Flexibility of Employment Contracts: A Bird’s Eye View of the Case of Cameroon
Keywords:
Paid employment, The labour code, Challenges of globalizationsAbstract
As the world becomes globalized, the need for a regular update of employment laws becomes unavoidable. It’s a trite knowledge to say; that laws governing employment relation in Cameroon should be maintained. Its rather imaginative to say here that the labour code of Cameroon should be revised to reflect globalization trends.
In 1992 law No 92/007 of 14/08/92, the enterprises-oriented labour code of Cameroon was created this code demanded that contracting parties should freely negotiate the terms of their employment contract. This freedom to negotiate terms of contract is in theory and not in practice because in Cameroon, there is nothing in existence such as flexible terms in the contract of employment. The law regulating the contract of employment in Cameroon is law No. 92/007 of 14/08/92 is built upon a foundation of imported French and English law. The country dependent status as a colony of France and Britain respectively made the importation of foreign law inevitable. We think here that its high time for the laws of employment in Cameroon to be re-shaped to reflect contemporary labour demands. 1992 to 2022 is a period of time long enough for the employment laws to undergo modification as globalization demand. Globalization has come with lots of challenges among which employment contracts in Cameroon is one of them.1 Flexible working is one of the contemporary labour arrangements which we think the Cameroonian labour code should endorse.
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