EMPLOYMENT LAW & COVID-19

EMPLOYMENT
LAW & COVID-19

With the advent of COVID-19 pandemic, teleworking has been the most recommended type of working by employers to ensure continuity in workflow. Some have resolved to laying off nonessential staffs as a preventive measure in other to reduce expenses and avoid their business entering a state of corporate comatose. In view of the above, this brief questionnaire is to address what legally constitutes laying off and its implications on employees in accordance with the provisions of the Cameroonian labour code.

COVID+2

1. What is laying off?

It is a temporal cessation of work (complete or partial) of a set of employees following the instruction of their employer. It is applicable to a set of employees in a company e.g. employees of a particular department, branch, category etc. and not to an individual employee.

2. What are the circumstances under which an employer can decide to lay off his employees?

-Fatal accident;
-Force majeure;
-Unfavorable economic situation.

Apart from the above, no other circumstances can lead to laying off employees. It is worth noting that the circumstances mentioned must be independent of the employee or employer’s performance or attitude. It is general rooted from an economic or financial health of the employer. The 1997 Labour Code is the grundnorm governing employer/employee relationships in Cameroon. Any subsequent instrument governing such relationships cannot be adverse to the sacrosanct provisions of this code.
Article 32(K) of the Labour Code
Idem

40% salary for the second month;
35% salary for the third month;
30% salary for the fourth month;
25% salary for the fifth month;
20% salary for the sixth month.
The salary to be considered when calculating the above compensation shall be the employee’s basic salary + seniority allowance where applicable.

The above questionnaire is meant for general information only and does not constitute any legal advice. For any inquiries on the above, please contact us at lawyers@citadellawfirm.cm or visit www.citadellawfirm.cm

Apart from the above, no other circumstances can lead to laying off employees. It is worth noting that the circumstances mentioned must be independent of the employee or employer’s performance or attitude. It is general rooted from an economic or financial health of the employer.

3. Can COVID-19 be associated with any of the above circumstances?

Yes. COVID-19 can be identified as a force majeure.

4. How long can an employee be laid off?

Lay off shall not exceed six (06) months.

5. What are the legal implications of an employee being laid off?

Any employee laid off shall be have his contract of employment suspended during the said period. This means the person is still considered as an employee despite the suspension of the employment contract. The employee will regain position where the company decides to resume its activities on or before the six months duration period. However, if the company is unable to resume its activities after the said duration, the employee’s contract will be terminated based on economic grounds.

6. Are employees to receive any remuneration despite being laid off?

According to the applicable law, the employees laid off shall be entitled to the following:

50% salary for the first month;