Navigating employee leave entitlements in Cameroon requires a clear understanding of the country's labor code and standard practices. Employers operating in Cameroon, whether through a local entity or by employing remote workers, must ensure their policies align with these regulations to maintain compliance and foster positive employee relations. This includes correctly calculating and granting annual leave, observing public holidays, managing sick leave, and providing statutory parental leave.
Understanding these requirements is crucial for smooth operations and legal adherence. The following sections detail the key types of leave employees are entitled to in Cameroon, providing essential information for managing your workforce effectively in 2025.
Annual Vacation Leave
Employees in Cameroon are entitled to paid annual leave based on their length of service. The minimum entitlement increases with seniority.
- Minimum Entitlement: Employees are generally entitled to 1.5 working days of paid leave per month of service. This equates to 18 working days per year.
- Increased Entitlement: For employees with more than 5 years of service, the entitlement increases by 2 working days per year of service beyond the fifth year.
- Calculation: Leave is typically calculated based on the period from the employee's start date or the end of the previous leave period.
- Accumulation: Leave can be accumulated over a maximum period, often specified in collective agreements or the labor code.
- Timing: The timing of leave is usually determined by the employer, taking into account the needs of the business and the employee's preferences.
| Service Length | Minimum Annual Leave Entitlement |
|---|---|
| Up to 5 years | 1.5 working days per month |
| More than 5 years | 1.5 working days per month + 2 working days per year of service beyond 5 years |
Public Holidays and Observances
Cameroon observes several public holidays throughout the year. Employees are typically entitled to a paid day off on these holidays. If a public holiday falls on a Sunday, the following Monday is often observed as a holiday.
Here are the typical public holidays observed in Cameroon. Note that dates for some holidays (like Eid al-Fitr and Eid al-Adha) are based on the lunar calendar and are subject to change.
| Date (2025 - Tentative) | Holiday Name |
|---|---|
| January 1 | New Year's Day |
| February 11 | Youth Day |
| March/April (Variable) | Good Friday |
| March/April (Variable) | Easter Monday |
| May 1 | Labour Day |
| May 20 | National Day |
| May/June (Variable) | Ascension Day |
| June (Variable) | Eid al-Fitr |
| August/September (Variable) | Eid al-Adha |
| December 25 | Christmas Day |
Sick Leave Policies and Pay
Employees in Cameroon are entitled to sick leave in case of illness or injury, provided they present a valid medical certificate. The duration of paid sick leave depends on the employee's length of service.
- Medical Certificate: A medical certificate from a recognized health professional is required to justify sick leave.
- Duration and Pay:
- For the first 6 months of service, employees are entitled to sick leave without pay.
- After 6 months of service, employees are entitled to paid sick leave. The duration of full and partial pay varies based on service length and is often covered partly by the employer and partly by the National Social Insurance Fund (CNPS).
- Specific entitlements are often detailed in collective agreements, but the labor code provides minimums. Generally, employees are entitled to a certain period of full pay followed by a period of half pay within a 12-month period, depending on their seniority.
| Service Length | Paid Sick Leave Entitlement (General Guideline) |
|---|---|
| Up to 6 months | Unpaid sick leave |
| 6 months to 2 years | Period of full pay, followed by period of half pay |
| More than 2 years | Longer period of full pay, followed by period of half pay |
Specific durations for full and half pay periods increase with service length.
Parental Leave Entitlements
Cameroonian law provides for parental leave, primarily maternity leave, with provisions for paternity leave.
- Maternity Leave: Female employees are entitled to 14 weeks of maternity leave. This typically includes 4 weeks before the expected delivery date and 10 weeks after.
- Pay: Maternity leave is paid, primarily through the National Social Insurance Fund (CNPS), provided the employee meets the contribution requirements. The employer may be required to supplement this pay up to the employee's full salary, depending on collective agreements or company policy.
- Extension: Maternity leave can be extended by up to 6 weeks in case of complications, requiring a medical certificate.
- Paternity Leave: Fathers are entitled to a short period of paid leave upon the birth of a child. The duration is typically 2 working days.
- Adoption Leave: While not as explicitly detailed as maternity leave in the general labor code, provisions for leave in case of adoption may exist in specific collective agreements or company policies.
| Type of Parental Leave | Duration | Pay Source (Primary) |
|---|---|---|
| Maternity Leave | 14 weeks | CNPS |
| Paternity Leave | 2 working days | Employer |
Other Types of Leave
Beyond standard vacation, public holidays, sick leave, and parental leave, employees in Cameroon may be entitled to other types of leave, often specified in the labor code or collective bargaining agreements.
- Bereavement Leave: Employees are typically entitled to a short period of paid leave in the event of the death of a close family member (spouse, child, parent). The duration is commonly 2 working days.
- Marriage Leave: Employees are usually entitled to a few days of paid leave for their own marriage. The duration is commonly 4 working days.
- Leave for Family Events: Short periods of paid leave may be granted for other significant family events, such as the marriage of a child or the death of a sibling.
- Study Leave: Employees may be granted unpaid leave or, in some cases, paid leave for educational purposes, subject to company policy or collective agreements and often tied to the relevance of the study to their work.
- Sabbatical Leave: Sabbatical leave is not a statutory entitlement under the general labor code but may be offered by employers as part of their benefits package, often for long-serving employees.
- Leave for Union Activities: Employees who are union representatives may be entitled to time off for union duties, as defined by law or collective agreements.
Specific entitlements and conditions for these types of leave can vary, and employers should consult the applicable labor code provisions and any relevant collective agreements.
