Cambodian-labour-law-guide-english-2014 !!top!! Jun 2026

Compensation in Cambodia has seen significant updates to keep pace with the economy.

The law strictly regulates the time an employee spends at work to protect health and safety.

The Cambodian Labour Law of 1997, as amended and supplemented by various Prakas and regulations up to 2014, provides a comprehensive and largely worker‑protective legal framework. For businesses operating in Cambodia, understanding these provisions – particularly those relating to contracts, working hours, overtime, leave, termination, foreign workers, and dispute resolution – is essential for legal compliance and harmonious labour relations. While the law has seen further amendments since 2014, the core principles and many substantive provisions remain anchored in the 1997 Labour Law, making this guide a valuable reference for anyone seeking to understand the foundations of Cambodian employment law in English as of 2014.

Wages must be paid in legal tender directly to the employee. Minimum Wage Cambodian-labour-law-guide-english-2014

This guide provides a general overview based on the 1997 Labour Law and subsequent regulations up to 2014. Labor regulations are subject to change by the Ministry of Labour and Vocational Training (MLVT). It is highly recommended to consult with local counsel for specific legal advice. Next Steps: Need Deeper Guidance?

Cambodia permits the employment of foreign expatriates, provided businesses comply with strict quota systems and documentation rules administered through the MLVT’s online systems.

This article outlines the critical components of the labour framework as presented in the guide, covering contracts, wages, working conditions, and termination. Compensation in Cambodia has seen significant updates to

Ending an employment relationship requires adherence to strict notice periods based on the duration of service: 7 days notice. 6 months to 2 years service: 15 days notice. 2 years to 5 years service: 1 month notice. 5 years to 10 years service: 2 months notice. More than 10 years service: 3 months notice.

As of January 1, 2026 , the minimum wage for regular employees in the garment, footwear, and travel goods sector is $210.00 per month (up from $208.00 in 2025). Probationary workers earn $208.00 .

One day an official from a worker support center came to their neighborhood offering free legal clinics. The group invited her to the mango-tree meetings. She was impressed by the care in the notes and by how many disputes were resolved informally. She asked for copies to use at other factories and offered a stack of printed leaflets in response. The Guide’s narrow print reached farther than its binding. Minimum Wage This guide provides a general overview

The 2014 guide emphasizes the critical distinction between two primary types of employment contracts. Misclassifying these can result in severe financial penalties and retroactive benefit claims during audits by the Ministry of Labor and Vocational Training (MLVT). Fixed Duration Contracts (FDC)

Historically, Cambodia's legally mandated minimum wage applied exclusively to the garment, textile, and footwear manufacturing sectors. This rate is reviewed annually by the National Minimum Wage Council. Outside of these sectors, wages are determined by mutual agreement, though they must ensure a decent standard of living.