There is no contract of employment for life. As a result, the labour relation must come to an end at some point in time. The most common form of lawful termination of the contract of employment is by the will of the parties which can be manifested in advance at the time of concluding the contract of employment. This is irrespective of whether the contract of employment is that of specified or unspecified duration. The circumstances under which such termination can be exercised are illustrated as follows;
- Discharge by Performance: The complete execution of the terms of a contract of employment in Cameroon puts an end to the labour relation in a reciprocal manner between the parties to the contract. If it concerns a contract of employment of specified duration, then by the expiration of the specified period, the contract comes to an end. But if after the expiration of the contract, the labour relation continues, then the contract will be considered as one of unspecified duration. Though the initial contract would have been discharged by performance and duration.
- Unilateral Termination: A contract of employment of unspecified duration is one of successive execution into the future and as a result, cannot be discharged by performance. However, the labour code has provided that this contract can be terminated at any time by the will of the parties. All that is required is that the party taking the decision and initiative to terminate the contract of employment is to give prior notice to the other party.
- Discharge by Mutual Agreement: The parties to a contract of employment in Cameroon may decide to terminate their contract for their mutual benefit. This could be due to several reasons like any one of them taking up duties in the government like a parliamentarian, or a change in the status of the employer as a result of amalgamation.