In Gabon, the Labor Code provides for various types of employment contracts to cater to different employment needs. These contracts help to clarify the rights and obligations between employers and employees. Here are the common types of employment agreements in Gabon:

Fixed-Term Contract (CDD - Contrat à Durée Déterminée)

A Fixed-Term Contract, or CDD, is suitable for temporary positions or specific projects with a predetermined end date. It is mandatory for this contract to be in written form. The maximum duration of a CDD is two years, and it can be renewed only once. Short-term contracts can be established and renewed as long as the total duration does not exceed two years.

Indefinite-Term Contract (CDI - Contrat à Durée Indéterminée)

An Indefinite-Term Contract, or CDI, is the standard contract for ongoing, permanent employment. It offers greater job security for the employee as there is no predetermined end date.

Contract for a Specific Task or Project (Contrat de mission)

A Contract for a Specific Task or Project is suitable for specific tasks or projects with a well-defined scope. This contract must be in written form and should clearly outline the nature of the task or project to be undertaken.

Daily or Weekly Contract (Contrat journalier ou hebdomadaire)

A Daily or Weekly Contract is a short-term agreement for daily or weekly work. This contract must also be in writing. Wages are typically paid at the end of the contracted period (day or week) with the possibility of renewal.

Employment agreements in Gabon are crucial for establishing a clear and legally binding relationship between employers and employees. These agreements outline the rights and obligations of both parties, ensuring a smooth working environment.

Basic Information

The agreement should clearly identify the employer (company name and registration details) and the employee (full name, identification details). It should also define the employee's position, duties, and responsibilities.

Compensation and Benefits

The agreement should specify the gross salary amount, payment frequency, and any benefits offered (e.g., health insurance, transportation allowance). It should outline the regular working hours per week/day, including breaks and overtime regulations. The agreement should also detail entitlement to paid leave (annual leave, sick leave, maternity leave) as per the Labor Code.

Term and Termination

The agreement should specify whether the contract is for a fixed term or indefinite term. It should define the grounds and procedures for termination by either party, including notice periods.

The probationary period is an initial evaluation stage in a new employment relationship, allowing employers to assess an employee's suitability for the role and vice versa. In Gabon, labor law permits employers to include a probationary period in employment contracts, but there are specific regulations to follow.

Key Points on Probation Periods in Gabon

• Not Mandatory: Gabon's Labor Code doesn't require a probationary period. Employers have the discretion to include it in the employment agreement.
• Maximum Duration: The maximum probationary period cannot exceed six months for clerical staff and three months for office staff, technicians, supervisors, and one month for other employees. There's an exception for fixed-term contracts, where the probationary period can be up to 24 months, with a single renewal allowed.

Legality and Requirements

For a probationary period to be legally enforceable, it must meet specific criteria:

• Written Agreement: The probationary period must be explicitly stated in writing within the employment contract. A verbal agreement holds no legal weight.
• Reasonable Duration: The duration should be reasonable and aligned with the complexity of the role and the employee's level. An excessively long probationary period might be challenged as unfair.

Termination During Probation

During the probation period, either the employer or the employee can terminate the contract with a shorter notice period compared to a confirmed employee. The specific notice period should be outlined in the employment agreement.

In Gabon, the Labor Law (Law No. 1/67 of June 6, 1967) provides guidelines for confidentiality and non-compete clauses in employment agreements.

Confidentiality Clauses

Confidentiality clauses are designed to protect an employer's confidential information, such as trade secrets, customer lists, and technical know-how. These clauses typically outline the employee's responsibility to keep this information confidential during their employment and for a reasonable period after termination. The clauses should clearly define what constitutes confidential information, which might include trade secrets, client information, business strategies, and formulas or inventions.

Non-Compete Clauses

Non-compete clauses, on the other hand, have a more limited application under Gabon's labor law. Unlike confidentiality clauses, non-compete clauses are not automatically valid. For a non-compete clause to be enforceable, it must meet specific criteria:

• Justification: The clause must be demonstrably necessary to protect the employer's legitimate business interests, such as safeguarding trade secrets or client relationships.
• Reasonable Scope: The restrictions imposed on the employee's post-employment activities must be reasonable in terms of duration, geographic scope, and the activities restricted. The clause should only restrict activities directly competing with the employer's business.
• Employee Protection: Even when the above conditions are met, courts may deem a non-compete clause unenforceable if it excessively restricts the employee's ability to find new employment.