Employees are entitled to at least 24 consecutive hours of rest per week, typically on Sundays.
The Cambodian Labour Law: A Comprehensive Guide (2014 & Beyond)
Mr. Vuthy looked at the book again. It was the 2014 Guide —the one aligned with the current Labor Code. He knew the law; he had just assumed the workers didn't. He leaned back, sighing. The cost of a labor dispute and a fine from the Ministry of Labour was far higher than hiring a few temporary workers to cover the extra hours. Cambodian-labour-law-guide-english-2014
Cambodian Labour Law Guide: A Comprehensive Overview (2014) The Cambodian Labour Law, fundamentally established in 1997 and consistently updated, serves as the legal framework governing the employment relationship in Cambodia. For businesses, investors, and workers looking back at the regulatory environment around , it is essential to understand that this law emphasizes worker protections, clear contract obligations, and strict working hour regulations, largely influenced by international standards and ILO conventions.
While the Labor Law establishes the right to sick leave, specific pay structures during prolonged illness are usually governed by an enterprise’s internal regulations or collective bargaining agreements. In practice, the MLVT-endorsed standard for certified sick leave utilizes a sliding scale: 100% pay for the first month. 60% pay for the second month. Unpaid leave from the third month up to six months. Maternity Leave Employees are entitled to at least 24 consecutive
Employers must provide a written contract for most employees. A probationary period can be included (usually up to 3 months for regular employees) 0.5.2 . 3. Working Hours, Rest, and Holidays
But six months ago, a union representative had slipped a thick booklet into his hands during a lunch break. It was titled, simply: Cambodian-labour-law-guide-english-2014 . It was the 2014 Guide —the one aligned
Employers are responsible for ensuring a safe and hygienic working environment. This includes: Providing protective equipment.
Generally, an enterprise’s total workforce cannot consist of more than 10% foreign employees. This is divided into quotas for office staff (3%), skilled laborers (6%), and unskilled laborers (1%). Enterprises needing to exceed this quota must apply for a special waiver from the MLVT.