Cambodian law mandates employers to provide written employment contracts outlining key terms of employment to new hires. The contract can be fixed-duration (FDC ) or underdetermined (UDC) in duration written in both English and Khmer. The salary and compensation can be made in Cambodian riel (KHR) or USD.

Here's a breakdown of the general elements a Cambodian employment contract should encompass:

• Job Description: Clearly defined roles and responsibilities ensure a shared understanding of performance expectations.
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• Work Schedules: The standard work week in Cambodia is 48 hours, 8 hours day with a maximum over time limit of 2 hours per day which is paid at 1.5x an employee’s hourly wage.
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• Compensation: Minimum wages in Cambodia are determined by two factors: the industry in which an employee works and any collective bargaining agreements so it varies by industry. Cambodian compensation laws are generally specified in CBAs.
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• Leave Entitlements: Cambodian labour laws provide for various leave allowances, including annual leave, sick leave, and national holidays.

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Cambodian labour law mandates various leave entitlements for employees. Here's an overview of some key leave provisions:

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Cambodia enforces mandatory social security contributions for employers. These contributions fund social security programs, providing some benefits to employees. Here's a breakdown of the key points:

• Social Insurance Programs: Cambodia's social security system comprises the National Social Security Fund (NSSF) which covers work accidents, health insurance and pension schemes.
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• Occupational Risks Contribution: 0.8%, borne by employer.
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• Healthcare fund: 2.6%, borne by employer.
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• Pension fund: 2% capped at USD 6.00 per month employer and employee contributions respectively.

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Termination procedures in Cambodia require adherence to specific regulations and potential severance pay obligations. Here's a general overview of the termination process:

• Probation Period: Cambodian law allows probationary periods of up to three months. Upon termination of the probationary contract, the worker is entitled to wages and indemnity in lieu of annual leave which have not been paid. After probation period, termination must come with just cause with layoff compensation based on tenure and damages caused to employee.
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• Notice Periods: For employees with indefinite-term contracts, termination requires adherence to notice periods based on tenure. For fixed term contract, minimum 10 days before expiration. The specific notice period may be outlined in the employment contract or company policy.
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• Severance Pay: Severance pay is mandatory in certain circumstances. Here's a breakdown:
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  ○ Fixed-Term Contracts: Employees who complete a fixed-term contract are entitled to severance pay of at least 5% of their total contract value.
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• For early termination, damages equal to the wage and benefit the employee should be entitled to up to the expiration date of the contract
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• Indefinite-Term Contracts: Employees with indefinite contracts who are terminated without cause:
  ○   Provide notice period based on tenure
  ○   Compensation for accrued annual leave
  ○   Last unpaid salary
  ○   Two days of paid leave per week while the employee looks for a new job during the notice period
  ○   Seniority Payment plus ad hoc compensation for unfair dismissal
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• Seniority Payment
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  ○   Seniority Indemnity is when the UDC employee is terminated without valid reason at 15 (fifteen) days of wage and fringe benefits for each year of service if the worker has more than 12 months of service.

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