1) LC stipulates that: Any pregnant woman whose pregnancy has been medically certified may terminate her contract of employment without notice and without being obliged on that account to pay the compensation provided for in Section 36 above. During such period, the employer shall not terminate the employment contract of the woman concerned because of the pregnancy.

▷ Union membership and opinion
→ Section 39 LC indicates that: Every wrongful termination of a contract may entail damages. In particular, dismissals effected because of the opinions of the worker or his membership or non-membership of a particular, trade union shall be considered to be wrongful.
→ Section 40 (7) Staff representatives may be dismissed only if their posts have been abolished and with the consent of the Labour Inspector of the area.
▷ Maternity
→ Section 84(1) LC stipulates that: Any pregnant woman whose pregnancy has been medically certified may terminate her contract of employment without notice and without being obliged on that account to pay the compensation provided for in Section 36 above. During such period, the employer shall not terminate the employment contract of the woman concerned because of the pregnancy.

→ Section 34(1) LC indicates that : A contract of employment of unspecified duration may be terminated at any time at the will of either party. Such termination shall be subject to the condition that previous notice is given by the party taking the initiative of terminating the contract. Notification of termination shall be made in writing to the other party and shall set out the reason for the termination.

▶ Labour Code
→ Section 34(1) and (2) LC indicates that: A contract of employment of unspecified duration may be terminated at any time at the will of either party. Such termination shall be subject to the condition that previous notice is given by the party taking the initiative of terminating the contract. Notification of termination shall be made in writing to the other party and shall set out the reason for the termination.
(2) The notice period shall start to run from the date of such notification. It shall not be subject to any condition precedent or condition subsequent. Under no circumstances may it be set off against the leave period of the worker.
▶ Regulatory text
→ Under Section 1 of the Arrêté No. 015 of 26 May 1993 (Arrêté déterminant les conditions et la durée du préavis), the notice period varies according to the professional category to which the worker belongs and the length of service.
▻ Categories I to VI and domestic workers:
- less than one year of service: 15 days;
- 1 to 5 years of service: 1 month;
- more than 5 years of service: 2 months.
▻ Categories VII to IX:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years of service: 3 months.
▻ Categories X to XII:
- less than one year of service: 1 month;
- 1 to 5 years of service: 3 months;
- more than 5 years of service: 4 months.

→ Section 40(2) LC indicates that: Dismissal on economic grounds shall mean any dismissal effected by the employer for one or more reasons not inherent in the person of the worker and resulting from an abolition or transformation of posts or an amendment to the contract of employment consequent on economic difficulties, technological changes or internal reorganization.

→ Section 40(3) LC indicates that: To avoid dismissal on economic grounds, the employer who envisages such dismissal shall convene the staff representatives, where available, to seek with them and in the presence of the Labour Inspector of the area, other possibilities such as: reduction of working hours, shift work, part-time work, lay-off, review of various allowances and benefits and even wage cuts.
▷ Note: See also section 3 of the ARRÊTÉ N° 021/MTPS/SG/CJ of 26 May 1993 (Fixant les modalités de licenciement pour motif économique).

→ Section 40(3) LC indicates that: To avoid dismissal on economic grounds, the employer who envisages such dismissal shall convene the staff representatives, where available, to seek with them and in the presence of the Labour Inspector of the area, other possibilities such as: reduction of working hours, shift work, part-time work, lay-off, review of various allowances and benefits and even wage cuts.
→ Section 40(4) LC indicates that: At the end of negotiations, which shall not last more than 30 clear days, and if an agreement is reached, a statement shall be signed by both parties and the Labour Inspector explaining the measures adopted and their periods of validity.
→ Section 40(6)(d) LC provides for cases of dismissal on economic grounds, indicating that: The employer's notification and the reply from the staff representatives shall immediately be sent to the Labour Inspector of the area for arbitration.

→ Section 40(3) LC indicates that: To avoid dismissal on economic grounds, the employer who envisages such dismissal shall convene the staff representatives, where available, to seek with them and in the presence of the Labour Inspector of the area, other possibilities such as: reduction of working hours, shift work, part-time work, lay-off, review of various allowances and benefits and even wage cuts.
→ Section 40(6)(d) LC provides for cases of dismissal on economic grounds, indicating that: The employer's notification and the reply from the staff representatives shall immediately be sent to the Labour Inspector of the area for arbitration.
▷ Note: See also section 3 of the ARRÊTÉ N° 021/MTPS/SG/CJ of 26 May 1993 (Fixant les modalités de licenciement pour motif économique).

▷ Note: The term "approval" (of public administration) is used only to refer to the dismissal of the workers' representative. Regarding other workers, it's not clear whether the "arbitration" of labour inspectors, required under Section 40(6)(d) of the LC, is binding on the employer.
→ Section 40(6)(d) LC provides for cases of dismissal on economic grounds, indicating that: The employer's notification and the reply from the staff representatives shall immediately be sent to the Labour Inspector of the area for arbitration.
→ Section 40(7)(d) LC indicates that: Staff representatives may be dismissed only if their posts have been abolished and with the consent of the Labour Inspector of the area.

Approval of workers' representatives is not required.
▷ Note: In the absence of agreement between the employer and the staff representatives, the dispute is brought before the Labour Inspector for arbitration (§ 40(6)d) LC). However, the employer is not bound by the administration's decision.
(See: Paul-Gérard Pougoué, Code du travail annoté, 1997)

→ Section 40(6) LC provides that:
(a) Where the parties fail to reach an agreement after the negotiations provided for above, or where, notwithstanding the measures envisaged, certain dismissals are still necessary, the employer must determine an order of dismissals taking into consideration professional proficiency, seniority in the undertaking and the family responsibilities of workers. In any case, the order of dismissals must give precedence to professional proficiency.
(b) To obtain the opinions and suggestions of the staff representatives, the employers shall send them the list of workers he intends to dismiss, explaining the criteria used.
(c) The staff representatives shall be bound to forward their written reply to the employer within no more than eight clear days.
(d) The employer's notification and the reply from the staff representatives shall immediately be sent to the Labour Inspector of the area for arbitration.
▷ Note: See also Section 2 of the ARRÊTÉ N° 021/MTPS/SG/CJ of 26 May 1993 (Fixant les modalités de licenciement pour motif économique), which lists the criteria to be considered in the following order: professional skills, length of service and family responsibilities.

→ Section 40(9) LC indicates that: A dismissed worker shall have prior claim, with equal professional proficiency, to employment in the same establishment for a period of two years.
▷ Note: See also section 4 of the ARRÊTÉ N° 021/MTPS/SG/CJ of 26 May 1993 (Fixant les modalités de licenciement pour motif économique).

Under section 40 of the LC, alternatives to dismissal must be examined in the framework of the consultation process, but no formal agreement is required.
→ Section 40(3) LC indicates that: To avoid dismissal on economic grounds, the employer who envisages such dismissal shall convene the staff representatives, where available, to seek with them and in the presence of the Labour Inspector of the area, other possibilities such as: reduction of working hours, shift work, part-time work, lay-off, review of various allowances and benefits and even wage cuts.

▶ Labour Code
→ Section 37(1) LC indicates that: save in the case of serious misconduct, where a contract of employment of unspecified duration is terminated by the employer, the worker with no less than two successive years of seniority in the enterprise shall be entitled to severance pay distinct from pay in-lieu-of notice, which shall be determined giving regard to the worker's seniority.
▶ Regulatory text
▷ See Sections 1 and 2 of the ARRÊTÉ N° 016/MTPS/SG/CJ of 26 May 1993 (Fixant les modalités d'attribution et de calcul de l’indemnité de licenciement):
- A worker is entitled to severance pay provided he has been employed for at least two years, and he has not committed any serious misconduct.
- Severance pay corresponds to a percentage of the monthly overall wages per year of service and is set according to the length of service as follows:
▻ 20% per year during the first 5 years.
▻ 25% per year from the 6th to the 10th year.
▻ 30% per year from the 11th to the 15th year.
▻ 35% per year from the 16th to the 20th year.
▻ 40 % per year after the 21st year.

▷ Note: No provisions for specific redundancy payment; severance pay covers dismissals for economic reasons. (§§ Sections 1 and 2 of the ARRÊTÉ N° 016/MTPS/SG/CJ of 26 May 1993 (Fixant les modalités d'attribution et de calcul de l’indemnité de licenciement)).