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)

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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上半部分。

浅议柬埔寨劳动法律的发展现状及未来展望

作者：惠乾，张川，刘力铭  指导老师：汪卫平，李鹏吒

摘要：本文探讨了柬埔寨劳动法的现状、挑战和创新方向，通过分析柬埔寨劳动法的理论与实际应用，来揭示柬埔寨法律实践中存在的问题，提出企业应当在用工过程中加强法律适用、劳动合同管理并妥善处置纠纷，并尝试提出中国律师在柬埔寨因地制宜提供跨国法律服务的解决路径。

关键词：柬埔寨劳动法；法律对比；法律服务

一、引言

（一）背景介绍与现状分析

在全球化的背景下，国际劳工组织（ILO）及其他国际组织对会员国都有劳动权益的最低标准要求，为与这些标准保持一致，柬埔寨经国际劳工组织（ILO）的大力协助和引导，于1997年3月13日首次颁布实施柬埔寨劳工法，标志着该国劳动法制度的正式成型。从1997年首次颁布至今，柬埔寨劳工法经历了三次重要修订，分别于2007年7月20日、2018年6月26日和2021年10月5日施行，这反映出柬埔寨对于建立现代劳动关系制度、促进社会和谐与稳定的追求和决心。该法之颁布实施并逐步优化，有利于柬埔寨强化劳动条件提升和工人权益保护，对吸引国际贸易和国际投资、提升国家的国际竞争力和可持续发展具有重要意义。

近年来，中柬经贸交流活动日益频繁，柬埔寨的劳动力市场呈现出活跃的态势，特别是在制造业、服务业和农业领域，在柬务工的外籍人员不断增多。然而，经济的快速发展，也带来一些劳动用工问题，如工资与福利不均、劳动条件不理想等；柬埔寨劳工法在实践中也面临挑战，如雇主对法律不甚了解可能导致作业时违规，或特定的经济结构和产业分布也使得某些地区和行业的劳动法实施更具挑战性。针对这些问题，柬埔寨劳工法进行了规范和控制，确保了劳动者的基本权益不受侵犯，为工人提供了平等而有尊严的待遇。此外，该法还为工会与雇主之间的关系设定了明确框架，助力构建和谐劳资关系。随着经济的发展和国际合作的加强，期望该法律制度会不断地得到完善和优化。

（二）研究目的和意义

随着“一带一路”的不断推进和中柬双边经济合作的日益深化，中国资本在柬埔寨从基础设施建设到服务业的各个领域，都有广泛的投资和经营活动。这种日益加强的经济联系不仅包含资本和技术的流动，还涉及到大量劳动力的跨国流动或使用。因此，对于在柬埔寨开展业务的中国企业或中资企业和中国律师来说，对柬埔寨劳工法进行系统、全面的研究具有不可忽视的理论和实践意义。

从理论角度看，劳动者权益保护是在全球化和跨国经营愈发普遍的环境下法治进步不可或缺的元素。研究柬埔寨的劳工法将为中国律师和中国企业或中资企业提供必要的理论支持，使他们既能更有效地为客户提供高质量的法律服务，或者确保自身经营管理合法合规，确保中国企业或中资企业在柬埔寨的经营活动既符合当地法律规定，又能够最大程度地降低与劳动关系有关的法律风险。

从实践角度来看，劳动法律法规涉及多个方面，包括但不限于劳动合同、工资支付、工作时间、福利待遇、健康和安全等。掌握柬埔寨劳工法的具体内容和实际运用，将帮助中国律师更好地处理中柬跨国劳工法律实务问题，从而为客户提供针对性、实用性更强的解决方案和建议。

故此，本文以期在对中国律师开展跨国法律服务、帮助企业、劳动者、工会、政府部门进行劳动纠纷解决、为中国企业或中资企业提供法律服务以及更广泛地维护跨国劳动者权益等方面有所帮助。

二、中柬两国劳动法律差异对比

与中国的劳动法进行对比，柬埔寨劳工法有其独特之处。相比中国劳动法，柬埔寨劳工法在国际劳工组织的指导下，更多地借鉴了国际劳动法的经验和规范。中柬两国劳动法体系在维护劳动者权益方面都持有明确的目标，同时，在法律理论体系上又展现出不同的特点和侧重点。与中国劳动法制度体系不同的是，柬埔寨劳动法更类似于劳动法法典，在同一部法律中而非以单行法的形式，将禁止强迫劳动、企业规章制度之制定、劳动合同签订与终止、工资标准与工资支付、劳动争议解决等与劳动密切相关的内容一并进行规定。以下仅就部分内容对柬埔寨劳动法进行简单介绍。

（一）劳动合同签订形式

就柬埔寨的劳动合同签订形式，柬埔寨的法律框架提供了明确的指导原则，这些原则都是为了平衡雇主和工人的利益而设计的。根据柬埔寨劳动法第65条①、第67条第7款②，雇佣合同可以是书面或口头的，但固定期限的合同必须是书面的，否则将被视为未定期限的劳动合同，从而导致合同可以根据意愿继续续签而不失去效力。这一规定有助于以书面方式确定工人的权利，并在雇主与工人发生纠纷时具有明确的可供参考的法律文本。

（二）劳动合同内容

关于合同内容，柬埔寨劳动法要求合同必须包括工资、工作时间和其他工作条件。这不仅保证了工人的基本权益，也给雇主提供了一个明确的操作范围。如果工人提供的资料不准确或其工作能力不达标，该法也赋予雇主根据合同和法律规定采取相应的措施的权利，如依据柬埔寨劳动法第26条③、第31条④等条款，雇主可对作出不当行为的工人采取警告、训斥、无报酬停工一定期限、解雇等措施。

（三）试用期约定

柬埔寨劳动法进一步规定了试用期的相关条款。与中国劳动法中以劳动合同期限时长来确定试用期不同，柬埔寨劳动法规定的试用期系大体依照不同工种来确定。依据柬埔寨劳动法第68条⑤，试用期不得长于雇主判断工人专业价值所需时间和工人认识具体工作条件的时间，但是，固定工的试用期不得超过3个月，对特殊工种为2个月，非特殊工种为1个月。

（四）学徒期合同

柬埔寨劳动法以专章的形式明确了学徒期合同。依据第51条⑥，学徒期合同系以法律形式将师带徒关系确定化，该学徒期合同期限不能超过两年。除此之外，柬埔寨劳动法还就学徒期合同的签订形式、具体条款、双方权利义务、“师傅”的资格要求、学徒转为工人的情形、合同终止情形等内容进行具体规定。该专章为仍处于学徒期的劳动者提供了明确的劳动法保护，减少实践中行业欺压、长期将劳动者置于学徒期、克扣薪酬等损害劳动者权益的行为发生。

简单来看上述柬埔寨劳动法的关于劳动合同的规定，可看出中柬劳动法之间存在较大的差异。因此在柬中国企业或中资企业应密切关注此类不同，避免因法律规定和法律实践不同而产生劳动争议甚至遭受行政处罚。在此建议在柬中国企业或中资企业审慎管理劳动合同、处理劳动人事关系，如：第一，工资构成方面。遵守最低工资标准，详细列出工资单中各个组成部分，如基本工资、加班费、各类津贴等。某些行业或地区可能有特定的工资标准和要求，应当予以关注和遵守。第二，外籍劳工管理方面，雇主需事先获得外籍劳工配额指标，且外籍劳工人数不得超过劳动主管部门公告的最高比例，并配合劳工办理工作许可证和就业卡。第三，社会保障和福利方面。柬埔寨有其自身特色的社会保障体系，包括健康保险和退休金等。这些通常需要雇主和员工共同缴纳，因此合同应明确双方的义务和责任。第四，职业健康和安全标准方面。雇主有责任提供安全和健康的工作环境。雇主需要进行详细的风险评估，并可能需要购买职责险或其他类型的保险。第五，紧急情况应对方面。雇主应为工人提供安全条件，合同中应包括应急响应计划，这通常涉及到员工培训、安全设备和疏散计划。第六，解除劳动合同方面。柬埔寨的劳动法规定提前通知合同解除和支付一定数量的赔偿金，具体取决于员工的工作年限和解雇原因。若违约导致合同解除，将会涉及高额的赔偿。

                                         

①It can be written or verbal. It can be drawn up and signed according to local custom. If it needs registering, this shall be done at no cost.

②A contract of a fixed duration must be in writing. If not, it becomes a labor contract of undetermined duration.

③An employer can not impose disciplinary action against a worker for any misconduct of which the employer or one of his representatives has been aware for over fifteen days.

The employer shall be considered to renounce his right to dismiss a worker for serious misconduct if this action is not taken within a period of seven days from the date on which he has learned about the serious misconduct in question.


④In enterprises or establishments, employing less than eight workers, where there are no internal regulations, the employer may pronounce, according to the seriousness of the misconduct of the workers concerned, a warning, a reprimand, a suspension of work without pay for not more than six days or a dismissal with or without a prior notice.


⑤A contract for a probationary period cannot be for longer than the amount of time needed for the employer to judge the professional worth of the worker and for the worker to know concretely the working conditions provided. However, the probationary period cannot last longer than three months for regular employees, two months for specialized workers and one month for non-specialized workers.

⑥The apprenticeship contract is one in which a manager of an industrial or commercial establishment, an artisan or craftsman agrees to provide or is entrusted with complete, methodical and professional training to another person who contracts, in return, to work for him as an apprentice under the conditions and for a time period that have been agreed upon. This time period cannot exceed two years.

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

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 first half of the aforementioned article.

A Preliminary Discussion on the Current Development Status and Future Prospects of Cambodian Labour Law

Authors: Hui Qian, Zhang Chuan, Liu Liming

Supervisors: Wang Weiping, Li Pengzha

Abstract: This paper examines the current state, challenges, and innovative directions of Cambodian Labour law. Through analysis of both its theoretical framework and practical application, the article identifies issues that arise in legal practice in Cambodia and recommends that enterprises strengthen legal compliance, Labour contract management, and proper dispute handling in their employment practices. It also proposes pathways by which Chinese lawyers may deliver cross-border legal services in Cambodia in a locally adapted manner.

Key words: Cambodian Labour Law; Comparative Legal Analysis; Cross-Border Legal Services

I. Introduction

(1) Background and Current Situation

In the context of globalization, the International Labour Organization (ILO) and other international organizations impose minimum standards for Labour rights on member states. In order to align with those standards, Cambodia, with substantial assistance and guidance from the ILO, promulgated and implemented its first Labour Law on March 13, 1997, marking the formal establishment of the country’s Labour law regime. Since that initial enactment, the Cambodian Labour Law has undergone three major amendments, effective July 20, 2007, June 26, 2018, and October 5, 2021, respectively. These revisions reflect Cambodia’s determination to build a modern Labour relations system and to promote social harmony and stability. The enactment and continuous improvement of the Law have helped strengthen Labour conditions and worker rights protection, thereby attracting international trade and investment and enhancing the country’s global competitiveness and sustainable development.

In recent years, China–Cambodia economic and trade exchanges have become increasingly frequent, and Cambodia’s labour market—especially in manufacturing, services, and agriculture—has shown vigorous activity, with a steady rise in the number of foreign workers. Rapid economic growth, however, has also brought Labour issues such as unequal wages and benefits and suboptimal working conditions.

The practical application of Cambodian Labour law faces challenges: some employers lack sufficient understanding of the law and inadvertently violate it, while particular economic structures and industrial distributions make enforcement more difficult in certain regions and sectors. To address these issues, the Cambodian Labour Law provides regulatory controls that guarantee workers’ fundamental rights, ensure equal and dignified treatment, and establish a clear framework for relations between trade unions and employers, thereby fostering harmonious industrial relations. With continuing economic development and deepening international cooperation, the legal system is expected to be further refined and optimized.

(2) Research Objectives and Significance

With the steady advancement of the Belt and Road Initiative and ever-closer bilateral economic cooperation between China and Cambodia, Chinese capital is widely invested and operated across infrastructure, services, and other sectors in Cambodia. This deepening economic linkage involves not only flows of capital and technology but also large-scale cross-border movement or employment of Labour. Therefore, systematic and comprehensive study of Cambodian Labour law has indispensable theoretical and practical significance for Chinese enterprises operating in Cambodia, for Chinese-invested enterprises, and for Chinese lawyers.

From a theoretical perspective, protection of workers’ rights is an essential component of rule-of-law progress in an era of globalization and transnational business. Research on Cambodian Labour law provides Chinese lawyers and enterprises with necessary theoretical support, enabling them to deliver high-quality legal services to clients or to ensure their own operations are lawful and compliant, thereby minimizing Labour-related legal risks to the greatest extent possible.

From a practical perspective, Labour legislation covers numerous areas including employment contracts, wage payment, working hours, benefits, occupational health and safety, etc. Mastering the specific content and real-world application of Cambodian Labour law will enable Chinese lawyers to handle China–Cambodia cross-border Labour matters more effectively and to provide clients with targeted and practical solutions and advice.

Accordingly, this paper aims to contribute to cross-border legal services by Chinese lawyers, to the resolution of Labour disputes involving enterprises, workers, trade unions, and government departments, to legal services for Chinese enterprises and Chinese-invested enterprises in Cambodia, and more broadly to the protection of transnational workers’ rights.

II. Comparative Analysis of Labour Law Differences Between China and Cambodia

Compared with Chinese Labour law, Cambodian Labour law has distinctive features. Under ILO guidance, it draws more heavily on international Labour standards. Both countries’ Labour law systems share the clear objective of protecting workers’ rights, yet they differ in theoretical framework and emphasis. Unlike China’s system of separate statutes, Cambodian Labour law takes the form of a single comprehensive code that regulates, within one statute rather than separate laws, such matters as prohibition of forced Labour, formulation of enterprise rules, conclusion and termination of employment contracts, wage standards and payment, and settlement of Labour disputes. The following sections briefly introduce selected aspects of Cambodian Labour law.

(1) Form of Signing a Labour Contract

Cambodian legal framework provides clear guiding principles on the form of employment contracts, designed to balance the interests of employers and workers. Under Articles 65① and 67(7) ② of the Cambodian Labour Law, an employment contract may be oral or written, but a fixed-term contract must be in writing; otherwise it is deemed to be a contract of indefinite duration and may be renewed indefinitely at will. This requirement facilitates clear documentation of workers’ rights and provides an unambiguous legal text in case of dispute.

(2) Contents of the Labour Contract

Contracts must specify wages, working hours, and other working conditions. This ensures workers’ basic rights while giving employers clear operational boundaries. If a worker supplies inaccurate information or fails to meet required standards, the Law (Articles 26③, 31④, etc.) permits employers to issue warnings, reprimands, unpaid suspension for a certain period, or dismissal in accordance with the contract and the law.

(3) Probationary Period Agreement

Unlike China, where probation length depends on contract duration, Cambodia ties probation primarily to the type of work. Under Article 68⑤, probation must not exceed the time reasonably required for the employer to assess the worker’s professional competence and for the worker to become familiar with the specific working conditions. For regular workers the maximum is 3 months, for specialized positions 2 months, and for non-specialized positions 1 month.

(4) Apprenticeship Contracts

The Cambodian Labour Law defines apprenticeship contracts in the form of a separate chapter. According to Section 51⑥, an apprenticeship contract is a legal form that defines the master-apprentice relationship, and the duration of the apprenticeship contract cannot exceed two years. In addition, the Cambodian Labour Law also makes specific provisions on the form of signing apprenticeship contracts, specific terms, rights and obligations of both parties, qualification requirements for "masters", circumstances under which apprentices can be converted to workers, and circumstances under which contracts can be terminated. The chapter provides clear labour law protection for workers who are still on apprenticeships, reducing practices that harm workers' rights such as industry oppression, long-term placement of workers on apprenticeships, and salary deductions.

The above provisions reveal substantial differences between Chinese and Cambodian labor law. Chinese enterprises and Chinese-invested enterprises in Cambodia must therefore pay close attention to these differences to avoid labour disputes or administrative penalties. Recommendations include:

1.Wage structure: comply with minimum wage standards and itemize all components (basic wage, overtime pay, allowances, etc.).

2.Management of foreign workers: obtain foreign worker quotas in advance; foreign workers must not exceed the percentage announced by the labor authority and must hold valid work permits and employment cards.

3.Social security and benefits: clearly stipulate respective contribution obligations under Cambodia’s distinctive social security system (health insurance, pension, etc.).

4.Occupational health and safety: conduct risk assessments and procure required insurance.

5.Emergency preparedness: include emergency response plans in contracts.

6.Contract dissmission: provide advance notice and pay statutory compensation based on seniority and reason for dissmission; breach may trigger substantial damages.

                                                

①It can be written or verbal. It can be drawn up and signed according to local custom. If it needs registering, this shall be done at no cost.

②A contract of a fixed duration must be in writing. If not, it becomes a labor contract of undetermined duration.

③An employer can not impose disciplinary action against a worker for any misconduct of which the employer or one of his representatives has been aware for over fifteen days.

The employer shall be considered to renounce his right to dismiss a worker for serious misconduct if this action is not taken within a period of seven days from the date on which he has learned about the serious misconduct in question.


④In enterprises or establishments, employing less than eight workers, where there are no internal regulations, the employer may pronounce, according to the seriousness of the misconduct of the workers concerned, a warning, a reprimand, a suspension of work without pay for not more than six days or a dismissal with or without a prior notice.


⑤A contract for a probationary period cannot be for longer than the amount of time needed for the employer to judge the professional worth of the worker and for the worker to know concretely the working conditionsprovided. However, the probationary period cannot last longer than three months for regular employees, two months for specialized workers and one month for non-specialized workers.

⑥The apprenticeship contract is one in which a manager of an industrial or commercial establishment, an artisan or craftsman agrees to provide or is entrusted with complete, methodical and professional training to another person who contracts, in return, to work for him as an apprentice under the conditions and for a time period that have been agreed upon. This time period cannot exceed two years.

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本期撰稿：惠乾 张川 刘力铭英文译稿：张川本期编辑：陈治灵

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传真：0871-65619488

地址：昆明市西山区环城西路577号社科院大厦9楼

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