柬埔寨最低工资制度的核心法律框架，由2018年7月6日正式颁布的《最低工资法》（Law on Minimum Wage, Promulgated 6 July 2018）系统构建。作为该国劳动法的基石性规范，该法不仅明确了最低工资制度的立法宗旨与适用范围，更通过授权条款确立了标准化的决策与执行机制。
The core legal framework governing the minimum wage regime in Cambodia is established by the Law on Minimum Wage, promulgated on 6 July 2018. This statute constitutes a fundamental pillar of Cambodia’s labor regulatory framework. It not only defines the legislative objectives and scope of application of the minimum wage system, but also establishes a standardized mechanism for the determination and implementation of minimum wage levels through statutory authorization.
具体而言，《最低工资法》授权柬埔寨劳工与职业培训部（Ministry of Labour and Vocational Training, MLVT）牵头组建国家最低工资委员会（National Minimum Wage Council），这是一个由政府代表、劳工组织代表、雇主协会代表共同构成的代表性三方机构，承担着最低工资标准制定的职责。委员会需通过制度化谈判程序，每年就最低工资标准进行跨部门、跨利益主体的充分磋商，综合考量经济发展水平、劳动力市场供需、企业承受能力、劳动者基本生活成本等多重因素，最终形成拟议标准方案。
Pursuant to the Law on Minimum Wage, the Ministry of Labour and Vocational Training (MLVT) is mandated to establish the National Minimum Wage Council. The Council is a tripartite body composed of representatives of the Government, labor organizations, and employer associations. It is responsible for determining and recommending minimum wage levels.
Under the statutory framework, the Council conducts institutionalized negotiations on an annual basis, engaging in consultations among relevant stakeholders and taking into account multiple economic and social factors, including: the level of economic development, labor market supply and demand, enterprises’ capacity to absorb wage increases, and the basic living costs of workers.
经三方谈判达成共识后，最低工资标准的最终确立需由MLVT以发布年度行政公告（Prakas）的形式完成。此类Prakas作为具有行政立法效力的规范性文件，不仅明确具体金额标准，还同步规定适用行业、支付规则、监督机制等配套细则，从而将法律授权转化为可执行的实操规范，构成柬埔寨最低工资制度从立法到落地的完整闭环。
Following the completion of tripartite negotiations, the final minimum wage standard is formally enacted by the MLVT through the issuance of an administrative regulation known as a “Prakas.”A Prakas, as a normative administrative instrument with binding legal effect, specifies: the applicable minimum wage amount, the sectors to which the standard applies, wage payment rules, and enforcement and monitoring mechanisms.
Through this regulatory process, the legislative authorization under the Minimum Wage Law is translated into operational and enforceable labor standards, thereby forming a complete institutional framework from legislative mandate to regulatory implementation.
在柬埔寨的劳动用工合规实践中，最低工资标准体系的适用呈现出显著的行业差异化特征，并非覆盖所有经济领域。根据柬埔寨劳工与职业培训部的监管框架，其通过发布具有法律效力的行政公告（Prakas），优先确立并主要适用于纺织、服装、鞋类、旅行用品及箱包行业（Garments, Textiles, Footwear, Travel Products and Bags Sectors，以下简称“GTF行业”）1，该行业作为柬埔寨国民经济的重要支柱产业，长期以来是劳工政策的重点规制对象。
In Cambodia’s labor compliance practice, the minimum wage regime demonstrates a sector-specific application rather than a universal nationwide coverage across all industries. Under the regulatory framework administered by the MLVT, legally binding Prakas regulations primarily establish and apply minimum wage standards to the Garments, Textiles, Footwear, Travel Products and Bags sectors (collectively referred to as the “GTF sectors”). These sectors constitute a major pillar of Cambodia’s national economy and have historically been the primary focus of labor regulatory policy.
对于GTF行业以外的其他产业领域（如建筑业、餐饮业、服务业及金融业等），柬埔寨现行法律体系尚未设定统一的法定最低工资标准。在此情形下，相关企业的薪资水平通常由劳资双方在劳动合同或集体协议中协商议定，缺乏明确的法定下限约束。从合规风险管理的视角出发，非GTF行业企业在设定薪资结构时，最稳妥的路径仍是参照当年MLVT公布的GTF行业最低工资标准，将其作为计算员工工资下限。
For industries outside the GTF sectors, including, for example: construction, hospitality and catering, services, and financial services, the Cambodian legal framework does not currently prescribe a unified statutory minimum wage. In such sectors, wage levels are generally determined through negotiation between employers and employees, either under individual employment contracts or collective agreements, and therefore lack a clearly defined statutory wage floor.
From a labor compliance and risk management perspective, enterprises operating outside the GTF sectors are commonly advised to reference the minimum wage standards applicable to the GTF sectors when determining employee salary levels.
尽管非GTF行业无明文强制要求，但参照GTF标准可有效规避多重潜在风险，既包括避免因薪资显著低于市场普遍认知的合理水平引发劳资纠纷，也包括应对未来可能的监管政策调整（如MLVT逐步扩大最低工资适用范围的趋势）。通过将GTF行业标准内化为自身薪酬体系的隐性底线，企业能够构建更具弹性的合规缓冲机制，最大限度降低因薪资标准不明确导致的行政处罚、声誉损失或运营中断风险。
Although not legally mandatory, adopting the GTF sector standard as an internal reference benchmark helps mitigate several potential risks, including: labor disputes arising from wages perceived to be significantly below prevailing market norms; and regulatory risks in the event of future policy changes, such as a potential expansion of minimum wage coverage by the MLVT.
By incorporating the GTF sector minimum wage level as a de facto baseline within internal compensation structures, companies may establish a compliance buffer that reduces the likelihood of administrative penalties, reputational harm, or operational disruptions arising from unclear wage standards.
依据柬埔寨劳工与职业培训部（Ministry of Labour and Vocational Training, MLVT）发布的第211/24号公告（Prakas No. 211/24），自2025年1月1日起，全国范围内适用的基础最低工资标准明确如下2：
正式工（Regular workers）：208美元/月；
试用工（Probationary workers）：206美元/月。
According to Prakas No. 211/24 issued by the MLVT, the applicable minimum wage standard effective 1 January 2025 is as follows:
Regular workers: USD 208 per month
Probationary workers: USD 206 per month
在此基础上，MLVT于2025年9月17日进一步颁布第214/25号公告（Prakas 214/25），针对纺织、服装、鞋类、旅行用品及箱包行业（GTF行业）作出专项调整：自2026年1月1日起，该行业最低工资标准将上调至：
正式工：210美元/月；
试用工：208美元/月。
Subsequently, on 17 September 2025, the MLVT issued Prakas No. 214/25, which introduced sector-specific adjustments for the GTF sectors.
Effective 1 January 2026, the minimum wage applicable to workers in the GTF sectors will be:
Regular workers: USD 210 per month
Probationary workers: USD 208 per month
需特别说明的是，上述两项Prakas的规定同步适用于计件工人（Piece-rate workers）。根据规则，计件工人的实得工资以其实际产出核算，但若核算结果低于对应岗位（正式工/试用工）的最低工资标准，雇主负有法定补足义务，确保其最终收入不低于法定下限。
These standards also apply to piece-rate workers. Under the applicable rules, piece-rate workers’earnings are calculated based on actual production output. However, if the calculated earnings fall below the applicable minimum wage for the relevant employment category (regular or probationary worker), the employer is legally obligated to supplement the payment to ensure that the worker’s total remuneration is not less than the statutory minimum wage.
关于工资支付周期，MLVT在2018年第442/18号3公告（Prakas 442/18）中作出明确规定：雇主须按月分两次支付工资，具体安排如下：
The wage payment schedule is further regulated under Prakas No. 442/18, issued by the MLVT in 2018. Under Article 1 of the Prakas, employers are required to pay wages twice per month, according to the following schedule:
首次支付：于当月（工作月）第二周，支付当月净工资的50%（即基本工资扣除法定代扣项后的50%）；
First payment
Paid during the second week of the working month. Amount: 50% of the employee’s net monthly wage (i.e., the basic wage after statutory deductions)
二次支付：于当月第四周，支付剩余50%净工资，并同步结清当月累计的其他应得报酬（包括但不限于岗位津贴、加班费、绩效奖金、法定补贴等）。
Second payment
Paid during the fourth week of the same month. Amount: the remaining 50% of the net wage, together with all additional remuneration accrued during the month, including but not limited to: position allowances, overtime pay, performance bonuses, statutory benefits or subsidies.
工资支付须遵循“工作日支付原则”：若既定发薪日恰逢法定休息日（如周末）或公共假日，雇主应于休息日前最后一个工作日完成支付，不得延迟。此套薪酬规则体系既明确了底线标准，亦细化了操作指引，为企业合规用工提供了清晰的制度依据。
Wage payments must comply with the“working-day payment principle.”If a scheduled payday falls on a weekly rest day or public holiday, the employer must make the payment on the last working day preceding such holiday, and payment may not be delayed. This regulatory framework establishes both minimum wage thresholds and clear operational guidance for wage administration, thereby providing enterprises with a structured legal basis for labor compliance in Cambodia.
索引：
1.2025 Minimum Wage for Workers in Garment, Textile, Footwear, Travel Goods, and Bag Sectors under the Cambodian Minimum Wage Lawhttps://www.legal500.com/developments/thought-leadership/2025-minimum-wage-for-workers-in-garment-textile-footwear-travel-goods-and-bag-sectors-under-the-cambodian-minimum-wage-law/
2.中华人民共和国商务部，2025年最低工资标准将促使柬埔寨保持国际竞争力https://cb.mofcom.gov.cn/jmdt/art/2025/art_38993e5430c94eab8168c1c6d84c171b.html
3.Prakas No. 442/18, Art 1:“From January 2019 onward, all enterprises, establishments and those who are covered by the provisions of the Labour Law shall prepare the payroll to employees/workers 2 (Two) time[s] per month, the first payroll shall be paid in the second week and second payroll shall be paid in the fourth week of each month with the following formalities:
- The first payroll equals to 50% (Fifty Percent) of net wages per month.
- The second payroll equals to the remaining wages, other benefits that employees/workers.”
https://www.arbitrationcouncil.org/download/prakas-442-k-b-br-k-khl-dated-21-september-2018-on-wage-payment-for-workers-employees-unofficial-translation-by-gmac/?wpdmdl=6507&refresh=69143f6d234f81762934637