How to Hire in Cameroon: Attracting Central Africa’s Talent Force

Cameroon is quietly becoming one of the most compelling destinations for remote hiring. The African Development Bank just committed $2.5 billion across 26 infrastructure projects there. That’s a huge tailwind for the country’s tech sector. For companies chasing specialized skills without the premium price tags of traditional tech hubs, Cameroon offers a bilingual workforce fluent in both French and English, a growing pool of tech talent, and cost structures that make CFOs very happy.

According to Cameroon’s Digital 2020 Strategic Plan, direct jobs created through intensive use of ICT jumped from just 1,000 in 2016 to 50,000 in 2020. The talent base spans software development, data analytics, customer service, and digital marketing. More than just emerging skills, these are fully formed professionals working in sectors that remote-first companies actually need. The country’s digital infrastructure continues to improve, particularly in major cities like Douala and Yaoundé, where connectivity supports the kind of distributed work that global teams depend on.

In turn, hiring in Cameroon has become a strategic move for distributed teams. This guide walks you through practical steps like choosing the right hiring approach, managing compliance with Cameroonian labor law, setting up payroll, and understanding what it takes to build a team there legally and effectively.

Cameroon’s labor market

Cameroon has a labor force of roughly 11.1 million people. The economy traditionally runs on agriculture, oil and gas, construction, and manufacturing. But in the past decade, IT and digital services have carved out serious space in the market.

The urban centers tell the real story. Douala and Yaoundé are where most of the action happens. Douala is the economic engine with a mature industrial base and deep port infrastructure. Yaoundé is the capital and home to leading universities like the National Advanced School of Engineering, which feeds a steady pipeline of engineering and management talent. Together, these cities anchor the country’s growing tech and services sectors.

Language is one of Cameroon’s competitive edges. The country operates in both French and English, which makes it one of the few truly bilingual markets in Africa. Literacy rates have climbed to 78% as of 2020, with youth literacy hitting 86%. That bilingual fluency opens doors for roles like customer support, translation, content moderation, and any position serving Francophone and Anglophone markets simultaneously.

When it comes to tech and remote work, the numbers get interesting. Cameroon added an estimated 1,000 software developers to its talent pool in recent years, part of a broader African developer boom. According to World Salaries, typical IT support salaries range from XAF 1,835,700 to 5,267,700 (Central African CFA Franc) per year (or roughly US$3,225 to $9,254), depending on the experience level.

You gain access to developers, data analysts, digital marketers, and customer service professionals at rates significantly lower than those in developed markets, without compromising quality. The remote work culture is still emerging but gaining traction fast, especially among younger, multilingual professionals eager to tap into global opportunities.

How to hire employees in Cameroon

When you’re ready to bring on talent in Cameroon, you have two main paths. You can build your own infrastructure or lean on someone who already has it.

Setting up a legal entity in Cameroon

The traditional route is to establish a legal presence in Cameroon through a subsidiary, branch office, or representative office. That means registering the business, navigating local banking requirements, handling tax filings, and building out compliance systems from scratch. You’ll need local legal counsel, HR infrastructure, and someone who understands Cameroonian labor regulations inside and out.

The upside is control. You own the entire hiring and employment relationship. The downside is time and cost. Setting up a local entity can take months and requires ongoing investment in legal, accounting, and HR resources. For companies planning significant long-term operations in Cameroon, this makes sense. For those testing the market or hiring a small team, it’s often overkill.

Teaming up with an Employer of Record (EOR)

An Employer of Record is a third-party provider that assumes the legal employer role on paper, while you maintain control over day-to-day work. The EOR handles employment contracts, payroll, tax withholding, benefits administration, and compliance with Cameroon’s Labor Code. You get to hire within days instead of months.

This model works well for companies that want speed and flexibility without the overhead of a local entity. You can scale up or down based on business needs, test the Cameroon market before committing to infrastructure, and you avoid the complexity of staying current on local labor law changes, which the EOR manages on your behalf. The tradeoff is cost per employee, which is typically higher than running your own entity, but often lower than the full burden and hidden costs of entity setup. And let’s not forget about ongoing compliance management.

Employment contracts in Cameroon

Employment contracts in Cameroon should be written, particularly for roles lasting more than three months or those with a probationary period. The Labor Code recognizes both permanent and fixed-term contracts. Permanent contracts offer indefinite employment with no set end date, while fixed-term contracts are capped at two years with possible extensions under specific circumstances.

Contracts must specify the basics: job description, salary, working hours, duration (if fixed-term), and any applicable probationary period. Both parties are legally bound by these terms. If you’re hiring foreign nationals, they need a work permit issued by the Ministry of Labor and Social Security before starting work. These permits are valid for two years and are renewable.

Written contracts protect everyone. “An employer must give the employee a written contract as the provisions of the contract of employment regulate the relationship between employer and employee,” advises Mafany Victor Ngando, partner and founder of Kinsmen Advocates in Cameroon. They clarify expectations and reduce disputes down the line. For international employers, having contracts in both French and English is often advisable given Cameroon’s bilingual nature.

Working hours, holidays, and leave

The standard workweek in Cameroon is 40 hours, typically spread across Monday through Friday. Anything beyond that threshold counts as overtime and must be compensated at higher rates. Some industries have different standard hours based on sector-specific regulations, but 40 hours is the baseline.

Employees earn paid annual leave after completing one year of continuous service. The law also mandates sick leave and maternity leave. Women are entitled to 14 weeks of maternity leave, starting four weeks before the expected delivery date. If medical complications arise, that leave can extend by an additional six weeks.

Public holidays are observed according to the national calendar. If an employee doesn’t use their accrued leave before a contract ends, the employer must pay out compensation in lieu of that leave. This applies whether the employee quits or is terminated.

Employee benefits and social contributions

Employers in Cameroon must contribute to the National Social Insurance Fund (CNPS), which covers healthcare, pensions, disability benefits, and maternity support. These contributions are calculated as a percentage of employee salaries and are non-negotiable. The Ministry of Labour and Social Security enforces compliance through inspections, and violations can result in fines or legal action.

Beyond statutory requirements, many employers offer supplementary benefits to stay competitive. These can include:

• Private health insurance to supplement CNPS coverage
• Transportation or housing allowances, especially in urban centers like Douala and Yaoundé
• Performance bonuses tied to individual or company goals
• Training and professional development programs

Benefits strategy matters when recruiting in Cameroon. Talented professionals often weigh total compensation packages, not just base salary. Companies that go beyond the minimum tend to attract and retain better talent.

Payroll and taxation in Cameroon

Payroll in Cameroon involves withholding income tax and social security contributions directly from employee wages. Employers act as withholding agents, meaning they’re responsible for calculating, deducting, and remitting taxes to the appropriate authorities. Tax rates are progressive based on income levels, and employers must stay current with any rate changes or policy updates.

The latest tax brackets are based on the following net income (XAF) ranges:

• 0 to 2,000,000 – 11%
• 2,000,001 to 3,000,000 – 16.5%
• 3,000,001 to 5,000,000 – 27.5%
• more than 5,000,000 – 38.5%

Social contributions are split between the employer and the employee. Both parties contribute to CNPS, though the employer’s share is typically higher. Employers must also file regular tax returns and reports with the Ministry of Finance and the tax authorities. Missing deadlines or miscalculating withholdings can trigger penalties.

Paying employees in local currency (Central African CFA franc) is standard practice. Salary payments must occur at regular intervals as specified in the employment agreement, usually monthly. Transparency in payroll processes helps build trust with employees and keeps you compliant with Cameroon’s labor regulations.

Why hire in Cameroon with Pebl

With a presence in 185+ countries, Pebl is a global EOR provider that handles compliance, payroll, contracts, and benefits administration. As EOR in Cameroon, we can help you test the local market or scale your distributed team across Central Africa. We provide the infrastructure and expertise to move fast without the overhead of setting up local entities. Get in touch to learn more.

FAQs: Hiring in Cameroon

Here are answers to some of the most common questions companies have when expanding into Cameroon.

Can I hire in Cameroon without a local business entity?

Yes. You can hire employees in Cameroon through an Employer of Record without establishing a local entity. The EOR becomes the legal employer while you maintain day-to-day control over work assignments and performance. This approach lets you hire quickly and test the market before committing to entity setup.

What is the work culture in Cameroon?

Cameroonian work culture values respect for relationship building and patience in decision-making. Communication tends to be indirect, especially when delivering negative feedback, and building trust through personal connections often precedes business discussions. Formality and hierarchy are essential in initial interactions, with titles and proper greetings setting the tone for professional relationships.

What jobs are in high demand in Cameroon?

Tech roles like software developers, data analysts, and digital marketers are increasingly in demand as Cameroon’s digital economy grows. Customer service positions, especially those requiring French-English bilingual skills, remain consistently sought after. Engineering roles, particularly in construction and infrastructure projects, also see strong demand given the country’s ongoing development initiatives.

What are the highest-paid jobs in Cameroon?

Senior positions in sectors like oil and gas, engineering, finance, and senior management roles typically command the highest salaries in Cameroon. Executive-level positions in multinational companies and specialized technical roles in infrastructure projects also rank among the top earners. Exact figures vary based on company size, industry, and individual qualifications.

This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.

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