Labour Law of 13 March 1997, English [‎pdf - International Labour ...

Kram March 13, 1997 Labor Code
Article 78:
The prior notice is the obligation to be observed in enterprises or establishments set forth in Article 1 of this law, both by
the worker and by the employer when one of them decides unilaterally to terminate the labor contract. However, the
worker laid off for reasons other than serious misconduct can leave the enterprise before the end of the notice period if he
finds a new job in the meantime. In such case, the worker will not be required to compensate the employer.
Article 79:
During the notice period, the worker of the enterprise is entitled to two days leave per week with full payment to look for
a new job.
These leave days are paid to the worker at the normal rate of remuneration, regardless of how it is calculated. This
payment shall include other perquisites.
Article 80:
For task-work or piecework, the worker usually cannot abandon the task that he has been assigned before it has been
finished.
However, for a long-term employment that cannot be completed in less than one month, one of the contracting parties
who wishes to release himself from the obligations of the contract for serious reasons, he can do so as long as he notifies
the other party eight days in advance.
Article 81:
Throughout the notice period, the employer and the worker shall be bound to carry
out the obligations incumbent on them.
Article 82:
The contracting parties are released from the obligation of giving prior notice under the following cases:
Article 83:
1. For probation or an internship specified in the contract.
2. For a serious offense on the part of one of the parties.
3. For acts of God that one of the parties is unable to meet his obligations.
The following are considered to be serious offenses:
A. On the part of the employer
1. The use of fraudulent measures to entice a worker into signing a contract under conditions to which he
would not otherwise have agreed, if he had realized it;
2. Refusal to pay all or part of the wages;
3. Repeated late payment of wages;
4. Abusive language, threat, violence or assault;
5. Failure to provide sufficient work to a piece-worker;
Page 16 of 68
6. Failure to implement labor health and safety measures in the workplace as required by existing laws.
http://www.bigpond.com.kh/Council_of_Jurists/Travail/trv001g.htm
28/01/2011