Cambodian-labour-law-guide-english-2014 (2027)

| Contract Type | Duration | Termination Notice (as of 2014) | |---|---|---| | | Open-ended | Minimum 1–3 months (depending on seniority) | | Fixed Duration (FDT) | Max 2 years (renewable once) | No notice – indemnity equal to remaining salary | | Seasonal/Task-based | For specific season or project | Same as FDT if terminated early |

The default for permanent employment. Can be verbal or written, but a written contract is strongly advised. Termination requires a valid reason and notice period. Cambodian-labour-law-guide-english-2014

Employees are entitled to 1.5 working days per month of service (18 days/year). Unused leave is forfeited after 12 months unless otherwise agreed. | Contract Type | Duration | Termination Notice

The minimum wage in Cambodia is set by the government and varies depending on the industry and location. As of 2014, the minimum wage for workers in the garment and footwear industries is $157 per month. Employees are entitled to 1

Employers who fail to comply with Cambodian labour law may face penalties, including:

A pillar of the Cambodian Labor Law is the prohibition of discrimination. No worker can be treated unfairly based on sex, age, origin, or caste. This ensures that professional skills and output—rather than personal attributes—are the sole metrics for employment and career advancement.