Cambodian-labour-law-guide-english-2014 |best| -

Crucially, a user of the 2014 guide must note what was missing . The major amendments to the Labour Law (the so-called "Angkor Reform") did not pass until late 2018 and early 2019. Therefore, the 2014 guide still referenced the old, rigid rules on:

FDCs generally cannot be terminated early unless by mutual agreement, gross misconduct, or force majeure.

To ensure you are fully compliant with the latest , Learn about the exact arbitration process for disputes? Explore penalty fees for non-compliance with the NSSF? Share public link

Probationary periods are allowed, ranging from 1 month (unskilled workers) to 3 months (regular employees). 3. Wages and Benefits Cambodian-labour-law-guide-english-2014

Employers must cover round-trip travel costs for probationary employees working far from their homes. 3. Working Hours, Breaks, and Public Holidays

Working beyond normal hours requires prior authorization from the Ministry of Labour. Overtime is generally paid at 150% of the normal rate, or 200% if performed at night, on Sundays, or on public holidays.

Overtime: Work performed beyond the standard 8 hours is considered overtime. This requires the employee's consent and must be paid at a rate of 150% (regular days) or 200% (night work, Sundays, or public holidays). Paid Leave and Holidays Crucially, a user of the 2014 guide must

Defined as work performed between 10:00 PM and 5:00 AM , paid at a rate of 130% of the normal wage. 3. Minimum Wage and Compensation

Constraint: The employer must initiate disciplinary action within of becoming aware of the misconduct. Notice Periods (UDC)

Cambodian labour law sets out specific requirements for working conditions, including: To ensure you are fully compliant with the

For undetermined duration contracts (UDC), employees receive 15 days of wages per year, paid in two installments (June and December). Severance:

Compensation in Cambodia has seen significant updates to keep pace with the economy.