To maintain full legal compliance under Cambodian labour regulations, enterprises must secure and maintain the following operational items:
Employees engaged in the same work with the same skill and ability must receive the same wage, regardless of immutable traits. Decisions based on specific qualifications and skills are not considered discriminatory.
The law differentiates between Fixed Duration Contracts (FDC) and Undetermined Duration Contracts (UDC), each with specific exit requirements:
The 1997 Labour Law is considered “quite liberal” in its protection of workers’ rights, including the right to form and join trade unions. Chapter XI of the law deals with trade union freedom and worker representation in the enterprise. The right to strike is governed by Chapter XIII of the law, which outlines the conditions and procedures for lawful strikes and lockouts.
While the 2014 guide is now outdated for current compliance (the minimum wage is now $200+, and the seniority payment has been absorbed into a new "seniority indemnity" fund), it remains a historical artifact of Cambodia’s labor evolution. Cambodian-labour-law-guide-english-2014
If terminating without serious misconduct, employers must give advanced written notice based on employee seniority: 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. Over 10 years service: 3 months notice.
Unresolved collective disputes move to the Arbitration Council, an independent body that issues binding or non-binding awards based on the agreement of both parties.
If unresolved, individual or collective disputes are referred to a Ministry of Labour conciliation officer.
For official texts and updates, businesses should consult the Royal Gazette of Cambodia, the MLVT’s official website, and the ILO’s NATLEX database, which provide the authoritative Khmer versions as well as unofficial English translations. The Arbitration Council’s website also serves as a reliable source for the Labour Law and its amendments. To maintain full legal compliance under Cambodian labour
Mr. Vuthy stared at the book. He stared at Samnang. The silence stretched, heavy and dangerous.
The 2014 guide serves as a practical roadmap to the Labour Law of 1997, which remains the primary legislation governing private sector employment. It covers everything from the initial Employment Agreement to the final steps of contract termination. Key Pillars of the Labour Law
This guide is for informational purposes only and does not constitute legal advice. Laws and regulations may change over time, and readers are advised to consult qualified legal professionals for specific legal matters.
A contract with no set end date. Key 2014 Considerations: Chapter XI of the law deals with trade
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.
The law distinguishes several categories of workers:
Parties are encouraged to resolve grievances using the enterprise’s internal grievance mechanisms or shop stewards.