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Professional misconduct or willful disobedience of safety rules. Verbal or physical violence in the workplace. Reporting to work under the influence of drugs or alcohol.

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.

Overtime compensation rates are:

Cambodia maintains strict regulations regarding work hours to protect employee well-being, particularly in labor-intensive sectors like garment manufacturing. Standard Hours Maximum of . Maximum of 48 hours per week . Cambodian-labour-law-guide-english-2014

Overtime work must be voluntary and cannot be imposed through coercion or disciplinary action. The law places a firm cap on total daily working hours: overtime must not cause total working hours to exceed 10 hours per day, except in cases of disaster prevention or rectification. Overtime is limited to a maximum of two hours per day.

All foreign workers must hold a valid business/ordinary visa (E-class visa), a valid employment contract, and an officially issued foreign work permit and employment card. Dispute Resolution Mechanisms

However, certain categories of workers are excluded from the Labour Law’s scope, including judges, civil servants, police, military personnel, air and maritime transport employees, and domestic workers and family helpers. A pillar of the Cambodian Labor Law is

The full 76-page presentation of this guide is available on platforms like Slideshare of the 2014 guide or more recent updates to the Cambodian labor code? Cambodian labour-law-guide-english-2014 - Slideshare

Under Cambodian law, an employment relationship is established when an employer and employee agree to work together in exchange for wages. The employment relationship can be established through a written contract or an oral agreement.

In conclusion, Cambodian labour law provides a comprehensive framework for protecting workers' rights and promoting fair labour practices. Employers and workers should be aware of their rights and obligations under the law to ensure a harmonious and productive employment relationship. This guide provides an overview of the key principles and regulations of Cambodian labour law in English, based on the 2014 regulations. For specific advice or clarification, it is recommended to consult with a qualified lawyer or the Cambodian Ministry of Labour. 3. Wages and Benefits Chapter VI

This contract must be in writing and have a specific end date. It cannot exceed two years; if it does, or if it is renewed beyond two years, it may automatically convert into a UDC.

FDCs generally cannot be terminated early unless by mutual agreement, gross misconduct, or force majeure.

The remains a vital legal tool for understanding the foundations of employer-employee relations in the Kingdom. In 2014, the law balanced flexibility for businesses with strong protections for workers – especially regarding union rights, termination procedure, and maternity leave.

Probationary periods are allowed, ranging from 1 month (unskilled workers) to 3 months (regular employees). 3. Wages and Benefits

Chapter VI, Article 139.