Cambodia Leave Laws and Holidays

Special leave types include marriage, bereavement, and public duties, each with specific entitlements.

The notice period for special leave can vary depending on the type of leave and the specific circumstances.

Special leave generally requires prior approval, with the specifics depending on company policy and the nature of the leave.

Additional quota for special leave is not typically available beyond the specified entitlements.

Special leave does not accrue and is granted as needed for specific situations outlined by law.

There is no carry over for special leave; it is intended for use in specific instances only.

Special leave is not paid out upon termination as it must be used for the purposes designated under the law.

There is no payout for unused special leave at the end of the year.

Each type of special leave has specific conditions and durations prescribed by law.

Employees are entitled to sick leave of up to 6 months. The first month is usually fully paid, followed by partial pay.

Employees should inform their employer about their sickness as soon as possible and provide a medical certificate if the illness lasts longer than 2 days.

While formal approval may not be required, notification and possibly a medical certificate are necessary for extended sick leave.

Extensions beyond the standard sick leave quota may be granted based on medical advice and employer policies.

Sick leave does not accrue and is based on immediate medical needs.

Sick leave does not carry over to the next year as it is granted based on actual sickness occurrences.

Unused sick leave is not paid out at termination.

There is no payout for unused sick leave at the end of the year.

For sick leave lasting more than 2 days, a medical certificate is required to justify the leave.

Female employees are entitled to 90 days of maternity leave, which can be taken before and after childbirth.

The employer should be notified of the pregnancy at least 10 weeks before the expected delivery date, along with the intended start date of the maternity leave.

Maternity leave does not require approval, but the employer must be notified in advance with a medical certificate confirming the pregnancy.

Additional maternity leave may be granted on a case-by-case basis, particularly in the event of complications or health issues related to pregnancy or childbirth.

Maternity leave is a statutory right and does not accrue over time.

Maternity leave must be taken around the time of childbirth and cannot be carried over to a later date.

Maternity leave is not subject to payout upon termination, as it must be used in relation to childbirth.

Unused maternity leave does not receive an end-of-year payout, as it must be used specifically for childbirth-related absence.

During maternity leave, the employee's position is protected, and they must not be subjected to dismissal or discrimination due to pregnancy or childbirth.

Employees in Cambodia are entitled to approximately 20 public holidays per year; these dates vary each year and include both international and national holidays.

Notice period does not apply to public holidays as these are predetermined days off.

Public holidays do not require approval from the employer as they are mandated by law.

Additional quota for public holidays is not applicable as these days are fixed by law.

Public holidays do not accrue; they are fixed days off provided by law.

Carry over rules do not apply to public holidays as they are specific to the calendar year.

There is no payout for public holidays upon termination as these do not accrue.

There is no end of year payout for public holidays.

Public holidays are fixed by law and include significant cultural, historical, and religious days in Cambodia.

Victims of domestic violence are entitled to up to 10 days of leave per year to manage their situation, including seeking legal help, medical treatment, or other necessary services.

Employers should be informed as soon as possible, although sensitivity to the situation is expected.

While this leave typically requires employer approval, employers are encouraged to handle such requests with understanding and confidentiality.

Additional leave may be granted based on the severity of the situation and the specific needs of the employee, such as ongoing legal battles or medical treatment.

Leave for victims of domestic violence does not accrue annually but is granted based on the occurrence of such incidents.

This type of leave cannot be carried over to the next year; it is intended for immediate use in relevant circumstances.

Leave for victims of domestic violence is not paid out upon termination, as it is intended for use during employment in critical situations.

There is no payout for unused leave for victims of domestic violence at the end of the year.

Employers must handle requests for this leave with high confidentiality and sensitivity, providing support to the employee as needed.

Male employees are entitled to paternity leave, the duration of which can vary based on the employer's policy, but typically ranges from 1 to 10 days.

Employers should be notified as soon as possible once the employee is aware of the expected childbirth.

Paternity leave generally requires employer approval, particularly regarding the timing of the leave.

Additional paternity leave may be granted at the discretion of the employer, depending on individual circumstances and company policy.

Paternity leave does not accrue and is granted as a one-time benefit per childbirth.

Paternity leave cannot be carried over and must be used in connection with the childbirth.

Paternity leave is not paid out upon termination as it must be used specifically for time off related to childbirth.

There is no end-of-year payout for unused paternity leave.

Paternity leave is specifically intended to provide fathers with time off to support their partner during childbirth and adjust to new parenting responsibilities.