Cambodian-labour-law-guide-english-2014 May 2026

As of 2014, the minimum wage was sector-specific. The most notable was the garment and footwear industry:

  • Other sectors (tourism, construction): No statutory minimum wage in 2014 – wages were determined by collective bargaining or market rates.

    • Mandatory Benefits & Allowances:

  • Public holidays: Cambodia observes approximately 28–30 paid public holidays annually (subject to year-by-year royal decree).

    • Payment rules:

    A UDC is a permanent contract. It does not require a written document to be valid (though it is highly recommended), as oral contracts are recognized.

    Working Hours:

    Rest Periods:

    Special 2014 Note: In the garment sector, collective bargaining agreements often provided for a 6-day work week (Monday–Saturday) with Sunday off. Factories faced strict fines for exceeding 48 hours without MLVT authorization. Cambodian-labour-law-guide-english-2014

    Safety standards are a cornerstone of the guide. Employers have a legal obligation to ensure the workplace is clean, ventilated, and safe.

    The law applies to all natural and legal persons, public or private, whose activities concern the exercise of an economic activity. It covers Cambodian and foreign employees working in Cambodia. As of 2014, the minimum wage was sector-specific

    Key Principle: No work without a contract. The law explicitly prohibits "disguised employment relationships" designed to circumvent worker protections.