Cameroon

Freedom of Association Indicator

The Labour Rights Index 2024 (LRI 2024) is a de-jure index covering 145 economies and structured around the working lifespan of a worker. In total, 46 questions or evaluation criteria are scored across 10 indicators. The overall score is calculated by taking the average of each indicator, with 100 being the highest possible score. The Index uses a rating system, ranging from “Total Lack of Decent Work” to “Decent Work”. The Labour Rights Index aims at an active contribution to the Sustainable Development Goals, by providing necessary (complementary) insights into de jure provisions on issues covered in particular by SDG8 (Decent Jobs), SDG 5 (Gender Equality), SDG 10 (Reduced Inequalities) and SDG 16 (Strong Institutions). The Index is based on national labour legislation, applicable on 1 January 2024.

Cameroon’s overall score is 58.5 out of 100. The overall score for Cameroon is lower than the regional average observed across Sub-Saharan Africa (66). Within the Sub-Saharan Africa region, the highest score is observed for Côte d’Ivoire (84.5).

Cameroon ratified Convention No. 87 on Freedom of Association and Protection of the Right to Organise (1948) in 1960 and Convention No. 98 on the Right to Organise and Collective Bargaining (1949) in 1962.

Question

Answer

Score

Legal Basis

More Info

Does the law allow workers to form and join unions of their own choice?

No

0

§10(2) of the Labour Code, 1992; ITUC Global Rights Index 2024 (Cameroon Profile)

Does the law allow workers to bargain collectively with employers through their representative unions?

Yes

1

No violative legal provisions could be located

Does the law provide for the right to strike?

No

0

§158, 160 & 163 of the Labour Code, 1992; ITUC Global Rights Index 2024 (Cameroon Profile)

Does the law prohibit imposing of excessive sanctions against striking workers?

No

0

§165 of the Labour Code, 1992; CEACR, C87, Obs. 2020

Textual sources

A : National Law

National Labour Legislation

B : CEACR

CEACR: ILO Committee of Experts on Application of Conventions and Recommendations (latest report)

C : ITUC

ITUC: ITUC Global Rights Index

D : USDOS

USDOS: US Department of States' Country Reports on Human Rights Practices

LRI Country Score
The Labour Rights Index has 10 indicators and 46 sub-indicators. The LRI Country score averages 10 indicators and ranges between 0 and 100. The lowest and highest scorers are Nigeria (29/100) and Belgium/Greece (96/100). https://labourrightsindex.org/  

Freedom of Association Indicator
The Freedom of Association indicator is composed of 4 sub-indicators. Scoring is done through the binary method (0 or 1). The score ranges between 0-100. 

Trade union density rate (%)
The trade union density rate conveys the number of union members who are employees as a percentage of the total number of employees in the country. For updated statistics on trade union density, please check ILOSTAT

Collective bargaining coverage rate (%)
The collective bargaining coverage rate conveys the number of employees whose pay and/or conditions of employment are determined by one or more collective agreement(s) as a percentage of the total number of employees in the country. For updated statistics on collective bargaining coverage, please check ILOSTAT

SDG indicator 8.8.2
SDG indicator 8.8.2 measures national compliance with fundamental labour rights (freedom of association and collective bargaining or FACB). It ranges from 0 to 10, with 0 being the best possible score (indicating higher levels of compliance with FACB rights) and 10 the worst (indicating lower levels of compliance with FACB rights). It is based on six ILO supervisory body textual sources and national legislation.
For an updated assessment on SDG indicator 8.8.2, please check ILOSTAT. 

ITUC Global Rights Index 2024 Ratings
The ITUC Global Rights Index depicts the world’s worst countries for workers by rating 148 countries on a scale from 1 to 5+ on the degree of respect for workers’ rights. Violations are recorded each year from April to March.  For a detailed description of ratings and methodology, please follow the link

Information

Source: §10(2) of the Labour Code, 1992; ITUC Global Rights Index 2024 (Cameroon Profile)

C : ITUC

ITUC Global Rights Index (country legal profile)

"Foreigners must have resided for at least five years in the territory of the Republic of Cameroon before they can apply for registration of a trade union (Article 10(2), Labour Code)."

Information

Source: No violative legal provisions could be located

Information

Source: §158, 160 & 163 of the Labour Code, 1992; ITUC Global Rights Index 2024 (Cameroon Profile)

A : National Law

National Labour Legislation

"Section 158: (2) Where the collective agreement does not provide for a conciliation procedure or in case of failure of such procedure, the competent Inspector of Labour Insurance shall immediately convene the parties and attempt to bring about an amicable settlement. (3) Either of the parties may empower representative parties may empower to take part in the conciliation proceedings on its behalf. If a party does no appear and has not duly appointed a representative, the Inspector of Labour and Social Insurance shall make a report to that effect, and the defaulting party may, on the basis of the said report, be sentenced to a fine of not less than 50,000 and not more than 500,000 francs. Section 160: If the attempt at conciliation fails, the Inspector of Labour and Social Insurance shall be bound to refer the dispute to the arbitration procedure defined herein-after, within eight (8) clear days. Section 163: (1) An arbitration award shall be notified to the parties without delay by the competent inspector of labour and social insurance. (2) If, at the expiration of a period of eight clear days after notification, neither party has applied for a stay of execution, the award become effective in accordance with the provisions of Section 164 hereunder. The same shall apply if an application for stay, having been made, is withdrawn before the expiration of the said period. "

C : ITUC

ITUC Global Rights Index (country legal profile)

"For a strike action to be legitimate, the parties must have exhausted the conciliation and arbitration procedures provided for in Articles 158 and 161 of the Labour Code. Failure to appear during the conciliation process is punishable by a fine of 50,000 to 500,000 CFA francs. The arbitration award shall be enforceable unless one of the parties objects by sending a registered letter to the local Labour and Social Security Inspector (Articles 157-165, Labour Code). "

Information

Source: §165 of the Labour Code, 1992; CEACR, C87, Obs. 2020

A : National Law

National Labour Legislation

"Section 165 : (1) A lock-out or strike undertaken in contravention of the above provisions may have the following consequences : (a) In case of a lock-out, the employer may : (i) be required to pay workers' wages for the days so lost; (ii) Be declared, for a period of not less than two years, ineligible for membership of a chamber of commerce and prohibited from participating in any way whatsoever in any works enterprise or in any supplies contract involving the state or a local council. Such ineligibility shall be pronounced by an ordinary law court on the application of the minister in charge of labour and social insurance. (b) In case of a strike, the workers may : (i) see their contracts terminated on grounds of serious misconduct; (ii) be punished with fine of from 20,000 to 100,000 CFA francs. "

B : CEACR

CEACR: ILO Committee of Experts on Application of Conventions and Recommendations

"Article 3 of the Convention. Act on the suppression of terrorism. In its comments relating to the Act on the suppression of terrorism (Act No. 2014/028 of 23 December 2014), the Committee has drawn the Government’s attention on several occasions to the wording of section 2(1), under the terms of which “the death penalty shall be imposed on anyone who … commits or threatens to commit any act that may cause death, endanger physical safety, result in bodily injury or damage to property or harm natural resources, the environment or the cultural heritage with the intention of: (a) intimidating the public, causing a situation of terror or forcing a victim, the Government and/or a national or international organization to carry out or refrain from carrying out a given act, adopting or renouncing a particular position or act according to certain principles; (b) disrupting the normal operation of public services or the delivery of essential public services, or creating a public crisis …”. The Committee has repeatedly expressed deep concern at the fact that some of the situations envisaged in the Act of 23 December 2014 could apply to acts related to the legitimate exercise of activities by the representatives of trade unions or employers in accordance with the Convention, with particular reference to protest action and strikes that would have direct repercussions for public services. The Committee also recalls that, in light of the penalty that may be imposed, such a provision could be particularly intimidating for the representatives of trade unions or employers who speak out or take action within the context of their duties. In this regard, it notes the observations of the UGTC to the effect that the Act has made trade union action more fragile since its adoption. The Committee notes that the Government emphasizes that the wording of section 2 of the Act respecting the definition of “terrorist act” is inspired, among other sources, by the Organization of African Unity (OAU) Convention on the Prevention and Combating of Terrorism and its Protocol (1999). It also notes that, according to the Government, no individuals have been prosecuted in the national territory for acts of terrorism following trade union protests. While noting this information, the Committee once again urges the Government to take the necessary measures to amend section 2 of the Act on the suppression of terrorism to ensure that it does not apply to the legitimate activities of workers’ and employers’ organizations, which are protected under the Convention. In the meantime, the Committee urges the Government to continue providing information on the measures taken to ensure that: (i) the implementation of the Act does not have harmful consequences on officials and members engaged in their functions and performing trade union or employer activities in accordance with Article 3 of the Convention; and (ii) the Act is enforced in such a way that it is not perceived as a threat or intimidation towards trade union members or the trade union movement as a whole."