本文作者/The Authors：
瓦索克 · 赫姆
Vansok Khem
拉克萨 · 陈
Raksa Chan
查克尼纳特
Chaknineath Chhim
本文译者/The Translator：
段修平 Duan Xiuping
一、前言 Foreword
作为“一带一路”倡议在东南亚的重要节点国家，柬埔寨凭借其快速发展的制造业、不断增长的基础设施建设以及区域战略位置，吸引了大量中资企业的投资。然而，在这片充满活力的市场中，劳动用工法律环境既具独特性，也暗藏挑战——从外籍员工用工审批到劳动合同管理，从社会保险义务到劳动争议解决，每一个环节都考验着企业的合规能力。
As a key Southeast Asian partner in China's Belt and Road Initiative, Cambodia has emerged as an attractive destination for Chinese investors with its rapidly expanding manufacturing sector, growing infrastructure development, and strategic regional positioning. Yet beneath this dynamism lies a distinct labor law framework that poses compliance challenges—from foreign employee approvals to employment contract management, from social security obligations to labor dispute resolution, every step requires careful navigation.
来自DFDL律师事务所的 Vansok Khem、Raksa Chan与 Chaknineath Chhim 专业律师，结合多年实务经验，系统梳理了柬埔寨劳动法律制度的重点内容。他们的专业领域涵盖公司法、劳动与移民合规、社会保障及工会关系，既有资本市场与跨境投资的宏观视角，也有工厂劳资关系与争议解决的实务经验。这些经验为中资企业提供了一把“合规指南针”，帮助企业在柬埔寨复杂多元的劳动环境中稳健前行。
Professional Cambodia lawyers including Vansok Khem, Raksa Chan, and Chaknineath Chhim of DFDL draw on extensive practical experience to outline Cambodia's labor legal landscape. Their expertise spans corporate law, labor and immigration compliance, social security, and industrial relations—combining macro perspectives from capital markets and cross-border investments with hands-on experience in labor disputes and workplace compliance. These insights act as a "compliance compass" for Chinese enterprises, enabling them to navigate Cambodia’s complex and evolving labor environment with confidence.
（下文为《柬埔寨劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之柬埔寨篇）
(The following content is excerpted from Cambodian Labor Law Overview - Part A. For the full version, refer to the Cambodia Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、过去一年的主要变化 Main Changes In the Past Year
（一）行政与人力资源人员资质新规 New qualification requirements for HR and administrative personnel
自2024年12月2日起，所有受《柬埔寨劳动法》管辖的企业，其行政与人力资源负责人必须取得劳工与职业培训部（MLVT）下属国家劳工学院（NIL）颁发的资格认证或劳动法文凭，并每三年接受一次复训。雇主需承担培训费用，并在培训期间保障员工的工资、工龄及其他福利不受影响。该规定率先适用于制衣、纺织、鞋类、旅行用品和箱包行业。
Effective 2 December 2024, enterprises subject to the Cambodian Labor Law must ensure that administration and HR officers obtain professional certification or a diploma in labor law from the National Institute of Labor (NIL) under the MLVT, with mandatory refresher training every three years. Employers must cover training costs and maintain employee salary, seniority, and benefits during training. This requirement applies in priority to the garment, textile, footwear, travel goods, and bag sectors.
（二）劳动争议解决程序改革 Reform of labor dispute resolution procedures
2025年3月4日，MLVT发布第073号（个人劳动争议）与第074号（集体劳动争议）公告，取代2001年相关规章。新规与2021年10月5日劳动法修订相衔接，细化了调解与和解程序，并明确了调解失败后的后续步骤。
On 4 March 2025, MLVT issued Prakas 073 on individual labor disputes and Prakas 074 on collective labor disputes, replacing the 2001 regulations. These align procedures with the 2021 Labor Law amendment, specifying conciliation and reconciliation at the MLVT level and outlining next steps if settlement fails.
（三）女性雇员特殊保护 Special protection for female employees
2025年2月7日，MLVT发布第015/25号指导意见，强化孕期及产后女职工权益。规定禁止雇主在晋升、合同续签、薪酬调整等方面歧视怀孕员工，并鼓励对孕期及产后一年内的员工自动续签劳动合同。产假工资须在休假前一次性支付。此外，雇主不得在孕期及产后9个月内暂停女职工劳动合同，亦不得在孕期及产后一年内解雇其劳动合同（严重违纪除外，但须经劳动监察员审核）。
On 7 February 2025, MLVT issued Guideline No. 015/25 to enhance maternity protections. Employers are prohibited from discriminating against pregnant employees in promotions, contract renewals, or salary increases, and are encouraged to automatically renew contracts during pregnancy and up to one year after childbirth. Maternity pay must be paid in full before leave begins. Employers are barred from suspending contracts during pregnancy and nine months after delivery, and from terminating contracts during pregnancy and one year post-delivery, except in cases of serious misconduct subject to review by a labor inspector.
三、外国公司雇佣规则 Employment Rules for Foreign Companies
（一）雇员身份 Status of employee
柬埔寨《劳动法》将雇员分为“员工”和“工人”，但权利义务原则上平等适用。员工指从事非体力工作获得报酬者，工人则是提供体力劳动者。临时工、季节工与兼职工享有与正式工相同的权益，只是根据工时比例调整。试用期视岗位不同为1至3个月不等，另有学徒制度，允许以合同形式进行技能培训。劳动关系的认定以“雇主的指挥监督”为核心，包括招聘、薪酬、内部规章、纪律处分及解雇权等要素。
Under the Cambodian Labor Law, employees are classified broadly into "employees" and "workers", with rights and obligations generally applied equally. Employees perform non-manual tasks, while workers engage in manual labor. Temporary, seasonal, and part-time workers are entitled to the same protections as permanent employees, proportionally adjusted to their working hours. Probationary periods range from one to three months depending on the role, and apprenticeship contracts allow skill training under employer supervision. The existence of an employment relationship hinges on the employer's authority of direction and supervision, such as recruitment, remuneration, internal rules, and disciplinary or termination powers.
（二）合同关系 Contractual relationship
柬埔寨劳动合同分为固定期限合同（FDCs）和无固定期限合同（UDCs）。FDCs必须书面签署，期限不超过两年，可续签但超期自动转为UDC。UDCs则可口头或书面订立，但通常以书面为佳。合同须符合劳动法最低标准，否则无效；雇主可额外提供更优待遇。常见条款包括雇主与雇员身份、合同类型、试用期、工作地点、工时、职位描述、薪酬、保密条款及终止条款等。任何禁止员工离职后就业的条款均视为无效。
Employment contracts in Cambodia are either Fixed Duration Contracts (FDCs) or Undetermined Duration Contracts (UDCs). FDCs must be in writing with a maximum term of two years, renewable within limits; exceeding the limit automatically converts the contract to a UDC. UDCs may be verbal or written, though written agreements are recommended. All contracts must comply with statutory minimum standards, and employers may grant more favorable terms. Common clauses include identification of parties, contract type, probation period, workplace, working hours, job description, remuneration, confidentiality, and termination. Post-employment restrictive clauses are deemed void.
（三）工时与加班 Working hours and overtime
标准工时为每周不超过48小时、每日8小时，通常实行每周至少24小时连续休息（多为周日）。雇主不得要求员工一周工作超过6天，若需休息日加班，必须经雇员同意并报劳工部批准。特殊行业可实行弹性排班，每日工时最多10小时，12周平均不超过每周48小时。加班须自愿，每日不得超过2小时，日常加班工资为150%，夜间或休息日为200%，公共假日工作需额外补偿。
Standard working hours are capped at 48 per week and 8 per day, with employees entitled to at least 24 consecutive hours of weekly rest, typically on Sunday. Employees cannot be required to work more than six days per week; work on weekly rest days requires employee consent, MLVT approval, and overtime pay. Flexible arrangements are allowed in certain industries, with a daily maximum of 10 hours and a 12-week average of 48 hours per week. Overtime is voluntary, limited to 2 hours per day, paid at 150% on normal days and 200% at night or on rest days, with additional compensation for public holiday work.
（四）工资 Wages
最低工资仅适用于纺织、制衣、鞋类、旅行用品和箱包行业，2025年标准为正式工每月208美元、试用工206美元，并享有交通或住宿津贴、出勤奖金、加班餐补及工龄奖。工资包括基本工资、加班费、奖金、津贴、利润分享及产假工资等，但医疗费、差旅费等不计入工资。工资必须直接支付给雇员，通常每月两次：月中预付50%，月底支付余款及福利。扣薪仅限于特定情形，并设有上限以确保雇员基本生活不受影响。计件工资必须确保普通水平工人能获得不低于最低工资的收入。
The statutory minimum wage applies only to the garment, textile, footwear, travel goods, and bag sectors—USD 208 per month for regular workers and USD 206 for probationary workers in 2025—with additional benefits such as transportation allowance, attendance bonus, meal allowance for overtime, and seniority bonus. Wages include base pay, overtime, bonuses, allowances, profit-sharing, and maternity pay, but exclude items like medical expenses or travel costs. Wages must be paid directly, usually twice monthly: 50% mid-month and the balance at month-end. Deductions are restricted to specified cases, with caps to ensure basic livelihood. Piece-rate wages must allow average workers to earn at least the guaranteed minimum wage.
（五）休假 Leaves
2025年法定带薪公休日为22天。年假为每月1.5天（每年18天），服务每满3年增加1天，最多可结转3年。年假不得以现金补偿，除非劳动合同终止。员工每年享有最多7天家庭事件特别假（如婚丧嫁娶），可从年假中抵扣。女性享有90天产假，连续工作满1年的享有半薪及福利，雇主不得因怀孕或产假解雇。病假短期待遇未明文规定，通常企业提供7–10天带薪病假，长期病假最长6个月，视为劳动合同中止。
Employees are entitled to 22 paid public holidays in 2025. Annual leave accrues at 1.5 days per month (18 days per year), with an additional day for every three years of service, deferrable up to three years. Annual leave cannot be converted to cash unless upon termination. Employees may take up to 7 days of special leave per year for family events. Female employees are entitled to 90 days of maternity leave, with half pay and benefits if employed for at least one year, and dismissal during pregnancy or maternity leave is prohibited. Short-term sick leave is usually 7–10 paid days by company policy; long-term sick leave can extend to 6 months as contract suspension.
四、数据隐私 Data Privacy
柬埔寨目前尚无专门的个人数据保护法，但宪法、民法典、刑法典及电子商务法等规章对隐私和信息保护有所涉及。《劳动法》要求雇主不得在工作簿或离职证明中加入不利信息。政府正在起草《个人数据保护法（草案）》，预计将规范数据收集、使用、披露及雇员同意机制，覆盖境内外企业处理柬埔寨个人数据的行为。
Cambodia has no standalone personal data protection law yet; privacy safeguards are scattered across the Constitution, Civil and Criminal Codes, and the E-Commerce Law. The Labor Law prohibits employers from adding negative comments to employee workbooks or leaving certificates. A Draft Law on Personal Data Protection (LPDP) is underway, which will regulate collection, use, and disclosure of personal data, requiring employee consent and applying to both domestic and foreign entities processing Cambodian personal data.
五、职业健康与安全 Occupational Safety and Health
雇主必须保障工作场所的安全与卫生，包括设备安装维护、防护用品供给和环境条件（通风、照明、饮水等）。企业规章需符合健康与安全标准，医疗室、厕所数量及配备随员工规模而定。未遵守者可能面临罚款或其他处罚。
Employers are obliged to maintain workplace health and safety, including proper installation and maintenance of equipment, provision of personal protective gear, and ensuring sanitary conditions such as ventilation, lighting, and drinking water. Internal regulations must comply with statutory health and safety standards, with infirmary and toilet requirements varying by workforce size. Non-compliance may result in monetary fines or other sanctions.
作者简介/About the Authors
瓦索克 · 赫姆 Vansok Khem
Vansok是合伙人及公司与商业实践负责人。她专长于公司法、信托法和证券法。她的业务主要涵盖公司结构设计、资本市场、并购及投资基金。
加入DFDL柬埔寨后，Vansok成功管理了多个在中国、香港和新加坡上市的IPO项目，并在金融机构领域完成了大量并购交易。此外，她在电信、制药、医疗保健和游戏等行业也积累了丰富的经验。
Vansok拥有柬埔寨皇家法律与经济大学的学士学位、日本神户大学的劳动法法学硕士（L.L.M.）学位和英国伦敦大学学院的国际金融法法学硕士（L.L.M.）学位。
Vansok在2022年被IFLR1000评为银行、金融和资本市场领域的市场领导者，并在2023年被Asialaw评为新星。
Vansok is a Partner and Head of Corporate & Commercial Practice. She specializes in corporate law, trust law and securities law. Her practice primarily covers corporate structuring, capital markets, mergers and acquisition and investment funds.
Since joining DFDL Cambodia, Vansok has managed a number of IPO projects that have successfully been listed in China, Hong Kong and Singapore and a broad range of M&A transactions in financial institutions. She also has extensive sector-specific experience in telecommunications, pharmaceuticals, healthcare and gaming.
Vansok holds a bachelor degree from the Royal University of Law and Economics of Cambodia, a master of laws (L.L.M.), Labor from Kobe University, Japan and a master of Laws (L.L.M.), International Financial Law, from University College of London, United Kingdom.
Vansok has been recognized as a Market Leader in banking and finance and capital markets by IFLR1000 in 2022 and a Rising Star by Asialaw 2023.
拉克萨 · 陈 Raksa Chan
拉克萨是位于金边的DFDL公司企业与商业实践小组的高级顾问。她为广泛的客户提供就业、劳工、移民和雇员隐私方面的咨询服务。此前，她曾支持并为柬埔寨仲裁委员会提供咨询，并加入国际劳工组织（ILO）在柬埔寨的“更好工厂”项目，专注于提升劳动标准和改善工作条件。
Raksa曾就众多劳动力重组情况提供咨询，代表客户处理工业纠纷，并在包括航空、食品和饮料、博彩、酒店、服装、纺织品和鞋类、大使馆、国际非政府组织和政府机构在内的广泛主要商业部门拥有丰富的工作经验。
Raksa是多个出版物的活跃撰稿人，包括《Freshfield Asia Employment Law》、《Law Review》、汤森路透新闻社、Ashurst Employment Handbook。
Raksa拥有布里斯托尔大学劳动法和公司治理（LLM）硕士学位，以及首尔跨国法律与商学院国际公法硕士学位。
Raksa is a Senior Consultant and a member of DFDL's Corporate and Commercial practice group based in Phnom Penh. She works with a broad range of clients on employment, labor, immigration and employee privacy matters. She previously worked supporting and advising the Arbitration Council and joined the ILO in Better Factories Cambodia where her work focused on social compliance and improving labor standards and conditions.
Raksa has advised on numerous workforce restructuring situations, represented clients in industrial disputes, and has extensive experience working in a broad range of major commercial sectors, including aviation, food and beverages, gaming, hospitality, garments, textiles and footwear, embassies, international non-governmental organization, and government agencies.
Raksa is an active contributor to various publications, including Freshfield Asia Employment Law, the Law Review, Thomson Reuters news agency, Ashurst Employment Handbook.
She holds a master's degree in Labor Law and Corporate Governance (LLM) from the University of Bristol and a master's degree in Public International Law from the Transnational Law and Business University in Seoul.
查克尼纳特 Chaknineath Chhim
查克尼纳特是DFDL公司和商业业务组的顾问和成员，总部设在金边。
提供公司和劳工咨询服务，协助客户处理各种事项，包括监管合规、许可、一般劳动法、劳动力重组和劳资关系。
拥有伦敦城市大学国际商法法学硕士学位，皇家法律与经济大学英语和高棉语法律学士学位，以及外语学院英语专业传播学士学位。
Chaknineath is a Consultant and a member of DFDL's Corporate and Commercial practice group based in Phnom Penh.
She provides corporate and labor advisory services, assisting clients with a wide range of matters, including regulatory compliance, licensing, general labor law, workforce restructuring, and industrial relations.
She holds an LL.M in International Commercial Law from City, University of London, Bachelor Degree in Law based in English and Khmer from Royal University of Law and Economics, and Bachelor of Arts, English for Professional Communication from Institute of Foreign Languages.
段修平 Duan Xiuping
段修平律师毕业于华东政法大学，获法学硕士学位。长期服务于大型建筑央企，深度参与业财一体化项目，积累了丰富的合规与风控经验。业务领域涵盖人力资源外包合规、劳动争议解决、涉税稽查应对等，专注于劳动、税务与企业合规管理的实务操作及争议处理。曾主导和参与多起劳动争议及合规项目，常年担任多家知名企事业单位的法律顾问，为企业提供专业、务实、全方位的法律服务与解决方案。
Duan Xiuping graduated from East China University of Political Science and Law with a Master of Laws degree. She has extensive experience serving large state-owned construction enterprises and has been deeply involved in enterprise financial-business integration projects, gaining solid expertise in compliance and risk management. Her practice areas include HR outsourcing compliance, labor dispute resolution, and tax inspection response, with a focus on labor, taxation, and corporate compliance. She has led and participated in numerous labor dispute cases and compliance projects, and has served as a long-term legal advisor for well-known enterprises and institutions, providing professional, pragmatic, and comprehensive legal services and solutions.
