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

At the factory, the foreman expected them at six in the morning. But on the weekend Sokha sat under the fan in the small room she shared with two cousins and read in bursts. She learned that if a factory closed, workers might be owed severance; if bosses cut pay, workers had the right to challenge it. She read about safety and the duty of employers to maintain equipment. The words did not immediately change her life, but they changed how she saw it.

For the English-speaking manager without a Khmer legal team, this guide distilled chaos into compliance. Key pillars included: Cambodian-labour-law-guide-english-2014

—a mandatory document for Cambodian workers—to the HR office. She pointed to the records of her clock-in times. At the factory, the foreman expected them at

All contracts must be in writing if for more than one month. Failure to produce a written contract presumes an Undetermined Duration contract in favor of the employee. She read about safety and the duty of

In 2014, Cambodia’s economic landscape was rapidly evolving. With a surge in garment manufacturing, construction, and service industries, understanding the Kingdom’s labour regulations became more critical than ever. The , promulgated in 1997 (and largely unchanged in its core provisions by 2014), remained the supreme legal instrument governing employment relationships.

The 1997 Cambodian Labour Code governs employment, establishing regulations for contracts, 48-hour maximum work weeks, and mandatory leave entitlements. Key provisions include a 5% severance for Fixed Duration Contracts, 90-day maternity leave, and strict work permit requirements for foreign employees. For comprehensive details, refer to the Guide to the Cambodian Labor Law for NGOs Humanitarian Library | Guide to the Cambodian Labor Law for NGOs