在 柬埔寨 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Phnom Penh UTC+7
Phnom Penh, Siem Reap
Riel (KHR)
Khmer, English
semi monthly
5.40%
柬埔寨人才格局
Cambodia has an estimated labor force of about 10.4 million (2025), with talent demand concentrated in garments, tourism, construction, agriculture and digital services. International employers are most likely to find relevant candidate pools for Manufacturing Quality Assurance, Supply Chain Management, and Hospitality. The market can support focused regional or functional teams, with specialist depth concentrated in the main business centers.
主要经济中心
Phnom Penh, Siem Reap
热门技能
Manufacturing Quality Assurance
职场文化
Status, Age and Respectful Direction
Cambodian workplaces commonly recognise age and seniority, and employees may wait for clear guidance from managers. Leaders can encourage initiative by assigning authority explicitly and inviting questions without making junior staff feel they are challenging rank.
Face Saving Communication
Open disagreement or public criticism can be uncomfortable. Sensitive issues are better handled privately, with calm wording and enough time for the other person to respond without embarrassment.
Relationship Building Beyond the Meeting
Trust often develops through introductions, shared meals and dependable follow through. A technically strong proposal is more persuasive when the relationship also feels respectful and stable.
平均薪资
| 职位名称 | 平均月薪（KHR） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 1,630,000 KHR | S$2,216,800 |
| Administrative Executive, Mid (3-5 years) | 2,170,000 KHR | S$2,951,200 |
| Book Keeper, Junior (1-3 years) | 1,460,000 KHR | S$1,985,600 |
| Book Keeper, Mid (3-5 years) | 1,990,000 KHR | S$2,706,400 |
| Finance Executive, Junior (1-3 years) | 1,880,000 KHR | S$2,556,800 |
| Finance Executive, Mid (3-5 years) | 2,470,000 KHR | S$3,359,200 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 1,880,000 KHR | S$2,556,800 |
| Graphic Designer, Mid (3-5 years) | 2,720,000 KHR | S$3,699,200 |
| UI/UX Designer, Junior (1-3 years) | 1,990,000 KHR | S$2,706,400 |
| UI/UX Designer, Mid (3-5 years) | 3,450,000 KHR | S$4,692,000 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 2,720,000 KHR | S$3,699,200 |
| Data Analyst, Mid (3-5 years) | 3,550,000 KHR | S$4,828,000 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 2,720,000 KHR | S$3,699,200 |
| Data Engineer, Mid (3-5 years) | 4,390,000 KHR | S$5,970,400 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 2,720,000 KHR | S$3,699,200 |
| Data Scientist, Mid (3-5 years) | 3,660,000 KHR | S$4,977,600 |
| Machine Learning Engineer, Junior (1-3 years) | 2,300,000 KHR | S$3,128,000 |
| Machine Learning Engineer, Mid (3-5 years) | 3,450,000 KHR | S$4,692,000 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 2,200,000 KHR | S$2,992,000 |
| Content Marketing, Mid (3-5 years) | 3,240,000 KHR | S$4,406,400 |
| Digital Marketing, Junior (1-3 years) | 2,200,000 KHR | S$2,992,000 |
| Digital Marketing, Mid (3-5 years) | 3,240,000 KHR | S$4,406,400 |
| Growth Marketing, Junior (1-3 years) | 2,300,000 KHR | S$3,128,000 |
| Growth Marketing, Mid (3-5 years) | 3,450,000 KHR | S$4,692,000 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 2,820,000 KHR | S$3,835,200 |
| Backend Developer, Mid (3-5 years) | 4,180,000 KHR | S$5,684,800 |
| 职位名称 | 平均月薪（KHR） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 2,720,000 KHR | S$3,699,200 |
| DevOps Engineer, Mid (3-5 years) | 3,660,000 KHR | S$4,977,600 |
| Site Reliability Engineer, Junior (1-3 years) | 2,720,000 KHR | S$3,699,200 |
| Site Reliability Engineer, Mid (3-5 years) | 3,870,000 KHR | S$5,263,200 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 1,360,000 KHR | S$1,849,600 |
| Customer Service Officer, Mid (3-5 years) | 1,780,000 KHR | S$2,420,800 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 1,990,000 KHR | S$2,706,400 |
| Customer Success Manager, Mid (3-5 years) | 2,820,000 KHR | S$3,835,200 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 1,780,000 KHR | S$2,420,800 |
| HR Executive, Mid (3-5 years) | 2,400,000 KHR | S$3,264,000 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 2,200,000 KHR | S$2,992,000 |
| Blockchain Developer, Mid (3-5 years) | 3,240,000 KHR | S$4,406,400 |
| Payments Engineer, Junior (1-3 years) | 2,200,000 KHR | S$2,992,000 |
| Payments Engineer, Mid (3-5 years) | 2,930,000 KHR | S$3,984,800 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 2,510,000 KHR | S$3,413,600 |
| Cloud Engineer, Mid (3-5 years) | 3,660,000 KHR | S$4,977,600 |
柬埔寨招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
柬埔寨的薪酬发放
发薪周期
Wages are generally paid twice per month, commonly on the 15th and the last day of the month.
最低工资
There is no universal minimum wage for every industry. Statutory minimum wage rules mainly cover specified sectors such as garment, textile, footwear, and travel goods.
加班费
- 8 hours per day and 48 hours per week, normally over 6 days. - Overtime is generally limited to 2 hours per day.
- Daytime overtime: Hourly Rate × 1.50 × Overtime Hours. - Night, weekly rest day or public holiday: Hourly Rate × 2.00 × Overtime Hours.
奖金
第 13 个月薪资
Cambodia does not require a universal 13th month salary. A contractual annual bonus is separate from the statutory seniority indemnity payable to eligible employees on undetermined duration contracts.
No statutory 13th month formula. Any separate annual bonus follows the amount or formula in the applicable contract, collective agreement, or binding employer scheme.
Only employees covered by a bonus clause or binding employer scheme receive a 13th month bonus. Separately, eligible undetermined duration contract employees may receive statutory seniority indemnity under current Ministry rules; this should not be recorded as a 13th month salary.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| National Social Security Fund (NSSF) | Employers in Cambodia must apply the contribution and registration rules for National Social Security Fund (NSSF). Payroll should separately identify the employer funded amount and any employee deduction, use the statutory contribution wage or ceiling, and retain evidence of enrolment. The exact branches covered are those listed in the scheme, which can include retirement, health, unemployment or employment injury protection. |
| Work injury protection under National Social Security Fund (NSSF) | Cambodia requires employers to protect employees against accidents and occupational disease through the work injury component of National Social Security Fund (NSSF) or a legally approved policy. The obligation includes premium or levy payment, accident reporting and cooperation with medical or disability assessments. Coverage is not replaced by a private medical plan. |
| Statutory termination or end of service entitlement in Cambodia | A fixed duration contract ending normally attracts severance of at least 5 percent of total wages paid during the contract. Employees on undetermined duration contracts accrue seniority indemnity, normally paid in instalments during employment, with additional termination payments depending on the reason for separation. |
| Public healthcare or mandatory medical coverage in Cambodia | Health protection in Cambodia is delivered through the medical or sickness branch of National Social Security Fund (NSSF). Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| 可选 | |
| Supplementary private medical insurance in Cambodia | Private medical insurance in Cambodia should be designed around the gaps left by National Social Security Fund (NSSF). Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in Cambodia | A performance or profit sharing bonus in Cambodia is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Meal, commuting and business travel support in Cambodia | Meal, commuting and business travel support in Cambodia should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in Cambodia | Housing, relocation and remote work support in Cambodia is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
柬埔寨的国家税收名为 Value-Added Tax (VAT) 10%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | 0% to 20% | Cambodia applies 0% to 20% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | 20% flat rate | Nonresident employment income sourced in Cambodia is generally subject to a flat 20% salary tax rate. |
| Taxable Income Adjustments | ||
| Dependent and Family Allowance | KHR 150,000 per person per month | A deduction of KHR 150,000 per month is allowed for each dependent child or spouse. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Cambodia, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Cambodia, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
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