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The labor law in Cambodia is framed by the Labour Law Act of 1997 which governs the relation between employers and workers. It covers critical areas such as hiring practices, remuneration, working conditions, as well as dispute resolution procedures. It is designed to protect workers' rights, provide a safe working environment, and ensure fair treatment for all, regardless of nationality, gender, and race. It covers most sectors of the economy but excludes civil servants and domestic workers.
You may require a lawyer's help in different situations pertaining to labor law. These include cases of wrongful termination, workplace discrimination, disputes over pay or benefits, crafting employee contracts, and resolving workplace disputes. If you are an employer, you may need a lawyer's guidance to ensure full compliance with labor law regulations, negotiate and interpret collective bargaining agreements, or handle complaints and lawsuits filed by employees. A lawyer's assistance could be invaluable in comprehending and navigating complex Cambodian labor law.
The Cambodian Labor Law highlights several key aspects pertinent to employers and workers. The law mandates that workweeks cannot exceed 48 hours and any overtime must be voluntary. Terms and conditions of employment must be in adherence to recognized employment contracts. Termination of employment must follow stipulated regulations with special protection for pregnant women. Moreover, employees have the right to form labor unions while the employers have the right to form employer associations. Child labor under the age of 15 is strictly prohibited whilst discrimination of any form in the workplace is unlawful.
Under the Cambodian labor law, the legal limit for the workweek is 48 hours.
Yes, employers are legally obliged to issue written employment contracts to workers under Cambodian labor law.
No, under Cambodian law, the employment of children under the age of 15 is strictly prohibited.
According to the labor law, employers must follow certain regulations when terminating an employee, which usually includes issuing a written notice.
Yes, the employer has to pay minimum wage, as stipulated by the government, and offer proper benefits including annual leave, sick leave, and maternity leave.
No, overtime work must be voluntary and is subject to premium pay.
Cambodian law mandates a minimum of 90 days of maternity leave for female employees.
No, withholding of salary without legitimate grounds is not permissible under Cambodian labor law.
No, any form of discrimination in the workplace is prohibited by Cambodian labor law.
Yes, employees are given the right to form labor unions under Cambodian labor law.
You may explore numerous resources such as the Ministry of Labour and Vocational Training (MLVT) which offers valuable information on local labor laws and also serves to enforce these laws. Moreover, the Arbitration Council and International Labour Organization (ILO) in Cambodia can provide additional insights into labor disputes and legal frameworks respectively.
If you are in need of legal advice or assistance regarding labor law in Cambodia, it's prudent to consult with a legal professional adept in this field. They can help interpret the law, guide you through your legal obligations and rights, represent you in court if necessary, and assist in dispute resolution. Remember, understanding your rights and responsibilities can help ensure a fair and productive workplace environment.
