本文作者/The Authors：
赖贵通
Lai Kooi Thong
塞内萨库恩・西哈努冯
Senesakoune Sihanouvong
本文译者/The Translator：
仝寅石 Tong Yinshi
一、前言 Foreword
老挝作为中国 “一带一路” 倡议的重要支点国家，其战略地位体现在中老铁路贯通、《区域全面经济伙伴关系协定》（RCEP）区域经济整合以及中老命运共同体建设等多重维度。在此背景下，老挝劳动法对出海企业的价值不仅体现在合规层面，更与企业的战略布局、成本优化和可持续发展深度绑定。
As a key pivot country for China's "Belt and Road" Initiative, Laos'strategic position is reflected in multiple dimensions, including the connection of the China-Laos Railway, the regional economic integration under the RCEP (Regional Comprehensive Economic Partnership), and the building of the China-Laos Community with a Shared Future. Against this backdrop, the value of Laos'labor law to Chinese enterprises going global is not only reflected in the compliance dimension, but also deeply tied to enterprises'strategic layout, cost optimization and sustainable development.
在《老挝劳动法概览》中，实务经验丰富的赖贵通律师与塞内萨库恩・西哈努冯律师，通过系统化剖析老挝劳动法体系，明确了制度中的刚性约束与柔性空间，能够帮助出海企业在老挝实现“战略卡位-成本优化-风险可控-人才扎根”的商业闭环。
In the Laos Labor Law Overview, Lawyer Lai Kooi Thong and Lawyer Senesakoune Sihanouvong, who have rich practical experience, systematically analyze the labor law system of Laos, clarify the rigid constraints and flexible spaces within the system, and can help enterprises going global achieve a closed loop of "strategic positioning - cost optimization - risk control - talent rooting" in Laos.
（下文为《老挝劳动法概览》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》之老挝篇）
(The following content is excerpted from the Laos Labor Law Overview - Part A. For the full version, please refer to the Laos Chapter in the Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、概述 Overview
老挝人民民主共和国调整劳动关系的主要立法是《劳动法》（第 43/NA 号，2013 年 12 月 24 日）（《劳动法》），该法适用于外国和本地员工，为就业实践提供了标准化框架。《劳动法》体系通过补充性法规和法令进一步完善，这些法规和法令为最低工资和社保等雇佣事项提供了更详细的规则。
The primary legislation governing employment relationships in the Lao PDR is the Law on Labor (No. 43/NA, 24 December 2013) (Labor Law), which applies to both foreign and local employees, providing a standardized framework for employment practices. The Labor Law is further supplemented by additional regulations and decrees that provide more specific rules regarding various aspects of employment, such as minimum wage and social security contributions.
这些补充性法规和法令在阐明《劳动法》条款与提升可操作方面发挥着至关重要的作用。它们确保用人单位和劳动者都充分了解各自的权利和义务。对最低工资的强调保障了劳动者的公平报酬，而社保要求则构建了涵盖健康保险、养老金和其他形式社会保护等基本福利的安全网。
These supplementary regulations and decrees play a vital role in clarifying and operationalizing the provisions of the Labor Law. They ensure that both employers and employees are fully informed of their respective rights and obligations. The emphasis on minimum wage guarantees fair compensation for workers, while the requirements for social security contributions provide a safety net that covers essential benefits such as health insurance, pensions, and other forms of social protection.
三、最低工资标准的上调 Increase of the Minimum Wages and Salaries
2024 年 10 月 1 日起，老挝劳动与社会福利部（MLSW）发布第 3534/MLSW 号通知，推出新的最低工资政策。该政策旨在帮助劳动者应对因生活成本上涨及老挝基普贬值带来的经济挑战。
Effective 1 October 2024, the Ministry of Labor and Social Welfare (MLSW) issued Notice No. 3534/MLSW, introducing a new minimum wage policy. This policy aims to support workers facing economic challenges due to the rising cost of living and the depreciation of the Lao Kip.
此前，最低工资标准为每月 160 万基普。根据新规定，每月最低工资已上调至 250 万基普。这一调整适用于所有私营部门用人单位，包括生产、商业、服务和家庭服务等行业。
Previously, the minimum wage was set at LAK 1.6 million per month. Under the new regulation, the minimum monthly wage has been increased to LAK 2.5 million. This adjustment applies to all private sector employers, including those in production, business, service, and household sectors.
老挝政府会定期评估并调整最低工资标准，以反映当前经济状况并确保劳动者获得公平报酬。此次最新上调是改善生活水平、促进经济稳定整体战略的一部分。
The Government of Lao PDR periodically reviews and adjusts the minimum wage to reflect prevailing economic conditions and to ensure fair compensation for workers. This latest increase is part of a broader strategy to improve living standards and promote economic stability.
四、工作时间 Working Hours
（一）标准工时制度 Standard Working Hour System
根据《劳动法》，标准工作时间每日不得超过 8 小时，每周不得超过 48 小时，每周工作 6 天。
Under the Labor Law, standard working hours must not exceed eight hours per day, 48 hours per week, and six days per week.
对于在危险或有害条件下工作的员工，每日工作时间不得超过 6 小时，每周不得超过 36 小时。此类条件包括接触辐射、传染病、危险化学品，或在矿井、地下隧道、极端温度环境中作业等。
For employees working in dangerous or hazardous conditions, working hours must not exceed six hours per day or 36 hours per week. Such conditions include exposure to radiation, contagious diseases, hazardous chemicals, or work conducted in pits, underground tunnels, or environments with extreme temperatures.
（二）弹性工时制度 Flexible Working Hour System
弹性工作安排须由用人单位与劳动者双方协商一致，并在劳动合同中明确记载。尽管《劳动法》未规定弹性工作的法定权利，但此类安排可通过合同约定确立。
Flexible work arrangements must be mutually agreed upon by both the employer and the employee and clearly documented in the employment contract. While there is no statutory right to flexible working hours under the Labor Law, such arrangements may be established through contractual agreement.
（三）加班 Overtime
经员工及工会或员工代表事先同意，用人单位可要求员工加班。但每月加班不得超过 45 小时，每日不得超过 3 小时，且员工不得被要求连续加班超过 4 天（自然灾害、事故等可能对用人单位业务造成重大经济损失的紧急情况除外）。
With the prior consent of the employee and the trade union or employee representative, the employer may request the employee to work overtime. However, overtime must not exceed 45 hours per month or three hours per day, and employees may not be required to work overtime for more than four consecutive days, except in emergency situations—such as natural disasters or accidents—that could cause significant economic damage to the employer's business.
用人单位须向在节假日、休息日、指定加班时间或超出标准工时外工作的员工支付加班报酬。加班员工有权获得以下报酬标准：
An employer must pay overtime compensation to an employee who works on holidays or rest days, during designated overtime hours, or beyond the standard working hour thresholds. Employees who work overtime are entitled to the following rates of pay:
17:00 至 22:00 期间的加班，按正常工资的 150% 支付；150% of the normal rate, for overtime worked between 17:00 to 22:00;
22:00 至次日 6:00 期间的加班，按正常工资的 200% 支付；200% of the normal rate, for overtime worked between 22:00 to 6:00;
休息日或节假日工作，按正常工资的 250% 支付；250% of the normal rate for work performed on a rest day or holiday;
休息日或节假日 16:00 至 22:00 期间的加班，按正常工资的 300% 支付；300% of the normal rate for overtime worked between 16:00 to 22:00 on a rest day or holiday;
休息日或节假日 22:00 至次日 6:00 期间的加班，按正常工资的 350% 支付。350% of the normal rate for overtime worked between 22:00 to 6:00 on a rest day or holiday.
从事夜班工作的员工，其工资应基于同岗位日班工资计算，并额外增加 15%。
For employees working night shifts, their salary must be calculated based on the equivalent day shift salary for the same position, with an additional 15% increase.
上述费率为正常工资的倍数，不叠加计算。加班工资计算方式为：月薪 ÷26 天 ÷ 8 小时 × 相应百分比 × 加班小时数。
The rates above are multiples of the normal rate of pay and are not cumulative. Overtime payment should be calculated by payment of salary or wage divided by 26 days, then divided by 8 hours, and multiplied by the percentage amount and then multiplied by the number of extra hours worked.
作者简介/About the Authors
赖贵通 Lai Kooi Thong
赖贵通律师是 DFDL 万象办公室的合伙人。加入 DFDL 之前，他曾在马来西亚一家顶尖律师事务所担任合伙人。他还曾领导一家替代性法律服务提供商（除传统律师事务所以外，提供法律服务的新型企业）的马来西亚办公室（该机构由一家全球性律师事务所发起成立），期间与多家国际银行密切合作，并成功带领一支约 20 人的顾问团队。此外，赖贵通律师在 DFDL 金边办公室积累了超过三年的银行与金融业务相关丰富经验。赖贵通律师被《国际金融法律评论 1000》（IFLR1000）评为 “知名从业者”。
Kooi Thong is a Partner at DFDL's Vientiane office. Before joining DFDL, he served as a Partner at a leading law firm in Malaysia. He also led the Malaysia office of an alternative legal service provider, a venture initiated by a global law firm, where he closely collaborated with several international banks and successfully led a team of approximately 20 consultants. Additionally, Kooi Thong has garnered over three years of extensive experience in the banking and finance practice at DFDL's Phnom Penh office. Kooi Thong is recognized as a Notable Practitioner in IFLR1000.
塞内萨库恩・西哈努冯 Senesakoune Sihanouvong
塞内萨库恩律师是老挝律师协会的资深会员，在老挝税务问题上拥有公认的专业能力。
他在多个领域拥有丰富的法律和税务咨询、合规及尽职调查经验，涉及水电、采矿、林业和一般商业等行业。他常就能源、基础设施、采矿和种植园领域复杂的特许经营协议及融资条款提供咨询，并且经常参与能源领域的特许经营协议谈判。
塞内萨库恩律师被《法律 500 强》（亚太地区）评为 “新一代律师”，被《钱伯斯亚太指南》评为 “第一梯队从业者”。
Senesakoune is a highly experienced member of the Lao Bar Association with recognized expertise in Lao tax issues.
He has extensive experience in legal and tax advice, compliance and due diligence across a range of sectors including hydropower, mining, forestry and general businesses. He routinely advises on complex concession agreement and financing provisions in the energy, infrastructure, mining and plantations sectors. Senesakoune is routinely involved in concession agreement negotiations in the energy sector.
Senesakoune is recognized as a "Next Generation Lawyer" by Legal 500 (Asia Pacific) and "Band 1 Practitioner" in Chambers Asia Pacific.
仝寅石 Tong Yinshi
仝寅石实习律师具备工学与法学的双重背景，硕士毕业于上海财经大学法律硕士专业。曾协助主办律师处理多起劳动争议案件，并为多家知名企业提供法律咨询服务，擅长劳动关系协调，员工信息合规等领域。工作语言为中文和英文。
Tong Yinshi has a dual background in engineering and law, graduating with a Master of Laws from Shanghai University of Finance and Economics. He has assisted lead lawyers in handling multiple labor dispute cases and provided legal consulting services to several well-known enterprises, specializing in labor relations coordination, employee information compliance, and other fields. The working languages are Chinese and English.
