在 老挝 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。
Vientiane UTC+7
Vientiane, Savannakhet
Kip (LAK)
Lao, English
monthly
6.00%
老挝人才格局
Laos has an estimated labor force of about 3.65 million (2025), with talent demand concentrated in hydropower, mining, agriculture, construction and tourism. International employers are most likely to find relevant candidate pools for Electrical Engineering, Mining, and Agribusiness. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition.
主要经济中心
Vientiane, Savannakhet
热门技能
Electrical Engineering
职场文化
Boun and Relationship Harmony
Lao workplaces often prioritise calm relationships and social harmony. Managers should avoid confrontational exchanges and allow time for trust to develop before requesting major commitments.
Respect for Seniority and Public Face
Age and position influence how people participate in meetings. Employees may avoid openly correcting a manager, so private check ins are useful for surfacing risks and alternative views.
Festival and Community Rhythm
National festivals, Buddhist observances and family commitments can affect schedules. Planning ahead and showing flexibility around major occasions supports stronger long term cooperation.
平均薪资
| 职位名称 | 平均月薪（LAK） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 6,860,000 LAK | S$9,329,600 |
| Administrative Executive, Mid (3-5 years) | 9,150,000 LAK | S$12,444,000 |
| Book Keeper, Junior (1-3 years) | 6,160,000 LAK | S$8,377,600 |
| Book Keeper, Mid (3-5 years) | 8,360,000 LAK | S$11,369,600 |
| Finance Executive, Junior (1-3 years) | 7,920,000 LAK | S$10,771,200 |
| Finance Executive, Mid (3-5 years) | 10,380,000 LAK | S$14,116,800 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 7,920,000 LAK | S$10,771,200 |
| Graphic Designer, Mid (3-5 years) | 11,440,000 LAK | S$15,558,400 |
| UI/UX Designer, Junior (1-3 years) | 8,360,000 LAK | S$11,369,600 |
| UI/UX Designer, Mid (3-5 years) | 14,520,000 LAK | S$19,747,200 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 11,440,000 LAK | S$15,558,400 |
| Data Analyst, Mid (3-5 years) | 14,960,000 LAK | S$20,345,600 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 11,440,000 LAK | S$15,558,400 |
| Data Engineer, Mid (3-5 years) | 18,480,000 LAK | S$25,132,800 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 11,440,000 LAK | S$15,558,400 |
| Data Scientist, Mid (3-5 years) | 15,400,000 LAK | S$20,944,000 |
| Machine Learning Engineer, Junior (1-3 years) | 9,680,000 LAK | S$13,164,800 |
| Machine Learning Engineer, Mid (3-5 years) | 14,520,000 LAK | S$19,747,200 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 9,240,000 LAK | S$12,566,400 |
| Content Marketing, Mid (3-5 years) | 13,640,000 LAK | S$18,550,400 |
| Digital Marketing, Junior (1-3 years) | 9,240,000 LAK | S$12,566,400 |
| Digital Marketing, Mid (3-5 years) | 13,640,000 LAK | S$18,550,400 |
| Growth Marketing, Junior (1-3 years) | 9,680,000 LAK | S$13,164,800 |
| Growth Marketing, Mid (3-5 years) | 14,520,000 LAK | S$19,747,200 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 11,880,000 LAK | S$16,156,800 |
| Backend Developer, Mid (3-5 years) | 17,600,000 LAK | S$23,936,000 |
| 职位名称 | 平均月薪（LAK） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 11,440,000 LAK | S$15,558,400 |
| DevOps Engineer, Mid (3-5 years) | 15,400,000 LAK | S$20,944,000 |
| Site Reliability Engineer, Junior (1-3 years) | 11,440,000 LAK | S$15,558,400 |
| Site Reliability Engineer, Mid (3-5 years) | 16,280,000 LAK | S$22,140,800 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 5,720,000 LAK | S$7,779,200 |
| Customer Service Officer, Mid (3-5 years) | 7,480,000 LAK | S$10,172,800 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 8,360,000 LAK | S$11,369,600 |
| Customer Success Manager, Mid (3-5 years) | 11,880,000 LAK | S$16,156,800 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 7,480,000 LAK | S$10,172,800 |
| HR Executive, Mid (3-5 years) | 10,120,000 LAK | S$13,763,200 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 9,240,000 LAK | S$12,566,400 |
| Blockchain Developer, Mid (3-5 years) | 13,640,000 LAK | S$18,550,400 |
| Payments Engineer, Junior (1-3 years) | 9,240,000 LAK | S$12,566,400 |
| Payments Engineer, Mid (3-5 years) | 12,320,000 LAK | S$16,755,200 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 10,560,000 LAK | S$14,361,600 |
| Cloud Engineer, Mid (3-5 years) | 15,400,000 LAK | S$20,944,000 |
老挝招聘指南
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。
老挝的薪酬发放
发薪周期
Salary is generally paid monthly on the agreed pay date.
最低工资
A statutory national minimum wage applies, with possible sector or allowance requirements.
加班费
- Generally 8 hours per day and 48 hours per week, with a normal maximum of 6 working days. - Overtime is generally limited to 3 hours per day and 45 hours per month.
- Day overtime: Hourly Rate × 1.50 × Overtime Hours. - Night overtime: Hourly Rate × 2.00 × Overtime Hours. - Weekly rest day or public holiday: apply the statutory 2.50× to 3.00× rate based on timing.
奖金
第 13 个月薪资
Laos does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.
No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.
No private sector employee in Laos qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Statutory termination or end of service entitlement in Laos | Termination compensation depends on the ground for dismissal. For lawful employer initiated termination, the Labour Law commonly uses a multiple of the employee’s last wage for each year of service, with a higher rate where termination is unjustified. |
| Public healthcare or mandatory medical coverage in Laos | Health protection in Laos is delivered through the medical or sickness branch of National Social Security Fund contributions. 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. |
| Work injury protection under National Social Security Fund contributions | Work related accidents in Laos are handled under the statutory injury provisions associated with National Social Security Fund contributions. Employers remain responsible for registration, contribution or insurance costs and timely incident reporting. Eligible workers can receive medical care and cash compensation for incapacity, disability or death according to the local schedule. |
| National Social Security Fund contributions | National Social Security Fund contributions is the principal mandatory benefit framework for eligible staff in Laos. The employer is responsible for onboarding the worker with the administering institution, calculating contributions on the legally defined wage base and remitting both shares where employee withholding applies. Exemptions for expatriates, short assignments or specific sectors should be confirmed before payroll starts. |
| 可选 | |
| Supplementary private medical insurance in Laos | Private medical insurance in Laos should be designed around the gaps left by National Social Security Fund contributions. 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. |
| Meal, commuting and business travel support in Laos | Meal, commuting and business travel support in Laos 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. |
| Performance or profit sharing bonus in Laos | A performance or profit sharing bonus in Laos 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. |
| Housing, relocation and remote work support in Laos | Housing, relocation and remote work support in Laos 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
老挝的国家税收名为 Value-Added Tax (VAT) 10%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | Up to 25% | Laos applies Up to 25% 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 | Country specific withholding | Nonresident individuals are taxed on Laos sourced employment income under local withholding rules. The final rate depends on the nature of the assignment and treaty position. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Laos, 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 Laos, 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. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | Amounts withheld for pension funds and certain other welfare funds are deductible. |
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