2. Overview
Title: Legal Foundations for R&S in Cambodia (Part 1)
• Focus: Cambodian Labor Law
• Key Topics:
Types of employment contracts
Legal hiring practices
Guidelines for job advertisements
Anti-discrimination and equal opportunity principles
3. Cambodian Labor Law – Overview
The Labor Law of Cambodia (1997, updated) governs
employment relationships.
Enforced by: Ministry of Labour and Vocational Training
(MoLVT)
Applicable to: All employees and employers in Cambodia
Covers: Contracts, hiring, working conditions, termination,
and worker protections
4. Types of Employment Contracts
1. Fixed Duration Contract (FDC)
Limited to maximum 2 years, renewable once
Automatically becomes UDC if extended beyond
2 years
Must be in writing
5. Types of Employment Contracts
2. Unfixed Duration Contract (UDC)
Open-ended with no expiry date
Greater protection for employees (notice period,
severance)
Can begin after FDC expires or with direct hire
6. Contractual Obligations and Protections
• Written contracts must include:
Job title and responsibilities || Wage and
benefits || Duration (if FDC) || Working hours
• Employers must register contracts with the MoLVT for
foreign employees
• Workers under 18 have special protections
7. Legal Protections for Minors:
• Minimum Working Age:
Must be at least 15 to be employed.
• Light Work Exception: Children aged 12 to 15 may
perform light work that:
Does not harm health or development
Does not interfere with schooling
8. Legal Protections for Minors:
• Prohibited Work:
No employment in hazardous conditions
No night shifts/overtime
No work that may affect morals or safety
9. Legal Protections for Minors:
• Documentation Required:
Parental/guardian consent
Health certificate required for employment
registration
• Monitoring: Employers required-register underage
workers with the MoLVT
10. Legal Hiring Practices
• Must comply with:
Labor Law (Articles 261–270)
Equal opportunity & non-discrimination clauses
• Employers must not charge applicants fees
• Mandatory use of standard forms for job offers and
contracts
11. The phrase "Mandatory use of standard forms
for job offers and contracts" means:
Employers in Cambodia are legally required to use
official, pre-approved templates or formats when
issuing job offers or employment contracts,
especially for certain categories like Fixed Duration
Contracts (FDCs) and foreign workers.
12. The phrase "Mandatory use of standard forms
for job offers and contracts" means:
Employers in Cambodia are legally required to use
official, pre-approved templates or formats when
issuing job offers or employment contracts,
especially for certain categories like Fixed Duration
Contracts (FDCs) and foreign workers.
13. What it means in practice:
Standardized Formats Required:
• The Ministry of Labour and Vocational Training
(MoLVT) provides official standard forms for
employment contracts and job offers.
• These forms typically include predefined sections
covering job title, responsibilities, duration,
wages, benefits and working hours.
14. What it means in practice:
Legal Registration Compliance:
For certain cases (e.g., hiring foreign employees or
registering FDCs), using these forms is a legal
prerequisite for submission and approval by MoLVT.
15. What it means in practice:
Why required:
To ensure transparency, consistency and
compliance with labor laws
To protect both employers and employees by
clearly defining employment terms in a
government-recognized format
16. Job Advertisements – Legal Requirements
• Must clearly describe:
Role, responsibilities, qualifications
Company name and contact
Contract type and duration (if FDC)
• Prohibited content:
Gender, age, marital status, religion, ethnicity unless job-specific
Discriminatory phrases (“only single women” or “prefer men”)
17. Prohibited Discrimination in Hiring
• Cambodian Labor Law prohibits discrimination based on:
Race, color, sex, religion, political opinion, union affiliation
• Employers may be penalized for:
Biased selection practices
Unequal treatment in recruitment, promotion & training
• Violations can lead to legal penalties & reputational damage
18. Legal vs. Illegal Job Ad
❌ Illegal Ad:
"Looking for young female sales assistants
under 25; single preferred.“
✅ Legal Ad:
"We are hiring Sales Assistants. Applicants
should have customer service experience and
basic English proficiency."
19. Role of MoLVT in Recruitment Oversight
• MoLVT requires:
Reporting of foreign hires
Registration of FDCs
Periodic inspections for compliance
• Companies must comply with prakas (ministerial
orders) on R&S processes
20. Summary and Reflection
• Contracts must be legally compliant and fair
• Job ads must promote equal opportunity
• Avoid all forms of discriminatory language
• Stay updated with MoLVT regulations & guidance
