一带一路&English|浅议柬埔寨劳动法律的发展现状及未来展望(下)

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为将我们在跨境法律服务领域的研究成果与各界朋友分享，现于本公众号发布由本所律师惠乾、张川、刘力铭撰写的专题文章《浅议柬埔寨劳动法律的发展现状及未来展望》。该文在2023年12月云南省律师协会举办的“南亚东南亚投资与贸易合规管理及法律风险防范论坛”论文征集活动中荣获三等奖。

本文旨在系统梳理柬埔寨劳动法的核心要点，对比中柬法律差异，同时针对劳动合同、薪酬福利、外籍人员管理等关键问题提供了具体建议，剖析实践中的困境与挑战，并为中国企业提供切实可行的合规建议与法律服务路径。我们希望借此文的发布，能够为在柬及拟赴柬投资的中国企业提供有价值的参考，同时也展现本所在跨境法律服务领域的专业洞察与服务能力。此次发表该篇论文的下半部分，上半部分请点击链接一带一路&English|浅议柬埔寨劳动法律的发展现状及未来展望(上)进行阅览。

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三、柬埔寨劳动纠纷的解决及维权状况

（一）劳动纠纷解决机制

柬埔寨的劳动纠纷解决机制旨在为雇主和工人提供一个公正、快速和经济的途径，解决双方之间的争议。

首先，柬埔寨劳动法就有关工资的诉讼时效进行规定。不同于中国劳动仲裁的一年仲裁时效（以及特殊时效），柬埔寨劳动法在第120条①明确规定，在工资到期日3年后，对工资支付争议的诉讼权将超过有效期，该工资支付争议包括对实际工资、额外补贴和所有其它基于劳动合同的权利主张、以及因解除劳动合同而产生的补偿。其次，依据柬埔寨劳动法第十二章“劳动争议的解决”，柬埔寨的劳动纠纷主要可分为两大类：个体争议和集体劳动争议。个体劳动争议通常涉及雇主与工人个人之间的权利和义务，例如工资、工时、福利等。集体劳动争议则涉及工会或工人群体与雇主之间的问题，这可能包括工资谈判、工作条件等更宽泛的劳动者权益保护问题等。解决个体争议与集体争议的路径并不完全相同，前者有调解、诉讼路径；后者推崇以调解、仲裁解决争议。甚至于，若雇主与工人之间未能达成一致意见的，双方还可以依法进行停工和罢工。最后，柬埔寨设有专门的劳动法院和劳动争议仲裁机构，以公正、及时和经济的方式解决劳动纠纷。劳动法院负责审理各种劳动纠纷案件，确保法律得到正确和公正的执行。劳动争议仲裁机构则为雇主和工人提供一个快速和经济地解决劳动争议的途径。仲裁机构的决策通常是有约束力的，但在某些情况下，双方仍可上诉至劳动法院。

                                      

①A lapse of a lawsuit for the payment of wages is three years from the date the wage was due. Claims subject to the lapse of lawsuit include the actual wage, perquisites and all other claims of the worker resulting from the labor contract, as well as the indemnity

（二）企业对劳工权益的保护实践

企业对劳工权益的保护已经超越了单纯法律的要求，成为企业社会责任的重要组成部分。在日益激烈的国际竞争和贸易合作中，柬埔寨企业面临的挑战是如何在确保企业效益的同时，也充分保障员工权益。

柬埔寨的劳动法要求企业在经营活动中遵循相关法规，这包括为员工缴纳社保，确保其及时性和完整性，以避免拖欠或少缴社保的法律风险。例如，自2022年10月1日起，所有在柬企业均需为员工缴纳养老金，以员工应发工资的4%为缴纳标准，2%从工人工资中划扣，2%由雇主依法支付。与此同时，企业也需制定一套完善的企业规章制度，以确保公司运营在有序和合规的环境中进行。这些规章制度不仅要考虑企业的内部管理，也要嵌入对员工权益的全面保护。

劳工权益保护不仅仅是企业经营的附随义务，而应该是其核心竞争力之一。除了确保员工享有符合劳动法规定的合理工资外，企业还应提供一个安全、健康的工作环境，并针对特定高风险职位采取额外的安全防护措施。职业健康和安全培训、员工的个人和职业发展机会也是企业应当关注的重点。

企业与工会的沟通和协调也同样重要，这不仅能确保员工权益得到有效保障，还能提高企业内部的和谐度和凝聚力。通过与工会或员工代表进行良好沟通，企业可以更准确地了解员工的需求和疑虑，并据此进行相应的调整和改进。随着国际合作的增加，柬埔寨的企业已经逐渐意识到，在全球范围内做好劳工权益保护是取得长远成功的关键。因此，无论是政府、企业还是社会各界，都应加强对这一问题的关注和投入，以确保在追求经济效益的同时，企业能持续地实现人本经营和共同发展。

四、柬埔寨劳动法实践困境及解决对策浅议

（一）现存问题和挑战分析

随着全球化的发展和外部环境的变化，柬埔寨劳动法的规定变得更为复杂。例如，如何确保劳动者权益、如何处理劳动纠纷、如何确保企业的合规经营等都是需要面对的具体问题。然而，由于历史和制度的原因，柬埔寨的法律实施机构在处理这些问题时，往往缺乏经验和技术支持。这不仅导致了法律的实施效果不佳，还可能使得一些劳动者权益得不到实际的保障。

法律体系的不完善也是当前面临的一个重要挑战。柬埔寨的法律制度受到了多种文化和传统的影响，导致其在立法方面与国际标准存在差距。同时，由于经济和社会的快速发展，柬埔寨的劳动法在某些领域已经不能满足现实需要。例如，关于劳动合同、工资待遇、工作时间等方面的规定，可能需要进一步的完善和调整，以适应新的经济和社会环境。

法律服务的质量与效率问题也值得关注。随着经济的发展，企业和劳动者对于法律服务的需求越来越高。然而，目前柬埔寨的法律服务市场仍然不够成熟，许多律师和法务人员缺乏专业培训和实践经验。这导致了在处理劳动纠纷或提供法律咨询时，服务的质量和效率都存在问题。例如，一些企业在面对劳动纠纷时，可能因为法律服务的不足，而导致经济损失或影响企业的声誉。柬埔寨在劳动法领域面临着诸多问题和挑战，需要政府、企业和社会的共同努力，才能确保法律制度的完善和有效实施。对于柬埔寨来说，如何在全球化的大背景下，保障劳动者权益，促进经济和社会的和谐发展，是一个亟待解决的问题。

（二）痛点和难点剖析

柬埔寨的劳动法体系面临的痛点和难点是多维度和层次化的，反映了其法律制度和实践过程中的问题和挑战。例如，劳动合同管理在实践中常常遇到问题，这部分源自柬埔寨劳动法体系的现代化转型。这一转型过程意味着某些现行法律规定可能未能适应快速发展的经济环境，导致企业和员工在具体执行时面临困境。例如，员工即使在应聘时谎报简历与证明材料，提供了不实信息以被录用，由于没有明确的试用期条款，企业在后续的解雇程序上碰到了法律难题。

同时，柬埔寨的劳动纠纷解决机制也存在不足。虽然有法院和仲裁机构，但由于缺乏完善的衔接程序与足够的资源倾斜，将影响解决纠纷的效率和公正性。不仅如此，法律服务的质量和效率也是一个难题，经常导致当事人在纠纷解决过程中无法获得有效的法律支持。

企业与劳工权益保护实践中也出现了问题。例如，在了解中央政府部门和议会的职权与责任、关注政府政策走向、与有影响力的政府部门官员和议员保持沟通以及在与工会的关系管理方面，很多柬埔寨企业可能缺乏合规经营的意识或能力，增加了企业违法的风险，进而导致劳工权益受到侵害。

这些问题的根源可能与柬埔寨的教育、培训和文化背景有关。柬埔寨法律教育起步较晚，重视程度不够，导致许多企业和劳动者缺乏对劳动法规定的基本认识和守法意识。

解决柬埔寨劳动法的痛点和难点需要多方共同努力。政府需要加快法律制度的完善，提高法律服务的质量和效率；企业则需培养法律意识，严格遵守法律规定；同时，社会各界也应参与其中，以确保劳动者权益得到全面的保障。

（三）解决办法与对策

在柬埔寨的劳动法环境中，中国企业和律师需要具备敏锐的法律意识并采取合适的策略，以确保合规经营并维护劳动者的权益。结合已有的材料和当前的挑战，以下是一些针对性的解决办法与对策：

1.对柬埔寨劳动法现实的改良

鉴于柬埔寨劳动法的一些不完善之处，中国企业和律师应该密切关注柬埔寨的法律改革进程。

（1）政策支持与资源整合：中国企业应利用双边或多边的合作框架，与柬埔寨政府建立密切的联系，寻求政策支持。此外，可以通过与当地的法律服务机构、教育机构和研究机构合作，整合资源，提高劳动法律服务的质量和效率。

（2）公共参与与社会监督：鼓励企业员工、社区和非政府组织参与劳动法的监督和执行，从而确保企业的合规经营。同时，加强与工会的沟通与合作，确保劳动者的权益得到充分保障。

（3）劳动法治宣传与教育：为了增强中国企业或中资企业管理人员普通员工以及柬埔寨社会各界对柬埔寨劳动法的认知和重视，中国企业或中资企业和律师可以与当地媒体和机构合作，加强柬埔寨劳动法律知识的宣传和培训。

2.对柬埔寨劳动法未来的展望

随着柬埔寨经济的持续增长和国际合作的加强，其劳动法环境也将不断完善。中国企业或中资企业和律师应持续关注这些变化，并及时调整策略。

3.对为中国企业或中资企业提供柬埔寨劳动法律服务的建议

在这方面，中国律师可以充分发挥其对中国企业或中资企业提供法律服务的专业优势和文化优势，培训和指导为中国企业或中资企业提供劳动法律服务的柬埔寨的律师团队，充分发挥他们的对柬埔寨劳动法的专业优势，有效实现跨文化、跨法域沟通，为中国或中资企业提供高效、优质、专业的劳动法律服务。同时，中国企业可以考虑与柬埔寨的法律服务机构建立长期合作关系，共同探讨和形成劳动法律服务的最佳实践。面对柬埔寨劳动法的挑战，中国企业和律师应采取主动、务实和合作的态度，与各方共同努力，确保合规经营并维护劳动者的权益。

（1）明确劳动合同条款：为避免不实信息等带来的用工障碍，企业应在招聘初期就明确试用期和解雇条件等关键条款，以便在解雇或其他劳动纠纷发生时有法律依据。

（2）培训和教育：政府和社会组织可以联手，提供法律培训和教育资源，以提高企业和劳工对劳动法的理解和遵守。这对于一个长期缺乏法律资源的国家如柬埔寨尤为重要。

（3）完善纠纷解决机制：加强法院和仲裁机构的人力和物力资源，提高其处理纠纷的效率和公正性。此外，可考虑引入第三方评估和调解服务，以缓解法院和仲裁机构的压力。

（4）社会保障与合规性：企业应严格遵守社会保障缴纳、工资支付和工作环境规范等法律规定。为避免类似于缺乏合规经营意识或能力的问题，企业应定期进行内部审核，并通过与当地政府和工会的沟通，保障其操作在合法合规的轨道上。

五、结语

本文主要关注了柬埔寨劳动法的理论体系、本土化法律观念、国际法与柬埔寨法律的融合，以及企业和劳工的权益保护实践。在此基础上，进一步分析了劳动合同管理、劳动纠纷解决机制、企业与劳工权益保护实践以及现存的问题、挑战、痛点和难点。这一系列的深度分析为我们提供了对柬埔寨劳动法的全面了解。理论与实践的结合是本文的核心。尽管柬埔寨的法律理论有其独特性，但在实际应用中，必须考虑到本土文化和实践的特点。同时，随着全球化的进程，柬埔寨也在努力整合国际劳动法规范，这为国内外企业在柬埔寨的合规经营提供了更为明确的法律指引。

然而，本文也存在一些不足。首先，由于材料和数据的限制，某些分析可能不够深入。其次，由于文化和语言差异，有些法律信息在翻译和解读过程中可能丧失或曲解。对于进一步的研究，建议更多地关注柬埔寨的法律实践和案例研究，特别是在劳动纠纷解决、劳工权益保护以及企业合规管理等方面。此外，与当地法律专家和实践者的合作也是不可忽视的宝贵资源。预计未来的研究方向将更加关注跨文化背景下的劳动法应用，特别是在一带一路倡议下，中国与柬埔寨之间的经济合作日益增强，研究重点可能会转向如何优化劳动法框架，以适应两国在经济、文化和社会背景下的差异，以及如何在这一框架下更好地保护劳工权益。

总之，柬埔寨劳动法是一个既复杂又富有挑战性的领域。通过本文，我们希望能够为驻柬埔寨中国企业或中资企业和提供柬埔寨劳动法律服务的相关律师提供有价值的参考，帮助他们更好地应对挑战，实现合规经营，并维护劳动者的合法权益。

                                    

参考文献

[1]蒋小星. 柬埔寨涉外民商事纠纷解决机制研究[D].广西民族大学,2020.

[2]刘健西,邓翔.“一带一路”东南亚沿线国家投资的劳工风险研究[J].四川大学学报(哲学社会科学版),2022(01):184-192.

[3]Paul Roth. Law and Labour Market Regulation in East Asia[D].Australian Journal of Asia Law,Vol.6,Issue 1(May 2004),pp.97-99.

[4]Schregle,Johannes. Labour Law and Development in South-East Asia[J].International Labour Review,Vol.113,Issue 3(May-June 1976),pp.283-302.

[5]Alhambra,Antonio Garcia-Munoz,Haar,Beryl Ter.Harnessing Public Institutions for Labour Law Enforcement: Embedding a Transnational Labour Inspectorate within the ILO[J].International Oganizations Law Review,Vol.17,Issue 1(April 2020),pp.233-260.

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B&R丨A Preliminary Discussion on the Current Development Status and Future Prospects of Cambodian Labour Law(II)




In sharing our research findings in the field of cross-border legal services with our partners and peers, we are publishing on our official account the featured article "A Preliminary Discussion on the Current Development Status and Future Prospects of Cambodian Labour Law" authored by our firm's lawyers Hui Qian, Zhang Chuan, and Liu Liming. This article was awarded the Third Prize in the call for papers held during the "Forum on Compliance Management and Legal Risk Prevention for Investment and Trade in South Asia and Southeast Asia" in December 2023, organized by the Yunnan Lawyers Association.

This article aims to systematically examine the core principles of Cambodian labour law, compare the legal differences between China and Cambodia, and provide specific recommendations on key issues such as labour contracts, compensation and benefits, and the management of foreign personnel. It further analyzes practical difficulties and challenges, offering practical compliance recommendations and legal service pathways for Chinese enterprises. We hope that through the publication of this article, we can provide valuable reference for Chinese enterprises currently operating in or planning to invest in Cambodia, while also demonstrating our firm's professional insights and service capabilities in the field of cross-border legal services. This release features the second half of the aforementioned article. For the first part, please click the link ' B&R丨A Preliminary Discussion on the Current Development Status and Future Prospects of Cambodian Labour Law(I) 'to read.

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III. Resolution of Labour Disputes and Worker Rights Protection in Cambodia

(1)Dispute Resolution Mechanisms

Cambodian labour dispute resolution aims to provide employers and workers with fair, rapid, and economical avenues.

First of all, Cambodia's labour law stipulates the statute of limitations for lawsuits related to wages. Unlike the one-year arbitration time limit (as well as the special time limit) for labor arbitration in China, the Cambodian Labour Law clearly stipulates in Article 120 ①that the right to Sue for wage payment disputes will expire three years after the due date of wages. The wage payment dispute includes actual wages, additional subsidies and all other claims based on the labour contract, as well as compensation arising from the termination of the labour contract. Secondly, according to Chapter 12 "Settlement of Labour Disputes" of the Cambodian Labour Law, labour disputes in Cambodia can be mainly divided into two categories: individual disputes and collective labour disputes. Individual labour disputes typically involve the rights and obligations between the employer and the individual worker, such as wages, working hours, benefits, etc.

Collective labour disputes, on the other hand, involve issues between a trade union or a group of workers and an employer, which may include broader issues such as wage negotiations and working conditions that protect workers' rights and interests. The paths to resolving individual disputes and collective disputes are not exactly the same. The former involves mediation and litigation; The latter promotes dispute resolution through mediation and arbitration. Even if the employer and the worker fail to reach an agreement, they can legally carry out work stoppage and strike. Finally, Cambodia has specialized labour courts and labour dispute arbitration institutions to resolve labour disputes in a fair, timely and economical manner. The labour courts are responsible for hearing various labour dispute cases to ensure that the law is properly and fairly enforced. Labour dispute arbitration institutions, on the other hand, provide employers and workers with a quick and economical way to resolve labour disputes. The decision of the arbitration institution is usually binding, but in some cases, both parties can still appeal to the labour court.

                                 

①A lapse of a lawsuit for the payment of wages is three years from the date the wage was due. Claims subject to the lapse of lawsuit include the actual wage, perquisites and all other claims of the worker resulting from the labor contract, as well as the indemnity

(2) Enterprise Practice in Protecting Worker Rights

Corporate protection of workers' rights has gone beyond mere legal requirements and has become an important part of corporate social responsibility. In the increasingly fierce international competition and trade cooperation, the challenge for Cambodian enterprises is how to ensure the benefits of the enterprise while fully protecting the rights and interests of employees.

Cambodia's Labour Law requires companies to comply with relevant regulations in their business activities, which includes paying social security for employees and ensuring its timeliness and completeness to avoid the legal risk of default or underpayment of social security. For example, as of October 1, 2022, all companies in Cambodia are required to contribute to their employees' pensions at 4% of their wages, 2% deducted from the workers' wages, and 2% paid by the employer in accordance with the law. At the same time, companies are also required to establish a sound set of corporate rules and regulations to ensure that the company operates in an orderly and compliant environment. These rules and regulations should take into account not only the internal management of the enterprise, but also the comprehensive protection of employees' rights and interests.

Labour rights protection is not just an incidental obligation of business operations, but should be one of its core competencies. In addition to ensuring that employees receive reasonable wages in accordance with labour laws, enterprises should also provide a safe and healthy working environment and take additional safety precautions for specific high-risk positions. Occupational health and safety training, as well as personal and professional development opportunities for employees, are also key points that enterprises should pay attention to.

Communication and coordination between enterprises and trade unions are equally important. This not only ensures that the rights and interests of employees are effectively protected, but also enhances the harmony and cohesion within the enterprise. By communicating well with the trade union or employee representatives, the enterprise can better understand the needs and concerns of its employees and make corresponding adjustments and improvements accordingly. With the increase in international cooperation, enterprises in Cambodia have gradually realized that protecting labour rights on a global scale is the key to long-term success. Therefore, the government, enterprises and all sectors of society should pay more attention to and invest more in this issue to ensure that while pursuing economic benefits, enterprises can continue to achieve human-oriented operation and common development.

IV. Practical Difficulties of Cambodian Labour Law and Suggested Countermeasures

(1) Existing Problems and Challenges

With the development of globalization and changes in the external environment, the provisions of Cambodia's labour law have become more complex. For example, how to ensure the rights of workers, how to handle labour disputes, and how to ensure the compliance of enterprises are all specific issues that need to be addressed. However, due to historical and institutional reasons, Cambodia's law enforcement agencies often lack experience and technical support when dealing with these issues. This not only leads to poor enforcement of the law, but also may result in some workers' rights not being effectively protected.

The imperfection of the legal system is also an important challenge at present. Cambodia's legal system is influenced by a variety of cultures and traditions, resulting in a gap between its legislation and international standards. At the same time, due to the rapid economic and social development, Cambodia's Labour Law has failed to meet the current needs in some areas. For example, provisions regarding labour contracts, wages, working hours, etc. may need to be further improved and adjusted to adapt to the new economic and social environment.

The issue of the quality and efficiency of legal services also deserves attention. With the development of the economy, the demand for legal services from enterprises and workers is increasing. However, the legal services market in Cambodia is still not mature enough at present, and many lawyers and legal personnel lack professional training and practical experience. This has led to problems with both the quality and efficiency of services when dealing with labour disputes or providing legal advice. For example, some businesses may suffer financial losses or damage to their reputation when dealing with labour disputes due to insufficient legal services. Cambodia faces many problems and challenges in the field of labour law, which requires the joint efforts of the government, enterprises and society to ensure the improvement and effective implementation of the legal system. For Cambodia, how to safeguard the rights and interests of workers and promote the harmonious development of the economy and society in the context of globalization is an urgent problem to be solved.

(2) Pain Points and Difficulties

The pain points and difficulties in Cambodia's labour law system are multi-dimensional and hierarchical, reflecting the problems and challenges in its legal system and practice process. For instance, problems are often encountered in the practice of labour contract management, which partly stems from the modernization transformation of the labour law system in Cambodia. This transformation process implies that some current legal provisions may fail to adapt to the rapidly developing economic environment, resulting in difficulties for enterprises and employees when implementing them specifically. For example, even if employees falsely report their resumes and supporting documents and provide false information to get hired, companies encounter legal difficulties in subsequent dismissal procedures because there is no clear probationary period clause.

At the same time, Cambodia's labour dispute resolution mechanism is flawed. Although there are courts and arbitration institutions, the lack of sound bridging procedures and sufficient resource allocation will affect the efficiency and fairness of dispute resolution. Not only that, but the quality and efficiency of legal services are also a problem, often leaving the parties unable to obtain effective legal support during the dispute resolution process.

Problems also arise in the practice of protecting the rights and interests of enterprises and workers. For example, many Cambodian enterprises may lack the awareness or ability to operate in compliance in terms of understanding the powers and responsibilities of central government departments and parliaments, keeping an eye on the direction of government policies, maintaining communication with influential government department officials and parliamentarians, and managing relations with trade unions. This increases the risk of enterprises breaking the law, which in turn leads to the infringement of workers' rights.

The root cause of these problems may be related to Cambodia's education, training and cultural background. Legal education in Cambodia started late and is not given enough attention, resulting in many enterprises and workers lacking a basic understanding of the provisions of the labour law and a sense of law-abiding.

Solving the pain points and difficulties of Cambodia's labour law requires joint efforts from multiple parties. The government needs to speed up the improvement of the legal system and enhance the quality and efficiency of legal services; Businesses need to develop legal awareness and strictly abide by the law; At the same time, all sectors of society should also be involved to ensure that workers' rights and interests are fully protected.

(3) Solutions and Countermeasures

In Cambodia's labour law environment, Chinese enterprises and lawyers need to have a sharp legal awareness and adopt appropriate strategies to ensure compliance and protect the rights and interests of workers. Combining the available materials with the current challenges, here are some targeted solutions and countermeasures:

1.Improvements to the reality of Cambodia's labour law

Given some of the imperfections in Cambodia's labour law, Chinese enterprises and lawyers should keep a close eye on the country's legal reform process.

（1）Policy support and resource integration: Chinese enterprises should take advantage of bilateral or multilateral cooperation frameworks to establish close ties with the Cambodian government and seek policy support. In addition, resources can be integrated through cooperation with local legal service agencies, educational institutions and research institutions to improve the quality and efficiency of labour legal services.

(2) Public participation and social supervision: Encourage employees of enterprises, communities and non-governmental organizations to participate in the supervision and enforcement of labour laws to ensure the compliance of enterprises. At the same time, enhance communication and cooperation with trade unions to ensure that the rights and interests of workers are fully protected.

(3) Publicity and education on labour law: In order to enhance the awareness and attention of Chinese or Chinese-funded enterprise managers, ordinary employees and all sectors of Cambodian society to Cambodian labour law, Chinese or Chinese-funded enterprises and lawyers can cooperate with local media and institutions to strengthen the publicity and training of Cambodian labour law knowledge.

2. Prospects for the future of labour law in Cambodia

With the continuous growth of Cambodia's economy and the strengthening of international cooperation, its labour law environment will also continue to improve. Chinese companies or Chinese-funded enterprises and lawyers should keep an eye on these changes and adjust their strategies in a timely manner.

3.Suggestions on providing Cambodian labour law services for Chinese enterprises or Chinese-funded enterprises

In this regard, Chinese lawyers can give full play to their professional and cultural advantages in providing legal services to Chinese or Chinese enterprises, train and guide Cambodian lawyer teams providing labour legal services to Chinese or Chinese enterprises, give full play to their professional advantages in Cambodian labour law, and effectively achieve cross-cultural and cross-jurisdictional communication. Provide efficient, quality and professional labour legal services for Chinese or Chinese enterprises. Meanwhile, Chinese enterprises may consider establishing long-term partnerships with legal service institutions in Cambodia to jointly explore and develop best practices in labour legal services. In the face of the challenges posed by Cambodia's labour law, Chinese enterprises and lawyers should adopt a proactive, pragmatic and cooperative attitude and work together with all parties to ensure compliance and safeguard the rights and interests of workers.

(1) Clarify the terms of the labour contract: To avoid obstacles to employment caused by false information, enterprises should clarify key terms such as probationary period and dismissal conditions in the early stage of recruitment, so as to have a legal basis in case of dismissal or other labour disputes.

(2) Training and education: The government and social organizations can join forces to provide legal training and educational resources to enhance the understanding and compliance of labour laws among enterprises and workers. This is especially important for a country that has long lacked legal resources, such as Cambodia.

(3) Improve the dispute resolution mechanism: Enhance the human and material resources of courts and arbitration institutions to improve their efficiency and fairness in handling disputes. In addition, third-party assessment and mediation services could be considered to relieve the pressure on courts and arbitration institutions.

(4) Social Security and compliance: Enterprises should strictly comply with legal provisions such as social security contributions, wage payments, and work environment norms. To avoid problems similar to the lack of awareness or ability to operate in compliance, enterprises should conduct regular internal Audit and ensure that their operations are on a legal and compliant track through communication with local governments and trade unions.

V. Conclusion

This article mainly focuses on the theoretical system of labour law in Cambodia, localized legal concepts, the integration of international law and Cambodian law, and the practice of protecting the rights and interests of enterprises and workers. On this basis, we further analyze the management of labour contracts, the mechanism for resolving labour disputes, the practice of protecting the rights and interests of enterprises and workers, as well as the existing problems, challenges, pain points and difficulties. This series of in-depth analyses provides us with a comprehensive understanding of Cambodia's labour law. The combination of theory and practice is at the core of this article. Although Cambodia's legal theory has its own uniqueness, in practical application, the characteristics of the local culture and practice must be taken into account. At the same time, as globalization progresses, Cambodia is also striving to integrate international labour law norms, which provides more explicit legal guidance for domestic and foreign enterprises to operate in compliance in Cambodia.

However, there are also some deficiencies in this article. First, due to the limitations of materials and data, some analyses may not be deep enough. Secondly, due to cultural and linguistic differences, some legal information may be lost or misinterpreted during translation and interpretation. For further research, it is recommended to pay more attention to legal practices and case studies in Cambodia, particularly in areas such as labour dispute resolution, protection of workers' rights and interests, and corporate compliance management. In addition, colLabouration with local legal experts and practitioners is also a valuable resource that cannot be ignored. It is expected that future research directions will pay more attention to the application of labour law in a cross-cultural context. Especially under the Belt and Road Initiative, economic cooperation between China and Cambodia has been increasingly strengthened. The research focus may shift to how to optimize the labour law framework to adapt to the differences between the two countries in economic, cultural and social contexts, as well as how to better protect the rights and interests of workers within this framework.

In conclusion, labour law in Cambodia is a complex and challenging field. Through this article, we hope to provide valuable references for Chinese or Chinese-funded enterprises in Cambodia and lawyers providing labour law services in Cambodia, helping them better cope with challenges, operate in compliance, and safeguard the legitimate rights and interests of workers.

                                 

References

[1]蒋小星. 柬埔寨涉外民商事纠纷解决机制研究[D].广西民族大学,2020.

[2]刘健西,邓翔.“一带一路”东南亚沿线国家投资的劳工风险研究[J].四川大学学报(哲学社会科学版),2022(01):184-192.

[3]Paul Roth. Law and Labour Market Regulation in East Asia[D].Australian Journal of Asia Law,Vol.6,Issue 1(May 2004),pp.97-99.

[4]Schregle,Johannes. Labour Law and Development in South-East Asia[J].International Labour Review,Vol.113,Issue 3(May-June 1976),pp.283-302.

[5]Alhambra,Antonio Garcia-Munoz,Haar,Beryl Ter.Harnessing Public Institutions for Labour Law Enforcement: Embedding a Transnational Labour Inspectorate within the ILO[J].International Oganizations Law Review,Vol.17,Issue 1(April 2020),pp.233-260.

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