本文作者/The Authors：
吉万 · 古纳蒂勒克
Jivan Goonetilleke
纳丁 · 普维玛纳辛格
Nadine Puvimanasinghe
迪纳利 · 西扬巴拉皮蒂亚
Dinalee Siyambalapitiya
本文译者/The Translator：
段修平 Duan Xiuping
一、前言 Foreword
作为“一带一路”倡议在南亚的重要节点国家，斯里兰卡凭借其地缘位置、港口枢纽优势以及不断发展的服务业和制造业，持续吸引着中资企业的投资与合作。然而，在这片潜力巨大的市场中，劳动用工法律环境既有其独特性，也伴随着一定的风险与挑战——如工时与加班管理、法定休假与当地习俗、劳动争议解决与工会关系等，都对企业的合规能力提出了更高要求。
As a pivotal South Asian partner in the Belt and Road Initiative, Sri Lanka continues to attract Chinese investment and cooperation with its strategic location, port hub advantages, and the steady growth of its services and manufacturing sectors. However, within this promising market, the labor and employment law environment has its own unique characteristics and also entails certain risks and challenges—such as the regulation of working hours and overtime, statutory leave and local customs, labor dispute resolution, and trade union relations—all of which impose higher compliance requirements on enterprises.
来自D.L. & F.De Saram律师事务所的专业律师Jivan Goonetilleke、Nadine Puvimanasinghe与 Dinalee Siyambalapitiya，结合多年实务经验，系统梳理了斯里兰卡劳动法律制度的重点内容。他们的专业领域涵盖覆盖包括外国投资法、一般公司法、商业合同、特定行业的法律法规、银行和金融、基础设施和项目融资、房地产和建筑、反垄断事务、知识产权、税务和劳动相关事务。
Professional Sri Lanka lawyers including Jivan Goonetilleke, Nadine Puvimanasinghe, and Dinalee Siyambalapitiya of D.L. & F.De Saram draw on extensive practical experience to outline Sri Lanka's labor legal landscape. Their expertise covers a wide range of areas, including advising on foreign investment laws, general corporate law, commercial contracts, industry specific laws and regulations, banking and finance, infrastructure and project financing, real estate and construction, antitrust matters, intellectual property rights, tax and employment related matters.
（下文为《斯里兰卡劳动法概览》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》之斯里兰卡篇）
(The following content is excerpted from Sri Lanka Labor Law Overview - Part A. For the full version, refer to the Sri Lanka Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、过去一年主要变化 Main Changes In the Past Year
《2024年第48号〈全国工人最低工资（修正）法〉》将全国最低月工资从12,500斯里兰卡卢比提高至17,500卢比，并将日工资从500卢比提高至700卢比。
The National Minimum Wage of Workers (Amendment) Act No. 48 of 2024 raised the national minimum monthly wage from LKR 12,500 to LKR 17,500, and the daily wage from LKR 500 to LKR 700.
三、外国公司雇佣规则 Employment Rules for Foreign Companies
（一）员工身份 Status of Employee
斯里兰卡劳动法在适用上并不区分雇佣类型，所有劳动者均被统一视为“员工”或“工人”，法律保护一体适用。但在实践中，常见的用工形式包括：试用期雇佣（根据劳动合同处于试用期的人员）、正式雇佣（根据劳动合同受雇的人）、临时雇佣（短期用工，通常与核心业务无关）、季节性雇佣（应对特定行业的季节性需求），以及固定期限雇佣（在特定期限内受雇的人员）。
Sri Lankan employment law applies uniformly to all workers, without distinguishing categories for legal purposes. All employees are covered under the same regulatory framework. In practice, however, several types of employment are commonly recognized: probationary employment (persons who are serving a probation period under a contract of employment), regular employment (persons employed under general contracts of employment), casual employment (persons employed on a short-term basis, which generally does not relate to the employer's core business), seasonal employment (persons employed in industries that have seasonal demands, to meet the additional manpower requirements in those seasons), and fixed-term employment (persons employed for a fixed time period).
（二）工时与加班 Working Hours and Overtime
在《商店与办公室员工法》（SOEA）框架下，标准工时为每日不超过8小时、每周不超过45小时；连续工作满4小时应给予至少30分钟休息（实践中通常合计每日约1小时），如某日工作不超过5小时可不安排休息。
Under the SOEA, standard hours are capped at 8 per day and 45 per week; a 30-minute break follows every 4 consecutive hours (typically totaling about 1 hour daily), and no break is required on days with ≤5 hours of work.
女性员工及16—18岁男性不得在06:00前或18:00后于商店/办公室工作，但年满18岁的女性在信息技术、知识流程外包/业务流程外包或境外机构后台行政/会计等特定机构可获时段放宽；实践中，若提供充分的卫生、通勤与餐食等设施，部分女性管理层加班超时通常亦未被处罚。
Female employees and males aged 16–18 may not work in shops/offices before 6:00 a.m. or after 6:00 p.m., though women 18+ in IT/KPO/BPO or overseas back-office admin/accounts may work beyond these times; in practice, where adequate sanitation, transport and meals are provided, executive-level women occasionally work outside the limits without sanction.
旅行销售等流动岗位不适用加班规则，虽可能超过8小时/日或45小时/周亦无加班费权利，但仍享每周休息。加班在超过法定工时时触发，SOEA将加班总量限制为每周12小时（执法强度因情而异），加班费按1.5倍小时工资计付；管理培训生及以上的“高管/管理”干部序列通常不支付加班费。
Traveling sales and similar roles fall outside overtime entitlements and may exceed 8 hours/day or 45 hours/week, but still receive weekly holidays. Overtime arises when statutory limits are exceeded and is capped at 12 hours per week (with variable enforcement), paid at 1.5 times the hourly rate; "Executive/Managerial" cadres (management trainee and above) are generally not paid overtime.
（三）休假 Leaves
在斯里兰卡，员工享有多种法定休假权益。除了每周一天的休息日外，员工还享有公共假日和佛教满月日的带薪休假。根据《商店与办公室员工法》（SOEA），雇主必须在每年官方公布的假期中，为员工提供休假或支付相应的补偿。
In Sri Lanka, employees are entitled to several statutory forms of leave. In addition to a weekly day of rest, they are entitled to paid leave on public holidays and Buddhist Poya Days. Under the Shop and Office Employees Act (SOEA), employers must grant leave or pay compensation for these holidays as officially declared each year.
连续工作满一年的员工有权享受14至21天的带薪年假，具体天数取决于其工龄。此外，员工每年还享有7天的事假，但需事先通知雇主。
Employees who have completed one year of continuous service are entitled to annual leave ranging from 14 to 21 days, depending on length of service. In addition, they are entitled to seven days of casual leave each year, subject to prior notice to the employer.
产假方面，女性员工在怀孕时享有带薪产假。若分娩为活产，员工有权享受84个工作日的产假，其中14天必须在分娩前使用，70天在分娩后使用。若分娩未能存活，员工有权享受42个工作日的产假，其中14天在分娩前，28天在分娩后。
For maternity leave, female employees are entitled to paid maternity leave. Where the confinement results in the delivery of a live child, they are entitled to 84 working days—14 days before confinement and 70 days after. Where the confinement does not result in a live child, they are entitled to 42 working days—14 days before confinement and 28 days after.
关于病假，目前法律并未对短期带薪病假作出统一规定。实践中，雇主通常根据公司政策，每年提供7至10天的短期带薪病假。长期病假一般最长可达六个月，并被视为劳动合同的中止。
With respect to sick leave, there is no uniform statutory entitlement for short-term paid leave. In practice, employers often provide 7 to 10 days of short-term paid sick leave per year under company policies. Long-term sick leave is generally allowed for up to six months and is considered a suspension of the employment contract.
（四）最低工资 Minimum Wages
国家最低工资制度规定最低工资为每月17,500斯里兰卡卢比或每日700卢比，并附加预算性补贴（BRA-1为1,000卢比，BRA-2为2,500卢比），使得最低综合收入通常达到每月21,000卢比（每日840卢比）。奖金并非强制性，除非在合同中另有约定，一般由雇主自行决定。
The National Minimum Wage framework sets LKR 17,500/month and LKR 700/day, supplemented by Budgetary Relief Allowances (BRA-1 LKR 1,000 and BRA-2 LKR 2,500), yielding a typical minimum combined earning of LKR 21,000/month (LKR 840/day). Bonuses are not mandatory unless contractually provided and generally remain discretionary.
四、限制性契约 Restrictive Covenants
在职期间的禁止招揽和禁止竞争条款通常是可执行的；离职后的限制性约定则会受到更严格的审查，必须在范围和期限上合理，并且确有保护雇主合法权益的必要；若在限制期间给予持续的对价（通常为金钱补偿），其可执行性将会相应增加。
Non-solicitation/non-competition during employment is generally enforceable; post-employment restraints face stricter scrutiny and must be reasonable in scope and duration and necessary to protect proprietary interests; continued consideration (often monetary) during the restraint period increases enforceability.
五、数据保护 Data Privacy
斯里兰卡《2022年第9号个人数据保护法》对员工个人信息的处理引入了统一规则。雇主作为数据控制者，可以在履行合同、法定义务或合法商业目的需要的范围内收集和处理个人信息（如姓名、身份证号、联系方式、学历和工作经历），但必须遵循合法性、公平与透明性以及必要性原则。员工享有查阅、更正、异议、删除及撤回同意等权利；雇主则必须采取技术和组织层面的安全措施，并在数据泄露时及时通知监管机构和相关员工。
Sri Lanka's Personal Data Protection Act No. 9 of 2022 introduces unified rules for handling employee data. Employers, as controllers, may collect and process personal information (e.g., name, ID number, contact details, education, work history) where necessary for contracts, legal duties, or legitimate business purposes, but must comply with lawfulness, fairness/transparency, and necessity principles. Employees gain rights to access, rectification, objection, erasure, and withdrawal of consent, while employers must implement technical and organizational safeguards and promptly notify the authority and employees in case of breaches.
作者简介/About the Authors
吉万 · 古纳蒂勒克 Jivan Goonetilleke
伦敦大学法学学士，2005年 LL. B, University of London, 2005
凯拉尼亚大学文学学士，2006年 Bachelor of Arts, University of Kelaniya, 2006
冲突解决研究生文凭，科伦坡大学，2009年 Post Graduate Diploma in Conflict Resolution, University of Colombo, 2009
斯里兰卡最高法院律师，2008年 Attorney-at-Law, Supreme Court of Sri Lanka, 2008
纳丁 · 普维玛纳辛格 Nadine Puvimanasinghe
科伦坡大学法学硕士，2022年 LL. M, University of Colombo, 2022
伦敦大学法学学士（荣誉），2013年 LL. B (Hons.), University of London, 2013
斯里兰卡最高法院律师，2015年 Attorney-at-Law, Supreme Court of Sri Lanka, 2015
迪纳利 · 西扬巴拉皮蒂亚 Dinalee Siyambalapitiya
伦敦大学法学学士（荣誉），2020年 LL. B (Hons.), University of London, 2020
斯里兰卡最高法院律师，2023年 Attorney-at-Law, Supreme Court of Sri Lanka, 2023
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。
Ms. 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.
