LABOR LAW (1997)

Q
CHAPTER I

CMBUkTI 1
GENERAL PROVISIONS

bTb,BatiTUeTA
SECTION I

EpkTI 1
SCOPE OF APPLICATION

EdnGnuvtn

Different Categories of Workers in the Kingdom of Cambodia

RbePTepSgenkmkrnieyaCitknugRBHraCaNa
cRkkm<Ca
Article 1: This law governs relations between employers and workers resulting from
employment contracts to be performed within the territory of the Kingdom of
Cambodia, regardless of where the contract was made and what the nationality and
residences of the contracted parties are.

maRta 1

c,ab;enHRKb;RKgral;TMnak;TMngEd
lekItecjBIkicsnakargarrvagnieya
Ck nig kmkr
nieyaCitedIm,IykmkGnuvtelITwkdI
nRBHraCaNacRkkm<CaeTaHbIkic
snaenaHeFVIeLIgenA
TINakeday
eTaHbIPaKITaMgenaHmansBa
atiCaGVI
ehIysak;enATINakeday.
This law applies to every enterprise or establishment of industry, mining, commerce,
crafts, agriculture, services, land or water transportation, whether public, semipublic or private, non-religious or religious; whether they are of professional
education or charitable characteristics, as well as the liberal professions of
associations or groups of any nature whatsoever.
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LABOR LAW (1997)

c,ab;enHGnuvtcMeBaHshRKas
bRKwHsan ]sSahkm Er: BaNiC
km sib,km esvaksikm dwkCBa
ntampv eKakbtampvTwk
eTaHCaRbeyaCn_saFarN
Bak;kNalsaFarN bkCn
eRkAsasna bkgsasna
kedayeTaHmanlkNCakarbeRgon
viCaCIv bCakar kuslkeday
RBmTaMgviCaCIvesrInsmaKm
bnRkumRbePTNakeday .
This law shall also apply to every personnel who is not governed by the Common
Statutes for Civil Servants or by the Diplomatic Statutes as well as officials in the
public service who are temporarily appointed.

c,ab;enHkRtUvGnuvteTAelIbuKl
ikTaMgGs;
EdlKanRKb;RKgedayshlknikGk
raCkar blknikTUt
RBmTaMgPak;garRkumraCkarsaFar
N
EdlEtgtaMgedaybeNaHGasnEdr.
This law shall not apply to:

c,ab;enHminRtUvGnuvteTAelI
a) Judge of the Judiciary.

k- ecARkmxagtulakar.
b) persons appointed to a permanent post in the public service.

xCnEdlEtgtaMgeGayeFVIkarCaGci
ny_kgRkbxNraCkarsaFarN.
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LABOR LAW (1997)

c) personnel of the Police, the Army, the Military Police, who are governed by a
separate statute.

K- buKliknKr)al kgTB nigkgtRmYt

EdlRKb;RKgedaylknikedayELk.
d) personnel serving in air and maritime transportation, who are governed by
special legislation. These workers are entitled to apply the provisions on
freedom of union under this law.

X- buKlikeFVIkartampvGakas
nig navasmuRT
EdlRKb;RKgedayc,ab;BiessepSgeTot
. kmkrnieyaCitTaMgenH
mansiTiGnuvtbTb,BatisIBIesrI
PaBshCIBnc,ab;kargarenH .
e) domestics or household servants, unless otherwise expressly specified under this
law. These domestics or household servants are entitled to apply the provisions on
freedom of union under this law.

g- GkbMerIkgpH
evorElgEtc,ab;enH)anEcgcglc,as;l
as;.GkbMerIkgpHTaMgenH
mansiTiGnuvtbTb,BatisIBIesrI
PaBshCIBnc,ab;kargarenH .
Article 2: All natural persons or legal entities, public or private, are considered to be
employers who constitute an enterprise, in the sense of this law, provided that they
employ one or more workers, even discontinuously.

maRta 2
rUbvnbuKl
bnItibuKlCasaFarNbkCnTaMgG
s;nwgTukCanieyaCkEdlbegItshRKas
tamny nc,ab;enH
luHRtaEtbuKAlTaMgenaHmaneRbIkm
krnieyaCitmnak; beRcInnak;
eTaHmin)anCab;lab;keday .
Every enterprise may consist of several establishments, each employing a group of
people working together in a defined place such as in factory, workshop, work site,
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LABOR LAW (1997)

etc., under the supervision and direction of the employer.

shRKasnImYyGacmanRKwHsaneRcI
n
ehIyRKwHsannImYyenaHmaneRbI
mnusSmYyRkumeFVIkar
rYmKakgTIkEngNamYyCaR)akd
dUcCakgeragcRk eragCag
kardan .l.eRkamkarRKb;RKg
nigdwknaMnnieyaCk .
A given establishment shall be always under the auspices of an enterprise. The
establishment may employ just one person. If this establishment is unique and
independent, it is both considered as an enterprise and an establishment.

KwHsandUceBalmkenH
RtUvsiteRkamvaTshRKasmYyCanic
.RKwHsanenHGacman
eRbImnusSEtmak;k)anEdr
.kalebIRKwHsanenHmanEtmYykg
KanenAeRkamshRKasNaeT
enaHeKTukfaCashRKas
nigRKwHsanrYmEtmg.
Article 3: "Workers", in the sense of this law, are every person of all sexes and nationality,
who have signed an employment contract in return for remuneration, under the
direction and management of another person, whether that person is a natural
person or legal entity, public or private. To clearly determine the characteristics of
a worker, one shall not take into account neither the jurisdictional status of the
employer nor that of the worker, as well as the amount of remuneration.

maRta 3
kmkrnieyaCit
tamnync,ab;enH KWCnRKb;ePT
nigRKb;sBaatiEdl)ancuHkicsna

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LABOR LAW (1997)

eFVIkarykkMreRkamkardwknaM
nigRKb;RKgrbs;buKlmak;eTotCar
UbvnbuKl bnItibuKlCasaFarN
bkCn . edIm,IbBa
ak;eGayc,as;GMBIlkNsm,ttienkm
kr
nieyaCit
eKminRtUvKitBIlknikKtiyutinnieya
Ck blknikKtiyuttienkmkrnieyaCit
RBmTaMgminRtUvKitBIcMnYnR)ak;
Qltic beRcIneT .
Article 4: "Domestics or household servants" are those workers who are engaged to take
care of the home owner or of the owner's property in return for remuneration.

maRta 4 GkbMerIkgpH
KWGkeFVIkarykQlEdlmanParEfTaMm
as;pHbEfrkSaRTBsm,tirbs;
mas;pHedayykkMr .
Article 5: "Employees or helpers" are those who are contracted to assist any person in return
for remuneration, but who do not perform manual labor fully or who do so
incidentally.

maRta 5 nieyaCit bGkCYy

KWCnEdl)ancuHkicsnaCYyeFVIkarbuK
lNamak;edayykkMr
b:uEntKaneFVImuxkarhtskmeBjTI
bkRKan;EtCYyeFVIkarhtskmCabnTa
b;bnSMb:ueNaH .
Article 6: "Laborers" are those workers who are not household servants or employees,
namely those who perform mostly manual labor in return for remuneration, under
the direction of the employer or his representative.

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LABOR LAW (1997)

maRta 6 kmkr
KWGkeFVIkarykQleRkABIGkbMerIen
AkgpH
nignieyaCiteBalKWCnEdleFVIkarPaK
eRcInxaghtskmykkMreRkamkardwkna
MnnieyaCk btMNagnCnenH .
The status of laborer is independent of the method of remuneration; it is determined
exclusively by the nature of the work.

lkNCakmkrminTak;TgeTAnwgrebobe
GaykMreT
KWRtUveyaleTAelImuxkarCadac;xat .

Article 7: "Artisans" are persons who practice a manual trade personally on their own
account, working at home or outside, whether or not they use the motive force of
automatic machines, whether or not they have a shop with a signboard, who primarily
sell the products of their own work carried out either alone or with the help of their
spouse or entire workshop is solely under the direction of their own.

maRta 7 sib,kr
KWbuKlEdleFVIrbrhtskmpal;xnCaRbey
aCn_xng eTaHenAnwgpHxnkI
enAeRkAkI
maneRbIkMlaMgynEdlCama:suInsVyR
bvtikI
KankImanebIkpHdak;sBaakI
KankI
eRcInEtlk;plitplnkargarrbs;xnpal;Edl
eFVIEtmak;gkI manbI bRbBn
nigsmaCiknananRKYsarEdleFVIkarminyk
R)ak;Ql RBmTaMgkmkr bkUnCagCYy

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LABOR LAW (1997)

pgkI
b:uEneragCagTaMgmUlsitenAeRkamk
ardwknaMrbs;xnEtmak;g .
The number of non-family workers, who regularly work for an artisan, cannot
exceed seven; if this number is exceeded, the employer loses the status of artisan.
Article 8: "Apprentices" are those who have entered into an apprenticeship contract with an
employer or artisan who has contracted to teach or use someone to teach the
apprentice his occupation; and in return, the apprentice has to work for the
employer according to the conditions and terms of the contract .

maRta 8 kUnCag

KWCnEdl)ancuHkicsnasikSaviC
aCIvCamYynwgnieyaCk
bsib,krNamak;Edl
)ancuHkicsnanwgKafa
nieyaCkRtUvbeRgonbeRbIeGayeKbeR
gonviCaCIvxn ehIykUnCag
RtUveFVIkareGaynieyaCkEttamlkx
NnigkgryeBlnkicsna .
Article 9: In accordance with the stability of employment, it is distinguished:

maRta 9
tamesrPaBnmuxkareKsMKal;eXIjman
regular workers

- kmkrnieyaCitCab;lab;.
- casual workers, who are engaged to perform an unstable job.

kmkrnieyaCitmgmal
manParbMeBjmuxkarminsitesr .
-

Regular workers are those who regularly perform a job on a permanent basis.

kmkrnieyaCitCab;lab;
KWCnEdleFVIkareTogTat;
kgmuxkarGVImYyEdlmanlkNCa
Gciny_ .

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LABOR LAW (1997)

Casual workers are those who are contracted to:

kmkrnieyaCitmgmaal
KWCnEdlcuHkicsna
perform a specific work that shall normally be completed within a short period
of time.

- eFVIkarmYyCaR)akd
tamFmtaRtUvEteFVIeGayehIykgrye
Bly:agxI .
perform a work temporarily, intermittently and seasonally.

eFVIkarmYyeBl eFVIQb;
nigeFVImYyrdUv .
-

Article 10:Casual workers are subject to the same rules and obligations and enjoy the same
rights as regular workers, except for the clauses stipulated separately.

maRta 10 kmkrnieyaCitmgmaal
RtUvRbtibtinUvviFannigkatBVkicdUcK
anwgkmkrnieyaCitCab;lab;
ehIykmansiTidUcKaEdr
elIkElgEtkalNamanxsnaedayELkBIen
H.
Article 11: In accordance with the method of remuneration, workers are classified as follows:

maRta 11 tamrebobebIkR)ak;Ql
kmkrnieyaCitRtUvEbgEckdUcteTA
enH
workers remunerated on a time basis (monthly, daily, hourly), who are paid daily or at
intervals not longer than fifteen days or one month.

kmkrnieyaCiteFVIkarykR)ak;Qlta
meBl {RbcaMEx RbcaMf
RbcaMem:ag} EdleKRtUvebIkR)ak;
QleGayral;f
bral;ryeBlminhYsBIdb;R)aMf
bmYyEx.
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LABOR LAW (1997)

- workers remunerated by the amount produced or piecework.

kmkrnieyaCiteFVIkarykR)ak;Qlta
mbrimaNplitpl bem:Akar.
- workers remunerated on commission.
kmkrnieyaCiteFVIkarykkMreCIgsa
.
SECTION II

EpkTI 2
NON-DISCRIMINATION

karminerIseGIg
Article 12: Except for the provisions fully expressing under this law, or in any other
legislative text or regulation protecting women and children, as well as provisions
relating to the entry and stay of foreigners, no employers shall consider on
account of:

maRta 12
evorElgEtmanbTb,Batinc,ab;kargare
nHbBaak;c,as; bGtbTdTeTot
EdlmanlkNCac,ab;bCabTbBa
aEdlkarBarsI
nigkUnekgkdUcCabTb,Bati
TaMgLayEdlTak;TgnwgkarcUlmkkgR
beTs nigkarsak;enAnCnbreTsbBa
ak;c,as;
KannieyaCkNamak;GacykbBaa

BUCsasn
color, BNsm,r
race,

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LABOR LAW (1997)

sex, ePT

CMenO
religion, sasna
political opinion, KMnitneya)ay
birth, CatikMeNIt
creed,

edImkMeNItsgm

social origin,
membership of worker's union or the exercise of union activities;

- karcUlCasmaCikshCIBkmkrnieyaCit
bkareFVIskmPaBknugshCIB.
to be invoked in order to make a decision on:

edIm,ICaelseFVIesckIsMercGMBI
hiring,

- karCYl
defining and assigning of work,

- karkMNt; nigkarEbgEckkargar
vocational training,

- karbNHbNalviCaCIv
advancement,

- kartMelIgfak;
promotion,

- kartMelIgzannrskI
remuneration,

- karpl;kMr
granting of social benefits,

- karpl;GtRbeyaCn_sgm
discipline or termination of employment contract.

- viny bkarpac;kicsnakargar .
Distinctions, rejections, or acceptances based on qualifications required for a
specific job shall not be considered as discrimination.

karEbgEck karbdiesF
bkarRBmTTYlEdlEpkeTAelIlkNsm,ti
CakMNt;sMrab;muxrbr
NamYyminRtUvcat;TukCakarerIseGIgeL
Iy .
SECTION III
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LABOR LAW (1997)

EpkTI 3
PUBLIC ORDER

esckIbgab;CasaFarN
Article 13: The provisions of this law are of the nature of public order [policy], excepting
derogations provided expressly. Consequently, all rules resulting from a unilateral
decision, a contract or a convention that do not comply with the provisions of this
law or any legal text for its enforcement, are null and void.

maRta 13
bTb,BatiTaMgLaync,ab;kargarenH
manlkNCaesckIbgab;CasaFarN
evorElgEtmanbdib,BatibBa
ak;c,asdUecHviFanTaMgGs;EdlekIteLI
gedaykarsMerccitCaketaPaKIkI
edaykicsna bGnusBaaNamYykI
EdlmineKarBbTb,BatiTaMgLaync,ab
;enH
bEdlmineKarBGtbTTaMgLayEdlENna
MGnuvtc,ab;enRtUvTukCaemaXeday
eBjc,ab; .
Except for the provisions of this law that cannot be derogated in any way, the
nature of public order of this law is not obstructive to the granting of benefits or
the rights superior to the benefits and the rights defined in this law, granted to
workers by an unilateral decision of an employer or a group of employers, by an
employment contract by a collective convention or agreement, or by an arbitral
decision.

evorElgEtcMeBaHbTb,BatiTaMgLay
nc,ab;enH
EdlminGaceFVIbdib,BatiEbbNamYy)
an
lkNnesckIbgab;CasaFarNnc,ab;
enH
minCa]bsKcMeBaHkarpl;plRbeyaCn_
bsiTiTaMgLayEdlRbesIrCagplRbeyaC
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LABOR LAW (1997)

n_ nigsiTiEdlkMNt;kgc,ab;kargarenH
Edlpl;eGaykmkrnieyaCittamkarsMerc
CaEketaPaKIrbs;nieyaCkmak;
bnieyaCkmYyRkumedaykicsna
kargarNamYykI
edayGnusBaarYmNamYykI
bedaykicRBmeRBogrYmNamYykIb
keday
dMeNaHRsaynGaCJakNalNamYykI .
SECTION IV

EpkTI 4
PUBLICITY

karpSBVpSay
Article 14: The employer must keep at least one copy of the labor law at the disposal of his
workers and, in particular, of the workers' representatives in every enterprise or
establishment set forth in Article 1 of this law.

maRta 14
nieyaCkRtUvEtmanc,ab;kargary:agehacNas;
mYyc,ab; sMrab;esckIRtUvkarn
kmkrnieyaCitrbs;xnehIyCaBiesssMr
ab;tMNagenkmkrnieyaCitenARKb;shR
KasRKwHsan dUcmanEcgkgmaRta
1 nc,ab;enH .
SECTION V

EpkTI 5
FORCED LABOR

kargaredaybg
Article 15: Forced or compulsory labor is absolutely forbidden in conformity with the
International Convention No. 29 on forced or compulsory labor, adopted on June
28, 1930 by the International Labor Organization and ratified by the Kingdom of
Cambodia on February 24, 1969.

maRta 15 kargaredaybgM
bCakatBVkicRtUvhamXat;Cadac;xat
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LABOR LAW (1997)

edayGnuelamtamGnusBaaelx 29
sIBIkargaredaybgM
bedaykatBVkic GnumtenAfTI 28
Exmifuna qaM 1930
edayGgkarkarBarGnrCati
ehIyRBHraCaNacRkkm<Ca)aneGaysc
abnenAfTI 25 Exkum qaM
1969 .
This article applies to everyone, including domestics or household servants and all
workers in agricultural enterprises or businesses.

maRtaenHRtUvGnuvteTAelIbuKlTaMgG
s;KitTaMgGkbMerIkgpHehIynigkmkr
nieyaCitknugshRKasksikmTaMgLay.
Article 16: Hiring of people for work to pay off debts is forbidden.

maRta 16
karCYlmnusSeGayeFVIkargaredIm,Ikat;CMBa
k;RtUvhamXat;.
CHAPTER II

CMBUkTI 2
ENTERPRISE-ESTABLISHMENTS

shRKas RKwHsan
SECTION I

EpkTI 1
DECLARATION OF THE OPENING AND CLOSING OF THE ENTERPRISE

esckIRbkasCUndMNwgebIk
bbiTshRKasRKwHsan
Article 17: All employers to whom this labor law is applied shall make a declaration to the
Ministry in Charge of Labor when opening an enterprise or establishment. This
declaration is called a declaration of the opening of the enterprise or establishment,
that must be made in writing and be submitted to the Ministry in Charge of Labor
before the actual opening of the enterprise or establishment.

maRta 17
nieyaCkTaMgGs;EdlRtUvGnuvtc,ab;kargaren
HRtUveFVIesckIRbkasCUndMNwgeTA
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LABOR LAW (1997)

RksYgTTYlbnkvisykargar
enAeBlebIkshRKasRKwHsan .
esckIRbkasCUndMNwgenHehA
faesckIRbkasCUndMNwgebIkshRKasR
KwHsanEdlRtUveFVICalaylkN_GkSr
nigdak;CUnRksYgTTYlbnkvisykarga
renAmuneBlebIkshRKasRKwHsanCas
aBr .
Employers who employ fewer than eight workers on a permanent basis and who
do not use machinery, shall make and submit this declaration to the Ministry in
Charge of Labor within thirty days following the actual opening of the enterprise
or establishment.

nieyaCkEdlmaneRbIkmkrnieyaCiteFVI
karCab;lab;ticCagR)aMbInak;ehIyKaneR
bIR)as;eRKOgyn
RtUveFVIesckIRbkasCUndMNwgenHeT
ARksYgTTYlbnkvisykargar
kgryeBlsamsibf
bnab;BIfebIkshRKasRKwHsanCas
aBr .
Article 18: For the closing of the enterprise, employers shall also make a declaration to the
Ministry in Charge of Labor within thirty days following the closing of the
enterprise.

maRta 18
cMeBaHkarbiTshRKasRKwHsannieyaCkkRt
UveFVIesckIRbkasCUndMNwgeTARksYg
TTYlbnkvisykargarEdr
kgryeBlsamsibfbnab;BIfbiTshRKas
RKwHsanenaH .
Article 19: A Prakas (ministerial order) of the Ministry in Charge of Labor shall define the
formality and procedure of the declarations to follow in each case.

maRta 19
RbkasRksYgTTYlbnkvisykargar
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LABOR LAW (1997)

kMNt;GMBIEbbbT
nignItiviFInkareFVIesckIRbkasCUndMNwge
bIk
nigbiTshRKasRKwHsantamkrNInImYy
.
Article 20: Every employer shall establish and neatly keep a register of an establishment that
was numbered and initialed by the Labor Inspector. The model of the register shall
be set by a Prakas of the Ministry in Charge of Labor.

maRta 20 nieyaCkRtUvebIkeGayman
nigrkSaTukeGay)anRtwmRtUvnUvesovePAbB
aIRbcaM
RKwHsanmYyEdlGFikarkargar)ancuHel
xerog nigcuHhtelxasegb .
KMrUnesovePAbBaIenaH
nwgmanEcgkgRbkasRksYgTTYlbnk
visykargar .
SECTION II

EpkTI 2
DECLARATION ON MOVEMENT OF PERSONNEL

esckIRbkasCUndMNwgGMBIclnabuKlik
Article 21: Every employer must make the declaration to the Ministry in Charge of Labor
each time when hiring or dismissing a worker.

maRta 21 enAral;eBlEdlTTYleGayeFVIkar
bbBab;kmkrnieyaCitNamnak;
nieyaCkRtUveFVIesckIRbkas
CUndMNwgeTARksYgTTYlbnkvisyk
argar .
This declaration must be made in writing within fifteen days at the latest after the
date of hiring or dismissal.

esckIRbkasCUndMNwgenH
RtUvEteFVICalaylkN_GkSrkgryeBld
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LABOR LAW (1997)

b;R)aMfy:agyUrbnab;BI
fTTYleGayeFVIkarbbBab;ElgeGaye
FVIkar .
This period is extended to thirty days for agricultural enterprises.

ryeBlenH
RtUvkMNt;eGaydl;samsibfcMeBaHsh
RKasRKwHssanksikm .
This declaration of hiring and dismissal is not applied to:

esckIRbkasCUndMNwgGMBIkarTTYleG
ayeFVIkar
bBab;kmkrnieyaCitxagelIenHminGnu
vttcMeBaH
- Casual employment with a duration of less than thirty continuous days.

- kargarmgmal
EdlmanfirevlaCab;KacMnYnticCagsam
sibf.
- Intermittent employment for which the actual length of employment does not
exceed three months within twelve consecutive months.

- kargareFVIQb; eFVIQb;
EdlfirevlaBitR)akdsMrab;kargarenHminelIs
BIbIExkgryeBldb;BIrEx
bnbnab;Ka .
SECTION III

EpkTI 3
INTERNAL REGULATIONS OF THE ENTERPRISE

bTbBaapkgrbs;shRKasRKwHsan
Article 22: Every employer of an enterprise or establishment, set out in Article 17 above, who
employs at least eight workers shall always establish an internal regulation of the
enterprise.

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LABOR LAW (1997)

maRta 22 nieyaCknshRKas
bRKwHsanEdlmanEcgkgmaRta 17
xagelIenH
ehIyEdlmankmkrnieyaCity:agticR)aMbIn
ak;RtUvEterobcMeGaymanbTbBa
apkgrbs;shRKas
RKwHsanmYyCadrab .
Article 23: Internal regulations adapt the general provisions of this law in accordance with the
type of enterprise or establishment and the collective agreements that are relevant
to the sector of activity of the aforementioned enterprise or establishment, such as
provisions relating to the condition of hiring, calculation and payment of wages
and perquisites, benefits in kind, working hours, breaks and holidays, notice
periods, health and safety measures for workers, obligations of workers and
sanctions that can be imposed on workers.

maRta 23 bTbBa
apkgGnuvtbTb,BatiTUeTAnc,
ab;enH tamRbePTshRKasRKwHsan
nigGnusBaarYmnkargarEdlsIGMBI
EpnkskmPaBnshRKasRKwHssaneB
almkenH
CaGaTKWbTb,BatiTak;Tgnwglk
xNTTYleFVIkar
karKitnigkarebIkR)ak;Ql
nigkMrbnab;bnSM tavkalikCavt
eBlem:ageFVIkar eBlsMrak
nigkarQb;sMrak kareGaydMNwgmun
viFankarGnamy
nigsnisuxkmkrnieyaCit
katBVkickmkrnieyaCitnigTNDkm
EdlnwgGac
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LABOR LAW (1997)

tMrUvelIkmkrnieyaCit .
Article 24: The internal regulations must be established by the manager of enterprise
after consultation with workers' representatives, within three months following the
opening of the enterprise, or within three months after the promulgation of this law if
the enterprise already exists.

maRta 24 bTbBa
apkgRtUvEterobcMedaynayksh
RKasRKwHsan
eRkayBI)anBieRKaHnwg
tMNagkmkrnieyaCitkgryeBlbIExb
nab;BIfebIkshRKasRKwHsan
bryeBlbIExeRkay
BIkarRbkaseGayeRbIc,ab;enH
RbsinebIshRKasRKwHsanekItrYcmkehIy
.
Before coming into effect, the internal regulations shall be visaed [approved] by
the Labor Inspector. This visa [approval] shall be issued within a period of sixty days.

bTbBaapkgenH
munnwgdak;eGayeRbI
RtUvEt)anTTYlTidakarGMBIGFikarka
rgarCamun .
TidakarenH
RtUvecjeGayminelIsBIryeBlhuksib
f .
Article 25: The articles of internal regulations that suppress or limit the rights of workers, set
forth in laws and regulations in effect or in conventions or collective agreements
applicable to the establishment, are null and void.

maRta 25 RbkarTaMgLaynbTbBa
apkg
RtUvcat;CaemaXedayeBjc,ab;kgkrNIE
dlRbkar
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LABOR LAW (1997)

TaMgLaynbTbBa
apkgenaHGacnwglubecal
bkMritsiTirbs;kmkrnieyaCitEdlsiTiTa
MgenaH
manEcgkgc,ab; nigbTbBa
aTaMgLayCaFrman
bmanEcgkgGnusBaa bkicRBm
eRBogrYmEdl
GnuvtenAkgRKwHsan .
The Labor Inspector shall require the inclusion of enforceable provisions in virtue of
laws and regulations in effect.

GFikarkargarRtUvEtbgMeGaydak;bB
alkgbTbBa
apkgnUvbTb,BatiTaMgLayEdl
RtUvEtGnuvtedayEpkeTAelIc,ab;
nigbTbBaaTaMgLayCaFrman .
Article 26: An employer can not impose disciplinary action against a worker for any
misconduct of which the employer or one of his representatives has been aware for
over fifteen days.

maRta 26 nieyaCkmRnI
Gacdak;eTasvinydl;kmkrniieyaCik
NamakEdlmankMhus
EdlnieyaCkxng
btMNagNamak;rbs;nieyaCk)andwg
BIkMhusenaHkgryeBlelIs
BIdb;R)aMf .
The employer shall be considered to renounce his right to dismiss a worker for serious
misconduct if this action is not taken within a period of seven days from the date on
which he has learned about the serious misconduct in question.

kalebIkmkrnieyaCitmankMhusFn;

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LABOR LAW (1997)

ehIynieyaCkmin)ancat;viFankarbBa
b;kg
ryeBlR)aMBIrf
cab;BIfEdlxn)anTTYldMNwgGMBI
kMhusFn;enH nieyaCk
RtUv)ancat;TukCae)aHbg;siTi
edjecalenaHehIy .
Article 27: Any disciplinary sanction must be proportional to the seriousness of the
misconduct. The Labor Inspector is empowered to control this proportionality

maRta 27
eTasvinyRtUvEtCasmamaRtRsbeTAnwg
TMgn;nkMhus . GFikarkargarmannIti
sm,TakgkarRtYtBinitPaBsmam
aRtenH.
Article 28: The employer shall not impose fines or double sanctions for the same misconduct.
These fines mean any measure that leads to a reduction of the remuneration being
normally due for the performance of work provided.

maRta 28
nieyaCkminRtUveFVIkarBinyCaR)ak;
bdak;eTasvinyeTVmYyCaBIrcMeBaHk
MhusdEdlEtmYy
.
karBinyCaR)ak;mannyfaviFankarTaM
gLayEdlnaMeGaymankarkat;bnyR)ak;Q
l
rbs;kmkrnieyaCitEdlRtUvTTYl)anCaFm
taedaykarbMeBjkargarenH .
Article 29: The internal regulations must be diffused and affixed to a suitable place that is
easily accessible, on the premises where work is carried out and on the door of the

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LABOR LAW (1997)

premises where workers are hired.

maRta 29 bTbBa
apkgRtUvEtpSBVpSay
nigbiTenATINamYydsmrmGaccUleTAe
mIl)anedaygay
ehIynigenAmat;TVarbnb;sMrab;TTYly
kkmkreGayeFVIkar .
These internal regulations shall constantly be kept in a good state of legibility.

bTbBaapkgenH
RtUvEtrkSaTukdak;eGay)anl
Ganc,as;Cadrab .

Article 30: All modifications to the internal regulations must be conformable to the provisions
governing the enterprise or establishment.

maRta 30 karEkERbRKb;y:agnbTbBa
apkg
RtUvEteFVItambTb,BatisIBIshR
Kas RKwHsanenH .
Article 31: In enterprises or establishments employing less than eight workers, where
there are no internal regulations, the employer may pronounce, according to the
seriousness of the misconduct of the workers concerned, a warning, a reprimand, a
suspension of work without pay for not more than six days or a dismissal with or
without a prior notice.

maRta 31 enAkgshRKas
bRKwHssanTaMgLayNaEdlmaneRbIkm
krnieyaCitticCagR)aMbI
nak;ehIyEdlKanbTbBaapkg
nieyaCkGaceFVIkarRBman
karsIbenas karBrkargareday
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LABOR LAW (1997)

KanR)ak;QlEdlmanryeBlminelIsBI
R)aMmYyf
bkarbBab;kmkrnieyaCitedayman
bKankarCUndMNwgCamun
edayEpktamTMgn;nkMhusrbs;samI
xn .
SECTION IV

EpkTI 4
EMPLOYMENT CARD

esovePAkargar
Article 32: Every person of Cambodian nationality working as a worker for any employer is
required to possess an employment card.

maRta 32 CnEdlmansBaatiExr
eFVIkarykQlBInieyaCkNamYy
RtUvEtmanesovePAkargar .
No one can keep a worker in his service who does not comply with the provision
of the above paragraph.

CnNakedayminGaceRbIkmkrnie
yaCitEdlminRbtibtitambTb,Bati
nkfaxNxagelI
enH)aneT .
Article 33: The possession of an employment card is optional for seasonal farm workers.

maRta 33
cMeBaHkmkrEdleFVIkarykQnUlta
mrdUvknugcMkar
GacmanesovePAkargar
bKank)an .
Article 34: The employment card is for the purpose of identifying the holder, the nature of
work for which he has contracted, the duration of contract, the agreed wages the
method of payment, as well as the successive contracts.
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LABOR LAW (1997)

maRta 34
esovePAkargarsMrab;sMKal;GtsBaaNs
amIxn
.RbePTkargarEdlCnenH)ancuHkicsna
eFVIfirevlankicsna
R)ak;QlEdl)anRBmeRBogKanigr
ebobebIkR)ak;QlenH
RBmTaMgkarcuHkicsnabnmkeT
ot .
It is forbidden to use a worker's employment card for purposes other than those
for which it is created.

minRtUvykesovePAkargarrbs;kmkr
nieyaCiteTAeRbIR)as;xusBIeKaledA
nkarbegItesovePAenHeT .
When the worker quits working for the employer, that employer shall not write
any appreciation on the employment card.

kalNakmkrnieyaCitQb;eFVIkareGa
ynieyaCknieyaCkenaHminRtUvcar
mUlvicarGVIelIeso
vePAkargarenHeT .
Article 35: The employment card is drawn up and issued by the Labor Inspectors at the
request of the worker who presents an identity card issued by the competent
authorities and a certificate of employment issued his employer.

maRta 35
esovePAkargarenHeFVIedayGFikarkargar
nigecjeGaytamesckIsuMrbs;kmkr
nieyaCitEdlbgajlixitGtsBaaNbN
EdlGaCJaFrmansmtkicecjeGay
ehIynigviBaabnbRtmuxrbr
EdlnieyaCkxnecjeGay .
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LABOR LAW (1997)

Article 36: The issuance of employment card is incurred in a fee that shall be collected and
given to the national budget. The fee rate and the method of collection are to be set by a joint
Prakas (ministerial order) of the Ministry of Finance and the Ministry in Charge of Labor.

maRta 36 karecjesovePAkargar
RtUvbg;CUnfvikaCatinUvGakrEdlmanGRt
a
nigrebobTTYlR)ak;dUcmankMNt;kg
RbkasrYmRksYghirBavt
nigRksYgTTYlbnkvisykargar.
Article 37: The hiring and dismissal of a worker, his wage and wage increase shall be recorded
in his employment card.

maRta 37 karTTYl
bbBab;kmkrnieyaCit R)ak;Ql
nigkartMelIgR)ak;QlRtUvkt;Rtakges
ovePA
kargarrbs;samIxn .
The above record made by the employer must be presented, within seven whole days
following the date of entry and departure of the worker, for the visa [approval] of the
Labor Inspector.

karkt;RtaedaynieyaCkxagelIenH
RtUvEtykeTAsuMcuHTidakarGMBIGF
ikar
kargarkgryeBlR)aMBIrfeBj
eRkayBIfcUl bQb;eFVIkar.
Article 38: The loss of the employment card must be declared to the Labor Inspectorate. A
duplicate shall be issued under the same conditions as those laid [stated] for the issuance of
employment card.

maRta 38
kar)at;esovePAkargarRtUvEtbwgeTAGFi
kardankargar . TutiytaGacnwgecj

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LABOR LAW (1997)

eGay)ankglkxNdUcKanwgkare
cjesovePAkargarEdr .
SECTION V

EpkTI 5
PAYROLL LEDGER

esovePAebIkR)ak;
Article 39: Every employer of an enterprise or establishment covered by Article 17 above shall
constantly keep a payroll ledger whose format shall be set by a Prakas (ministerial order) of the
Ministry in Charge of Labor.

maRta 39
nieyaCkEdlmanerobrab;kgmaRta 17
xagelIRtUvkan;edayeTogTat;CadrabnUv
esovePAebIkR)ak;mYyEdlmanKMrU
nigkMNt;edayRbkasRksYgTTYlbnkvis
ykargar .
munnwgykeTAeRbIesovePAebIkR)ak;
RtUvmancuHelxRKb;TMBr
nigcuHhtelxasegb
edayGFikarkargar .
Before being used, all the pages of the payroll ledger must be numbered and initialed by
the Labor Inspector.
The payroll ledger must be kept in the Bureau of Cashier or Head Office of each
enterprise so that it is simply available immediately for inspections, The employer shall
keep the payroll ledger for three years after it has been closed.

esovePAebIkR)ak;enHRtUvTukenAk
gkariyalyebLa
bTIcat;karnshRKasRKwHsan
edIm,Inwg)angaykgkarRtYtBinit .
kalNaeRbIesovePAenHRKb;TMBrGs;

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LABOR LAW (1997)

nieyaCkRtUvTukEfrkSaeG ay
Kg;kgrybIqaM .
The Labor Inspector may require to see the payroll ledger at any time.

GFikarkargarGacTarrkesovePAenHe
nARKb;eBlevla .
Article 40: The payroll ledger shall record:

maRta 40
esovePAebIkR)ak;RtUvmankt;Rta
a) information about each worker employed by the enterprise.

kBtmanstIBIkmkrnieyaCitmnak;en
AkgshRKasRKwHsan.
b) all indications concerning the work performed, wage and holidays.

xlkNsMKal;GMBIkargarEdl)aneFVI
GMBIR)ak;Ql ehIynigkarQb;sMrak.
Article 41: Any enterprise that wishes to make the payroll ledger in a different way but
contains the same type of information and the same method of review, may apply to the
Labor Inspectorate.

maRta 41
shRKasRKwHsanNaEdlcg;eFVIesovePAe
bIkR)ak;tamrebobepSgBIenH
b:uEnmancuHBtman
nigEbbRtYt BinitdUcKaenaH
GaceFVIBaksuMeTAGFikardankarga
r)an.
SECTION VI

EpkTI 6
COMPANY STORE

GaKarUbdan
Article 42: The "company store" is defined as any establishment where the employer directly
or indirectly sells his workers or their families foodstuffs and merchandise of any kind, for their
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LABOR LAW (1997)

personal needs.

maRta 42
GaKarUbdanKWRKwHsanEdlnieyaCklk
;edaypal;xn
bedaymanGkCMnYynUv
eRKOg]bePaKbriePaKepSgeTAeGayk
mkrnieyaCit bRKYsarCnTaMgenH
edIm,IesckIRtUvkarpal;xn .
Company stores are authorized under the four conditions as follows:

GaKarUbdannwgGacGnuBaateG
ayebIklk;)an
luHRtaEtbMeBjlkxNbYny:agd
UcteTAenH
1. The workers are not obliged to shop just there.
1>
minRtUvbgcMkmkrnieyaCiteGay
TijEtenATIenaHeLIy .
2. The employer or his attendant is not allowed to make a profit from the sale of
the merchandise.

2> minRtUveGaynieyaCk
bGkemIlkarCMnYsykcMeNjkg
karlk;TMnijenHeLIy .
3. The accounting of each company store is to be entirely distinctive of that of the
enterprise.

3>
KNenysMrab;GaKarUbdannImY
y

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LABOR LAW (1997)

RtUveGayeFVIdac;edayELkGMBIK
Neny
shRKasRKwHsan .
4. The price of items on sale is to be displayed visibly.
4> feRKOg]bePaK
briePaKEdldak;lk;RtUvbiTpSayeGa
yeKeXIjc,as; .
Article 43: The opening of a company store is determined by a Prakas (ministerial order) of
the Ministry in Charge of Labor.

maRta 43
karebIkGaKarUbdanRtUvkMNt;ed
ayRbkasRksYgTTYlbnkvisykarg
ar .
The Labor Inspector monitors the operation of company stores whose management is
also shared by the elected representatives of the concerned workers. The Labor
Inspector has the authority to order a temporary shutdown of a company store until a
final decision is made by the Ministry in Charge of Labor.

GFikarkargarRtYtBinitkarRbRBwteT
AnGaKarUbdanEdlkmkrnieyaCitm
antMNageRCIserIsensamIkmkrnieya
CitcUlrYmkgkarRKb;RKgpg .
GFikarkargarGacbgMeGaybiTGaKa
rUbdanCabeNaHGasnrhUtdl;man
esckIsMercCasaBrBIrdmnIRks
YgTTYlbnkvisykargar .
SECTION VII

EpkTI 7
GUARANTEE

kicFana
Article 44: The employer cannot subject the signing or the maintaining of employment
contract to a cash guarantee or bond of any form.

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LABOR LAW (1997)

maRta 44 kgkarcuHkicsnakargar
bkarrkSakicsnakargarnieyaCkminGa
ctMrUveGayman
kicFanaCaR)ak;kasbCabNsiTi
NamYyeLIy
eTaHCakgrUbPaBNakeday .
SECTION VIII

EpkTI 8
CHARACTERISTICS OF LABOR CONTRACTOR

lkNkargarnkariyPar

Article 45: The labor contractor is a sub-contractor who contracts with an entrepreneur and
who himself recruits the necessary work force or workmen for the execution of
certain work or the provision of certain services for an all-inclusive price.

maRta 45 kariyParI
KWCaGnkTTYlkarBIshRKineRCIserIs
kmkr htBlikedayxngtam
RtUvkaredIm,IRbtibtikargar
bpl;esvaNamYyedayKitfsrub .
Such a contract must be in writing.

kicsnaenHRtUvEteFVICalaylkN_
GkSr .
Article 46: The exploitation or underestimation of workmen by the labor contractor or subcontractor is forbidden.

maRta 46 karekgykRbeyaCn_BIhtBlik
bkarvaybenakfedaykariyParIRt
UvhamXat; .
Article 47: The labor contractor is required to observe the provisions of this law in the same
manner as an ordinary employer and assumes the same responsibilities as the latter.

maRta 47
kariyParIRtUveKarBtambTb,Batinc,ab

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LABOR LAW (1997)

;enHdUcKnanwgnieyaCkFmta
ehIykgkrNIenH
RtUvTTYlxusRtUvdUcnieyaCkEdr .
Article 48: In case of insolvency or default by the labor contractor, the entrepreneur or the
manager of enterprise shall substitute for the contractor to fulfill his obligations to
the workers.

maRta 48
knugkrNIEdlkariyParIKanR)ak;ecjeGay
bkgkrNIEdlkariyParImin)anbMeBj
katBVkicsBVRKb;shRKin
bnaykshRKasRKwHsan
RtUvEtykxnCMnYsCnenH
edIm,IbMeBjkatBVkiccMeBaHkm
krnieyaCit .
The harmed workers, in such case, may file a case directly against the entrepreneur
or manager.

kalebIkmkrnieyaCitmanxUcRbeya
Cn_
kmkrnieyaCitGacbwgedaypal;Tl
;
nwgshRKinEtmg .

Article 49: The labor contractor is required to indicate his status, the name and address of the
entrepreneur, by affixing them to a place that is simply visible in each workshop,
storeroom, or work site where work is performed.

maRta 49 kariyParIRtUvbiTRbkasbBa
ak;enATINa
EdleKgayGacGan)ankgeragCagP
NaKar
bkardaneFVIkarnImYynUvzanr
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LABOR LAW (1997)

bs;xn
nignamGasydannshRKin .
Article 50: The entrepreneur shall constantly keep available a list of labor contractors with
whom he has contracted. This list, indicating the name, address, and status of the
labor contractor as well as the situation of each workplace, must be sent to the
Labor Inspectorate within seven whole days following the date of signing the labor
contract.

maRta 50
shRKinRtUvkan;CaeTogTat;nUvbBa
IraynamkariyParI
Edlxn)ancuHkicsnaCamYy .
bBaIenHEdlmanbBaak;nam
Gasydan
nigzannkariyParIRBmTaMgsanPaBnTI
kEng
eFVIkarnImYy
RtUvEtCUneTAGFikardankargarkgry
eBlR)aMBIrfeBjeRkayBIfeFVI
kicsnaCYlkariyaParIenH .
This period is extended to fifteen days for agricultural enterprises or business.

ryeBlenHRtUvkMNt;eGaydl;db;R)a
Mf
cMeBaHshRKasRKwHssanksikm .
CHAPTER III

CMBUkTI 3
APPRENTICESHIP

karhVwkhVWnkUnCag
SECTION I

EpkTI 1
NATURE AND FORM OF THE APPRENTICESHIP CONTRACT

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LABOR LAW (1997)

RbePT
nigTMrg;nkicsnasIBIkarhVwkh
VWnkUnCag
Article 51: The apprenticeship contract is one in which a manager of an industrial or
commercial establishment, an artisan or craftsman agree to provide or is entrusted
with complete, methodical and professional training to another person who
contracts, in return, to work for him as an apprentice under the conditions and for
a time period that have been agreed upon. This time period cannot exceed two
years.

maRta 51 kicsnahVwkhVWnkUnCag
KWCakicsnaEdlnaykRKwHsan]s
Sahkm bBaNiCkm sib,kr
bCagmak;TTYl
bRbKl;ParGb;rMviC
aCIveGay)aneBjelj
nigtamrebobbeckeTs
dl;buKlmak;eTot
EdlcuHkicsnafanwgCYyeFVIkarkg
zanCakUnCagtamlkxN
nigfirevlaEdl)anRBmeRBogKa .
firevlaenHminelIsBIBIrqaMeT .
Article 52: The apprenticeship contract must be in form of writing by natural deed or by
private agreement within a fortnight of its implementation, otherwise it is
considered null.

maRta 52
kicsnahVwkhVWnkUnCagRtUveFVIlixi
tCalaylkN_GkSr edaylixityfaPUt
bedaylixitkCnkgGDmasnkard
ak;eGayeRbIkicsnaenHebIBuMena
HesateTnwgTukCa
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LABOR LAW (1997)

emaX .
Article 53:

An apprenticeship contract shall be made up according to customary practices

of a profession if there are no rules established by the Labor Inspectorate, with
consent of representatives of the profession taught.

maRta 53
kalNaKanviFanGVIEdlGFikardan
kargareFVIedayRBmeRBogCamYyt
MNagviCaCIv
EdlbeRgoneTkicsnahVwkhVWnkU
nCagRtUveFVIeLIgedayeyaleTAtamTMen
omTMlab;nviCaCIve
naH .
The apprenticeship contract must contain:

kicsnaenHRtUvmancuH
1. The last name, first name, age, profession and address of the instructor.

1> eKatnam bktinam Gayu viC

aCIv niglMenAnRKU.
2. The last name, first name and address of the apprentice.

2> eKatnam bktinam

nigGasydankUnCag.

3. The last name, first name, profession and address of the apprentice's parents or
guardian or a person authorized by his parents.

3> eKatnam bktinam viCaCIv

nig lMenAmatabitakUnCag
bGaNaBa)al
bCnEdl)anGnuBaatGMBImatabi
ta .
4. The date and duration of the contract, as well as the trade for which the
apprentice is trained.

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LABOR LAW (1997)

4> kalbriecT nigfirevlakicsna

RBmTaMgmuxrbrnkUnCagRtUvero
n.
5. The conditions for the apprentice's remuneration and, if applicable, all benefits
in kind: food, accommodation or any other items agreed between both parties.

5> lkxNnkarpl;kMr
bpl;PsParepSgRbsinebImanGa
har lMenAehIy nigvteTot
EdlRBmeRBogrvagPaKITaMgsgxag .
6. The skill areas that the manager of the enterprise is contracted to teach the
apprentice.

6> muxviC
aEdlnaykshRKas)ancuHkicsnab
eRgonkUnCag .
7. Indemnity to be paid in case of termination of the contract.

7>
R)ak;bMNac;EdlRtUvecjeGaykgkr
NIrMlaykicsna .
8. The main obligations of the instructor and the apprentice.

8> katBVkicsMxan;rbs;RKU
nigrbs;kUnCag .
The apprenticeship contract must be signed by the instructor and the apprentice. In
case the apprentice is a minor, the contract can be signed by his legal representative and
the instructor. The Labor Inspector shall review, countersign and register the
apprenticeship contract.

kicsnahVwkhVWnkUnCagRtUvcuHh
telxaedayRKU nigkUnCag
elIkElgEtkgkrNIkUnCagCaGnItiCn
kicsnaenaHGaccuHhtelxaedayRKU
nigtMNagRsbc,ab;nkUnCagenaH .
GFikarkargarRtUvcuH
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LABOR LAW (1997)

eTARtYtBinitkicsnahVwkhVWnkUn
Cag ehIyRtUvcuHhtelxa nigcuHbBa
ikaelIkicsnaenaHpg.
SECTION II

EpkTI 2
TERMS OF APPRENTICESHIP CONTRACT

lkxNnkicsnakarhVwkhVWnkU
nCag
Article 54: No one can be an instructor or undertake an apprenticeship if he is less than
twenty-one years of age, and cannot justify having practiced, for at least two years, the
profession to be taught as a technician, trainer, craftsman or skilled worker.

maRta 54
CnNakedayminGaceFVICaRKU
bTTYlkarhVwkhVWnkUnCag)aneLIy
kalNaCnenaH
manGayuticCagmmYyqaM
ehIyBuMGacbBaak;fa)anRbkbviC
aCIvEdlbeRgonenHcMnYnBIrqaM
y:agtickgzanCaGkbeckeTsCaRK
UCaCag bnieyaCitCMnajeT .
The period of practice of his profession can be reduced to one year, if the
instructor has a diploma in theoretical and practical training from a recognized
school or a specialized training center.

eBlevlankarRbkbviC
aCIvrbs;RKUenHGacbnymkRtwmmYy
qaMebIRKUenaHmansBaabRtbNH
bNalGMBIRTwsInigkarGnuvtenAk
gsala
bmCmNlbNHbNalkeTsNamYy .
Article 55: No employer, instructor in charge of an apprenticeship can live in the same house
with female minor apprentices.
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LABOR LAW (1997)

maRta 55 nieyaCk
RKUEdlTTYlParhVwkhVWnkUnCag
minGacrs;enAkgpHCamYynwgk
UnCag RsIEdlCaGnItiCneT .
The capacity as an apprenticeship instructor or a person in charge of
apprenticeship is disqualified for:

RtUvGs;smtPaBCaRKU
bCaGkTTYlParhVwkhVWnkUnCa
g
1. Individuals who have been convicted of a crime.

1> CnEdlTTYlTNDkmBIbT]Rkid.
2. Individuals who have been guilty of behaving against the local traditional
customs.

2>
CnEdlmaneTasBIbTRbTUsnwgTMe
nomTMlab;Rsuk.
3. Individuals who have been imprisoned for stealing, fraud, misappropriation and
corruption.

3>
CnEdlmaneTasCab;XuMXaMgGMBIb
TlYc qe)ak KbM)at; GMeBIBukrlYy.
Article 56: A Prakas (ministerial order) of the Ministry in Charge of Labor shall determine
the occupation and types of work for which teenagers aged at least eighteen
are allowed to be an apprentice.

maRta 56
Rbkasrbs;RksYgTTYlbnkvisykargark
MNt;muxrbr nigRbePTkargarTaMgLay
EdleGayekgmanGayuy:agticdb;R)aMbIq
aMcUleFVICakUnCag .
Once his vocational skill training is adequate, the apprentice is no longer as an
apprentice but as a worker hereafter.

kalNakUnCag)anTTYlkarGb;rMecHsa
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LABOR LAW (1997)

t;CMnajxagviCaCIvehIy
kUnCagenHRtUvGs;zanCakUn
CagehIyRtUvmanzanCaCagteTA.
Article 57: Any enterprise employing more than sixty workers must have the number of
apprentices equal to one-tenth of the number of the workers in service of that
enterprise.

maRta 57
shRKasTaMgLayEdlmaneRbIR)as;kmkrni
eyaCiteRcInCaghuksibnak; RtUvEt
mankUnCagcMnYnesrInwgmYyPaKd
b;encMnYnkmkrnieyaCitEdleFVIkarkn
ugshRKasRKwHs
sanenaH .
The maximum number of apprentices employed in an enterprise, regardless of the total
number of workers, shall be determined by a Prakas of the Ministry in Charge of Labor
in accordance with the possible availability of personnel and materials.

cMnYnGtibrmankUnCagkgshRKas
eTaHmankmkrnieyaCitb:unanked
ay nwgRtUvmankMNt;
kgRbkasRksYgTTYlbnkvisykarg
ar EdleyaleTAtamlTPaBxagbuKlik
nigxag sMPar.
Derogation of the obligation stated in the first paragraph of this article can be endorsed
by a decision of the Labor Inspector for enterprises that have requested to pay an
apprenticeship tax whose amount and method of payment shall be set by a Prakas of the
Ministry in Charge of Labor.

bdib,BaticMeBaHkatBVkicnkfax
NTI 1 nmaRtaenH
Gacnwgyl;RBmeGaytamesckIsMerc
BI
GFikarkargar)ancMeBaHshRKasEdl)an

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LABOR LAW (1997)

eFVIBaksuMbg;BnGakrsMrab;karhV
wkhVWnkUnCag.
cMnYnTwkR)ak;
nigviFIbg;BnGakrnwgmanEcgedayRbka
sRksYgTTYlbnkvisykargar.
SECTION III

EpkTI 3
DUTIES OF INSTRUCTORS AND APPRENTICES

krNIykicnRKU nigkUnCag
Article 58: The instructor shall behave in loco parentis towards the apprentice, that is, watch
over his conduct and manners, either at home or outside, and inform his parents or their
representative of any serious offenses committed by the apprentice or any incorrect propensity
manifested. Moreover, the instructor must also inform the apprentice's parents, without delay,
in the case of illness, absence or any other problem, for their intervention.

maRta 58
RKURtUvkan;criyacMeBaHkUnCagrbs;x
ndUcCaBuklkgRKYsarKW
XaMemIlcriya nig
kiriyamaryaT eTaHkgpHkI
eRkApHkI
ehIyebI)aneXIjkUnCagRbRBwtkMhusF
n;NamYy b
RbRBwtlMeGogKngFm
RtUvR)ab;BukmaybtMNagnBuk
maykUnCageGay)andwg . m:ag
eTot
RKURtUvR)ab;BukmaykgkrNIEdl
kUnCagmanCMgW
bmineXIjmkeFVIkar bmanehtudT
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LABOR LAW (1997)

eTotEdlKYreGayBukmaydwgB
nigeFVIGnraKmn_kuMeGayyWtyUr
eLIy .
The instructor shall not employ an apprentice for an overwork or for any work or
service other than those related to the exercise of the apprentice's profession.

RKURtUveRbIkUnCagmineGayhYskMl

aMg ehIycMeBaHEtkargar
nigesvaNaEdlTak;Tgnwgkar RbkbviC
aCIvrbs;xnb:ueNaH .
Article 59: The instructor must progressively and completely teach the apprentice the
occupation that is the subject of the contract and, if applicable, provide him with every
facility or opportunity in the event of the apprentice wishing to take a course in a
vocational training school.

maRta 59
RKURtUvbeRgonkUnCageGay)anrIkcMerI
nehIyeGay)ansBVRKb;nUvrbrEdlCakmv
tu
nkicsna ehIyRtUvsMrYldl;kUnCag
kgkrNIEdlkUnCagmanbMNgcUleronk
gsala
Gb;rMviCaCIv.
At the end of the apprenticeship, a certificate attesting the execution of the contract by
both parties and the professional skill of the apprentice shall be awarded after an official
examination conducted by a neutral exam panel.

enATIbBab;nkarhVwkhVWn
nwgmanecjviBaabnbRtbBa
ak;karbMeBjkicsnanPaKIsmtPa
B viCaCIvnkUnCag
bnab;BIkarRblgCapvkardwknaMe
dayKNemRbeyaKGBaRkwt.
Article 60:

The apprentice shall obey and respect his instructor within the context of
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LABOR LAW (1997)

apprenticeship. He must assist the instructor in his work to the best of his ability. He
shall keep professional confidentiality.

maRta 60 kUnCagRtUvsab;bgab;
nigeKarBRKUkgRkbxNkarhVwkhVW
n RtUvCYyRKUkgkargartamsmtPaB
nigkMlaMgxn
ehIyRtUvrkSaTuknUvGafkM)aMgepSgk
gviCaCIv.
Article 61:

Any person who is convinced [convicted?] of having incited an apprentice to

break his contract shall be liable to an indemnity in favor of the manager of the
establishment or of the workshop that the apprentice has abandoned. The
indemnity must, in no case, not exceed the amount of actual damages suffered
by the former employer.

maRta 61
CnNaEdlBitCa)anBnl;ENnaMkUnCagNa
mak; eGaypac;kicsnahVwkhVWn
RtUvTTYlBinyeGayecjR)ak;bMNac
;dl;naykRKwHsan beragCag
EdlkUnCag)ane)aHbg;ecal .
R)ak;bMNac;enaH
minRtUveGayelIsBItMl
bg;xatBitR)akdnnieyaCkedImeLIy .
Any new apprenticeship contract made before the fulfillment of all the obligations or
termination of the preceding contract shall be null and void.

RtUvTuCaemaXedayeBjc,ab;
kicsnuafIxagkarhVwkhVWnkUnCa
gNamYy EdleFVIeLIgeday
minTan;)anbMeBjnUvkatBVkicTaMg
Gs;nkicsnamunbminTan;)anrMla
ynUvkicsnaenaHeT .
SECTION IV
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LABOR LAW (1997)

EpkTI 4
MONITORING OF APPRENTICESHIP

karRtYtBinitkarhVwkhVWnkUnCag
Article 62: A system for monitoring the apprenticeship, such as determining programs by
trade, supervision during the apprenticeship, final examination, methods for setting
up examination panel, etc., shall be determined by a Prakas (ministerial order) of
the Ministry in Charge of Labor.

maRta 62
rebobRtYtBinitkarhVwkhVWndUcCakark
MNt;kmviFItamrbrnImYy karRtYtBinit
kgeBlkMBughVwkhVWnkarRbLgecj
viFIeRCIstaMgKNemRbeyaKRblg.l.
RtUvkMNt;eday
RbkasRksYgTTYlbnkvisykargar .
The Prakas of the Ministry in Charge of Labor shall also clearly determine the
regulations regarding the duration of the apprenticeship, including the trial period,
according to the level of professional skill and technical and conceptual knowledge, as
well as all the apprentice's previous training and experience or professional progress
made during the course of the apprenticeship.

RbkasRksYgTTYlbnkvisykargark
RtUvkMNt;eGay)anc,as;las;Edr
GMBIbBatisIBIeBlevla
nkarhVwkhVWnedayKitTaMgeBlevla
sakl,gpg ehIyeyaleTAtamsmtPaBviC
aCIv nigcMeNHviC
abeckeTsRTwsIRBmTaMgkarhVwk
hVWn
bkarBiesaFEdlkUnCagmanBImunmk
b karlUtlas;xagviC
aCIvEdlkUnCag)anTTYlenAeBlhV
wkhVWn.
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LABOR LAW (1997)

SECTION V

EpkTI 5
TERMINATION OF APPRENTICESHIP CONTRACT

karrMlaykicsnankarhVwkhVWnkUnC
ag
Article 63: The apprenticeship contract is terminated lawfully:

maRta 63
kicsnankarhVwkhVWnkUnCagRt
UvrMlayecaledayeBjc,ab;
1. By the death of the instructor or the apprentice.

1- edaymrNPaBRKU bkUnCag
2. If the apprentice or the instructor is obliged to serve in the army.

2- kalNakUnCag bRKU
RtUvcUlbMerIkgkgTB
3. If the instructor or the apprentice is imprisoned for a felony or misdemeanor.

3- kalNaRKU bkUnCag
RtUvmaneTasCab;BnnaKarGMBIbT
]Rkid bmCim
4. By the closure of workshop or enterprise, specified in the above articles.

4- karbiTskmPaBeragCag
bshRKasdUcmancglkgmaRta
xagelI.
Article 64: An apprenticeship contract may be terminated at the request of one or both
parties, particularly in the following cases:

maRta 64
kicsnankarhVwkhVWnkUnCagG
acnwgrMlayecal
tamBaksuMnPaKITaMgsgxag
bPaKINamYyCaGaTkgkrNIdUct
eTAenH
1. In case either party does not comply with the stipulations of the contract.
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LABOR LAW (1997)

1kgkrNIEdlPaKINamYymineKarBta
m {x} nkicsna
2. In case of serious or usual violation of the provisions in this chapter.

2- edayehtumanbTelIsFn;
bFmtaenbBaOttiknugCMBUkenH
3. In case the apprentice obstinately does not respect internal regulations.

3kgkrNIEdlkUnCagcecsmineKarBb
TbBaapkg
4. If the instructor moves his residence to Sangkat (section ) or Khum
(commune) other than the one in which he lived at the signing of the contract.
Nevertheless, a request for termination of contract for this reason is acceptable
only within three months following the day when the instructor moved.

4kalNaRKUpas;pHeTAenAkgsg
at; bXuMNamYy
eRkABIsgat;bXuMEdlxnenAk
geBl
cuHkicsna
b:uEnBaksuMrMlaykicsnaEdle
yaleTAelIehtuplenHGacTTYl)an
EtkgryeBlbIEx
cab;taMgBIfEdlRKU)anpas;TIlMe
nA .
Either party considered to be damaged by the unjustifiable termination of
apprenticeship contract, can demand for a compensation from the other party.

kalebIPaKINamYyyl;eXIjfamanTTYlk
arxUcxateRBaHEtkarrMlaykicsn
ahVwkhVWnkUnCag
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LABOR LAW (1997)

edayKanehtuplPaKIenaHGacTamTa
resahuyCMgWcitBIPaKImageTot .
CHAPTER IV

CMBUkTI 4
THE LABOR CONTRACT

kicsnakargar
SECTION I

EpkTI 1
SIGNING AND EXECUTION

karcuH
nigkarRbtibtikicsnakargar
Article 65: A labor contract establishes working relations between the worker and the
employer. It is subject to common law and can be made in a form that is agreed
upon by the contracting parties.

maRta 65 kicsnakargar
KWCakicsnaEdlbegIteGaymankarTak
;TgEpkkargarrvag kmkrnieyaCit
nignieyaCk.
kicsnaenHRtUvenAeRkamviFan
GaCJaKti ehIyGacnwgeFVIeTAtam
TMrg;EdlPaKITaMgsgxagRBmeRBog
Ka .
It can be written or verbal. It can be drawn up and signed according to local custom.
If it needs registering, this shall be done at no cost.

kicsnaenHGaceFVICalaylkN_GkSr
bedaymat;TeT .
{kicsnaenHGacsresr nig
cuHhtelxaeTAtamTMlab;Rsuk}
ehIyRbsinCaRtUvcuHbBaika
kRtUveFVIeday\tbg;BnGVIeLIy .
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LABOR LAW (1997)

The verbal contract is considered to be a tacit agreement between the employer

and the worker under the conditions laid down [stated] by the labor regulations,
even if it is not expressly defined.

kci s naeFIVedaymat;TTRtvU
TukdUc
CamankarRBmeRBogrvagnieyaCk nig
kmkrnieyaCiktamlkxN
EdlmanEcgkgbTbBaakargar
eTaHbIminmanbBaak;c,as;
las;keday .
Article 66: Everyone can be hired for specific work on the basis of time, either for a fixed
duration or for an undetermined duration.

maRta 66
Cnmak;GaceFVIkarykQl)anEttameBl
evla eTaHkgfirevlakMNt;kI cMeBaH
kickarNamYyCakMNt;eTaHkgfir
evlaminkMNt;kI .
Article 67:

maRta 67
1. A labor contract signed with consent for a specific duration must contain a
precise finishing date.

1- enAeBlcuHhtelxaelIkicsna
kargarEdleFVIeLIgedaykarRBmeR
Bog
KaedaymankMNt;firevlaBitR)akd
RtUvEtmanEcgkalbriecTc,as;las;
nkarcab;epIm
nigbBab;kicsnaenaH.
2. The labor contract signed with consent for a specific duration cannot be for a
period longer than two years. It can be renewed one or more times, as long as
the renewal does not surpass the maximum duration of two years.

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LABOR LAW (1997)

2kicsnakargarEdleFVIeLIgedaykar
RBmeRBogKa
edaymankMNt;firevlaBitR)akd
minGacmanryeBlelIsBIBIrqaM)an
eLIy .
kicsnaenHGacbnsaCafImg
beRcIndg)an
drabNakarbnsaCafIenaHmanfirev
laGtibrmaminelIsBIBIrqaM.
Any violation of this rule leads the contract to become a labor contract of undetermined
duration.

karGnuvtpynwgviFanxagedImnaM
eGaykicsnakargarenaHkayCakic
snuaEdlKankMNt;fir
evlaBitR)akd .
Sometimes, this contract may have an unspecified date when it is drawn up for:

CYnkalkicsnakargarenHGacmankal
briecTkMNt;minBitR)akd
RbsinebIkicsnaenaH
RtUv)aneFVIeLIgedIm,I

replacing a worker who is temporarily absent;

r:ab;rgCMnYskmkrnieyaCitNamn
ak; EdlGvtmanCabeNaHGasn

work carried out during a season;

kargarryeBlmYyrdUv
occasional periods of extra work or a non-customary activity of the
enterprise.

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LABOR LAW (1997)

kMeNInmgmalnkargar
bskmPaBxusFmtarbs;shRKas.

This duration is then finished by:

dUecHfirevlaEdlkicsnaRtUvbB
ab;
the return to work of the worker who was temporarily absent or the termination
of his labor contract;

enAeBlEdlkmkrnieyaCitNamak;
EdlGvtmanCabeNaHGasnenaH
RtLb;mkeFVIkarvij
bkarpac;kicsnakargarrbs;km
krnieyaCitTaMgenaH

the end of the season;

enAeBlcb;rdUv
*0 the end of the occasional period of extra work or of the non-customary
activity to the enterprise.

enAeBlkMeNInmgmalnkargar
bskmPaBxusFmtarbs;shRKasR
tUvbBab; .

4. At the signing of the contract, the employer must inform the worker of the

eventually [?] sensitive issues and the approximate duration of the contract.

4enAeBlcuHkicsnanieyaCkRtUvC
UndMNwgdl;kmkrnieyaCiteGay)an
yl;GMBIcMNuc
sMxan;Cayfaehtu
nigGMBIfirevlaRbhak;RbEhlnkics
na .
5. Contracts without a precise date can be renewed at will as many times as

possible without losing their validity.

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LABOR LAW (1997)

5kicsnamankalbriecTminc,as;las
;TaMgLayGacRtUveFVIsaeLIgvijeda
yesrICaeRcIn
dg ehIyKan)at;bg;KuNPaBeLIy .
6. Contracts of daily or hourly workers who are hired for a short-term job and

who are paid at the end of the day, the week or fortnight period, are considered
to be contracts of fixed duration with an unspecified date.

6RtUvcat;TukdUcCakicsnamankM
Nt;firevlaBitR)akd
EtmankalbriecTminc,as;las;
KWkicsnarbs;kmkrnieyaCitRbc
aMf
bRbcaMem:agsMrab;muxrbrmYyr
yeBlxI
EdlTTYlR)ak;QlenAcugfcugs)a
h_ bcugGDmas .
7. A contract of fixed duration must be in writing. If not, it becomes a labor

contract of undetermined duration.

7kicsnakargarmankMNt;firevlaBit
R)akd RtUveFVIVCalaylkN_GkSr .
ebImineFVICalaylkN_GkSreT
kicsnakargarenH
kayCakicsnuaKankMNt;firevla
BitR)akd .
8. When a contract is signed for a fixed period of or less than two years, but the

work tacitly and quietly continues after the end of the fixed period, the
contract becomes a labor contract of undetermined duration.

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LABOR LAW (1997)

8- enAeBlNakicsnaEdleFVIeLIg
edaymankMNt;firevlaBitR)akdticCa
g
besInwgBIrqaMRtUvbnedayes
tsat;enAeBlputkMNt;enaH
kicsnaRtUvcat;TukCa
kicsnaKankMNt;firevlaBitR)akd
.
Article 68: A contract for a probationary period cannot be for longer than the amount of time
needed for the employer to judge the professional worth of the worker and for
the worker to know concretely the working conditions provided. However, the
probationary period cannot last longer than three months for regular employees,
two months for specialized workers and one month for non-specialized
workers.

maRta 68
karcuHkicsnasakl,gminGacmanfirevla
elIskalbriecTCacaM)ac;sMrab;eGay
nieyaCkvinicyviC
aCIvnkmkrnieyaCitehIynigsMrab;
kmkrnieyaCitsal;y:agCak;
c,as;nUvlkxNnkargarEdleKpl;
[enaHeLIy .
eTaHbIy:agNakedaykkarcuHkics
nasak
l,gkargar
minGacmanfirevlaelIsBIbIExeTcMeBa
HnieyaCitBIrExcMeBaHkmkrkeTs
nig mYyExcMeBaHkmkrFmta .
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LABOR LAW (1997)

The round travel [trip] costs incurred by a worker during the probationary period
when working far from his habitual residence are to be covered by the employer.

esahuyeTAmksMrab;kmkrnieyaCi
tsakl,g
EdlRtUveTAeFVIkarqayBIlMenAFm
ta RtUvenAkgbnknieyaCk .
Article 69: Within the framework of his contract, the worker shall perform all of his
professional activities for the enterprise. Primarily, he must do the work for which
he is hired, and perform it by himself with due care and attention.

maRta 69
enAkgRkbxNnkicsnakmkrnie
yaCitRtUvbeBajRKb;skmPaBviCaCIvr
bs;xndl;
shRKas
.CaGaTkmkrnieyaCitRtUveFVIkarEd
leKCYleGayeFVI
ehIyGnuvtkargarenaH
edayxng
nigedayykcitTukdak; .
However, outside working hours, the worker can engage in any professional
activities that are not in competition with the enterprise for which he works or that
are not harmful to the agreed process of performance, unless there is an agreement
to the contrary.

kb:uEneRkABIem:ageFVIkar
kmkrnieyaCitenaHGaceFVIskmPa
BxagviCaCIv
EdlminRbNaMgRbECgnwgshRKasEd
lxnbMerIbeFVIeGayxUcdMeNIrk
arEdl)anRBmeRBog
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LABOR LAW (1997)

Ka
elIkElgEtmankarRBmeRBogpyBIe
nH .
Article 70: Any clause of a contract that prohibits the worker from engaging in any activity
after the expiration of the contract is null and void.

maRta 70
RtUvcat;TukCaemaXedayeBjc,ab;n
UvxNamYynkicsnaEdlhamXat;k
mkr
nieyaCitmineGayeFVIskmPaBGVIm
YybnTab;BIkicsna)anputrlt; .
SECTION II

EpkTI 2
SUSPENSION OF THE LABOR CONTRACT

karBrkicsnakargar
Article 71: The labor contract shall be suspended under the following reasons:

maRta 71
kicsnakargarRtUvBredaymUlehtud
UcxageRkam
1. The closing of the establishment following the departure of the employer to
serve in the military or for a mandatory period of military training.

1- karbiTRKwHsanedayehtuniey
aCkRtUvbMeBjkatBVkickargarm
atuPUmibkgryeBlCa
katBVkicRtUveronviCa eyaFa .
2. The absence of the worker during obligatory periods of military service and
military training.

2GvtmannkmkrnieyaCitkgeBlR
tUvbMeBjkatBVkickargarmatuPU
mi
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LABOR LAW (1997)

nigkgryeBlCakatBVkicRtUver
on viCaeyaFa .
3. The absence of the worker for illness certified by a qualified doctor. This
absence is limited to six months, but can, however, be extended until there is a
replacement.

2- GvtmannkmkrnieyaCitkg
krNImanCgWEdlmanRKeU
BTpv kar)anbBaak;
RtwmRtUv. fri
evlaGvtmanenaHRtUvmankMNt;
RtwmR)aMmYyEx
b:uEnGacsnarrhUtdl;
manGkCMnYs .
4. The period of disability resulting from a work-related accident or occupational
illness.

4eBlGak;xaneFVIkaredayehtumaneR
KaHfak;kargar
bmanCMgWkgviCaCIv.
5. The leave granted to a female worker during pregnancy and delivery, as well as
for any post-natal illness.

5karQb;sMrakEdl)anGnuBaateGay
sICakmkrnieyaCit
kgkasmanKP
nigsMralkUnRBmTaMgmanCMgW
bNalmkBIsMralkUn .
Absence of the worker authorized by the employer, based on laws, collective
agreements, or individual agreements.

6GvttmanenkmkrnieyaCitEdlnieyaCk)
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LABOR LAW (1997)

anGnuBaattamc,ab;tamkarRBmeRB
ogrYm
bkaryl;RBmerogxn .
7. Temporary layoff of a worker for valid reasons in accordance with internal
regulations.

7karbBab;kmkrnieyaCitknugmYyr
yedaymanmUlehtusmRsbtambTbB
aapkg .
8 .The absence of a worker during paid vacations, including an incidental travel
period as well.

8GvttmanenkmkrnieyaCitknugkasQb;s
MrakedaymanR)ak;QledayKitbEnm
TaMgfirevlaeFVIdMeNIrCayfaehtupg
.
9. The incarceration of a worker, without a later conviction.

9karXat;xoUnenkmkrnieyaCitEdlmi
nbNtaleGayCab;BiruT .
10. An act of God that prevents one of the parties from fulfilling his obligations, up
to a maximum of three months.

RbFanskiEdlbNaleGayPaKINa
mYybMeBjkatBVkicmin)ankgr
yeBl
minelIsBIbIEx.
11. When the enterprise faces a serious economic or material difficulty or any
particularly unusual difficulty, which leads to a suspension of the enterprise
operation. This suspension shall not exceed two months and be under the
control of the Labor Inspector.

11eBlNaEdlshRKasCYbkarlM)akEpkes
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LABOR LAW (1997)

dkic bsMParFn;Fr
bkarlM)akCaBiessNamYyEdlnaM[B
rskmPaBshRKasminelIsBI
BIrEx .
karBuUrskmPaBenH RtUvdak;
[sitenAeRkamkarRtYtBinitrbs;GFikar
kargar
An employer can terminate a suspended contract provided that the reasons for the
suspension have been remedied and he has given prior notice in accordance with
the law.

nieyaCknwgGacbBab;karBrkic
snakargar)an
luHRtaNaEtbuBVehtuTaMgLaynkar
Br
kicsnaenH)anputrlt;ehIyluHRtaN
aEtnieyaCk)aneGaydMNwgmuntam
c,ab;eTotpg.
Article 72:

maRta72
1. The suspension of a labor contract affects only the main obligations

of the contract, that is, those under which the worker has to work for
the employer, and the employer has to pay the worker, unless there
are provisions to the contrary that require the employer to pay the
worker.

1- karBrkicsnakargar
naMeGayb:HBal;cMeBaHEtkatBVkic
sMxan;nkicsnakargar
eBalKWkatBVkicEdlkmkrnieyaCit
RtUveFVIkareGaynieyaCknigkatBVk
icEdlnieyaCkRtUvpl;R)ak;Qldl
;kmkrnieyaCit
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LABOR LAW (1997)

elIkElgEtmanbTb,BatipyEdlkM
Nt;eGaynieyaCk
pl;R)ak;Ql[kmkrnieyaCit.
Other obligations such as furnishing of accommodation by the employer, as well as the
worker's loyalty and confidentiality towards the enterprise, continue to be in effect
during the period of suspension.

kgfirevlankarBrkicsnaenH
katBVkicdTeTotCaGaTKWkatBVki
crbs;nieyaCk
kgkarpl;kEngsak;enA
kdUcCakatBVkicrbs;kmkrnieyaCi
tEdlRtUvEtesaHRtg;
nigrkSakarsMgat;rbs;shRKasenAEtbn
dEdl.
2.

The suspension of a labor contract does not lead to a suspension of the union's
mandate or the workers' representatives.

2>karBrkicsnakargarminbNal
eGaymankarBrGaNtinshCIB
bGaNttientMNag
kmkrnieyaCiteLIy .
3. Unless otherwise specified, periods of suspension are taken into account when
calculating employment seniority.

3- elIkElgEtmanbTb,Batipyfirevl
ankarBrkicsnaRtUvykmkKits
Mrab;
KNnaGtItPaBkargar .
SECTION III

EpkTI 3
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LABOR LAW (1997)

TERMINATION OF THE LABOR CONTRACT

karrMlaykicsnakargar
A. Labor Contracts of Specific Duration

k- kicsnakargarEdlmankMNt;firevla
Article 73: A labor contract of specific duration normally terminates at the specified ending
date. It can, however, be terminated before the ending date if both parties are in
agreement, on the condition that this agreement is made in form of writing in the
presence of a Labor Inspector and signed by the two parties to the contract.

maRta 73
kicsnakargarEdlmankMNt;firevla
RtUvputrlt;tamFmtanUveBldl;kalk
MNt; .
b:uEnkicsnaenHGacrMlaymunk
alkMNt;tamkarRBmeRBogrbs;PaKIT
aMgsgxag
kglkxNEdlkarRBmeRBogen
HeFVIeLIgCalaylkN_GkSr
enAcMeBaHmuxGFikarkargar
nigcuH
htelxaedayPaKITaMgBIrnkicsn
a.
If both parties do not agree, a contract of specified duration can be canceled
before its termination date only in the event of serious misconduct or Acts of God.

ebIKankarRBmeRBogrbs;PaKITaMg
sgxageT
kicsnaEdlmankMNt;firevlaBitR)a
kd
GacrMlaymunkalkMNt;)anEtkgkr
NIEtmankMhusFn;
bkrNIRbFanski .
The premature termination of the contract by the will of the employer alone for reasons
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LABOR LAW (1997)

other than those mentioned in paragraphs 1 and 2 of this article entitles the worker to
damages in an amount at least equal to the remuneration he would have received until
the termination of the contract.

karrMlaykicsnaedayqnrbs;nieya
CkEtkgmunkalkMNt;
eRkABImUlehtuEdlmanEcgkgkfax
NTI 1nigTI 2
nmaRtaenHebIksiTieGaykmkr
nieyaCitTTYlCMgWcitEdlmancMnYn
y:agticesInwgR)ak;QlEdlkmkrnie
yaCit
RtUv)anTTYlrhUtdl;eBlcb;kicsna .
The premature termination of the contract by the will of the worker alone for reasons
other than those mentioned in paragraphs 1 and 2 of this article entitles the employer to
damages in an amount that corresponds to the damage sustained.

karrMlaykicsnaedayqnrbs;kmkr
nieyaCitEtEkEgeRkABImUlehtuEdl)an
EcgkgkfaxNTI 1 nigTI
2nmaRtaenH
ebIksiTieGaynieyaCkTTYlCMgWcite
sInwgkarxUcxatrbs;xnEdl )
anpl;eGaykmkrnieyaCit .
If the contract has a duration of more than six months, the worker must be informed of
the expiration of the contract or of its non-renewal ten days in advance. This notice
period is extended to fifteen days for contracts that have a duration of more than one
year. If there is no prior notice, the contract shall be extended for a length of time
equal to its initial duration or deemed as a contract of unspecified duration if its total
length exceeds the time limit specified in Article 67.

RbsinebIkicsnamankMNt;firevlaelI
sBIR)aMmYyEx
kmkrnieyaCitRtUv)aneKCUndMNwgC
amun
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cMnYndb;fGMBIkarputrlt;nkicsn
a bkarminbneLIgvijnkicsna .
ryeBlCUndMNwgmunenH
RtUvkMNt;eGaydl;db;R)aMfcMeBaHkic
snaEdlmanfirevla
elIsBImYyqaM .
ebIKankarCUndMNwgmuneT
kicsnaRtUvbnkgfirevlaesIKanw
gfirevla
Edl)ancuHkicsnaRKadMbUg
bRtUvcat;TukfaCakicsnuaKankM
Nt;firevlaBitR)akd
ebIfirevlasrubnkarbnkicsnaena
H
elIsBIfirevlaEdlmankMNt;kgmaRta
67 .
At the expiration of the contract, the employer shall provide the worker with the
severance pay proportional to both the wages and the length of the contract. The
exact amount of the severance pay is set by a collective agreement. If nothing is
set in such agreement, the severance pay is at least equal to five percent of the
wages paid during the length of the contract.

enAeBlbBab;kicsna
nieyakCkRtUvpl;eGaykmkrnieyaCit
nUvR)ak;bMNac;bBab;kicsna
enaHEdlsmamaRtnwgR)ak;Qlpg
smamaRtnwgfirevlankicsnapg
ehIyEdlcMnYn
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LABOR LAW (1997)

R)ak;bMNac;enHmankMNt;kgGnus
BaarYm.ebIKankMNt;kgGnusBa
arYmeT R)ak;bMNac;enHy:agtic
RtUvesIR)aMPaKrynR)ak;QlEdlk
mkrnieyaCit)anebIkenAkgryeBl
nkicsna .
If a contract of unspecified duration replaces a contract of specified duration upon the
latter's expiration, the employment seniority of the worker is calculated by including
the periods of both contracts.

RbsinebIkicsnuaEdlKankMNt;firevl
aBitR)akd
CMnYskicsnaEdlmankMNt;firevlaBi
t R)akdenAeBlcb;
kicsna
GtItPaBkargarenkmkrnieyaCitRtUv
)anKitedayykfirevlankicsnaTaM
gBI
rmkbUkbBalKa .
In every case of contract termination, the worker can require the employer to provide
him with an employment certificate.

RKb;krNInkarrMlaykicsnakargark
mkrnieyaCitGactMrUveGaynieyaCke
cjviBabnbRtkargardl;xn .
B. Labor Contracts of Unspecified Duration

x- kicsnakargarmanfirevlaminkMNt
Article 74: The labor contract of unspecified duration can be terminated at will by one of the
contracting parties. This termination shall be subject to the prior notice made in writing
by the party who intends to terminate the contract to the other party.

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maRta 74
kicsnakargarEdlmanfirevlaminkMNt;
GacrMlaytamqnPaKIEtmag)an .
karrMlaykicsnaenHRtUvGnuvteT
AtamrebobeGaydMNwgmunCalaylk
N_GkSr
EdlPaKImanbMNgcg;rMlaykicsnaRt
UveGayeTAPaKImageTot .
However, no layoff can be taken without a valid reason relating to the worker's
aptitude or behavior, based on the requirements of the operation of the enterprise,
establishment or group.

kb:uEntKankarbBab;NamYyGace
FVIeTA)anedayKanehtuplsmrmuTa
k;Tgnwgsm,Ta
bcriyaenkmkrnieyaCiteyaleTAelIPa
BcaM)ac;ndMeNIrrbs;shRKas
rbs;RKwHsan
brbs;RkumeLIy .
Article 75: The minimum period of a prior notice is set as follows:

maRta 75
firevlaEdlRtUveGaydMNwgmunRtU
vkMNt;CaGb,brmadUcteTA
*1 Seven days, if the worker's length of continuous service is less than six months;

- R)aMBIrf
ebIkmkrnieyaCit)aneFVIkarCab;k
gshRKasticCagR)aMmYyEx .
*2 Fifteen days, if the worker's length of continuous service is from six months to
two years;

- db;R)aMf

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ebIkmkrnieyaCit)aneFVIkarCab;k
gshRKasBIR)aMmYyExrhUtdl;BI
rqaM .
*3 One month, if the worker's length of continuous service is longer than two
years and up to five years.

- mYyEx
ebIkmkrnieyaCit)aneFVIkarCab;k
gshRKaselIsBIBIrqaMrhUtdl;R)
aMqaM .

*4 Two months, if the worker's length of continuous service is longer than five
years and up to ten years.

- BIrEx
ebIkmkrnieyaCit)aneFVIkarCab;k
gshRKaselIsBIR)aMqaMrhUtdl;
db;qaM .
*5 Three months, if the worker's length of continuous service is longer than ten
years.

- bIEx
ebIkmkrnieyaCit)aneFVIkarCab;k
gshRKaselIBIdb;qaM .
The method for calculating the length of service of workers who are not employed
on a monthly basis shall be determined by a Prakas (ministerial order) of the
Ministry in Charge of Labor.

rebobKitcMnYneBleFVIkareRkABIkm
krnieyaCiteFVIkarRbcaMExRtUvkM
riteday
RbkasRksYgTTYlbnkvisykargar
.
Article 76: Any article of a labor contract, of an internal regulation, or any other individual
agreement that sets the prior notice period to be less than the minimum set forth in this
provision shall be null and void.
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maRta 76
RbkarNamYynkicsnakargar bTbBa
apkg
bkaryl;RBmerogxndTeTot
EdlkMNt;firevlaeGaydMNwgmunticCa
gfirevlaGb,brmaEdlmanEcgkgbTb,Ba
tienH
RtUvTukCaemaXedayeBjc,ab; .
Article 77: The termination of a labor contract at will on the part of the employer alone,
without prior notice or without compliance with the prior notice periods, entails the
obligation of the employer to compensate the worker the amount equal to the wages
and all kinds of benefits that the worker would have received during the official notice
period.

maRta 77
karrMlaykicsnakargartamqnennieya
CkEtEkEgKaneGaydMNwgmunbmineK
arBtam
ryeBlnkareGaydMNwgmun
tMrUveGaynieyaCkecjR)ak;TUTat;dl;k
mkrnieyaCit
mancMnYnesIKanwgR)ak;Ql
ehIynigGtRbeyaCn_RKb;RbePTEdlk
mkrnieyaCitRtUv)ankg
ryeBleGaydMNwgmun
EdleKmin)aneKarBRtwmRtUv .
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.
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maRta 78
kareGaydMNwgmunCakatBVkicsMrab;
GnuvtkgRKb;shRKas
bRKwHsanEdlmanEcgkgmaRta 1
nc,ab;enH
cMeBaHkmkrnieyaCitkdUcCacMeB
aHnieyaCk kalNanrNamak; )
ansMerccitpac;kicsnaEtkg .
b:uEncMeBaH
kmkrnieyaCitEdleKbBaAb;edayehtu
pleRkABIkMhusFn;ehIyEdlrkkar)aneFVIe
dayPam
enaH GacQb;GMBI
shRKasmuncb;ryeBl
EdlRtUveGaydMNwgmunmin)ac;bg;eTAn
ieyaCknUv
R)ak;bMNac;TUTat;GVIeT .
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.

maRta 79 kgryeBleGaydMNwgmun
kmkrnieyaCitenshRKasmansiTiQ
b;eFVIkarBIrf kgmYys)ah_
eday)anR)ak;QleBjedIm,IEsVgrkk
argarmYyfIeTot.
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.

fQ b; nH RtvU EtKti Ql
tamGRtaFmt aenebovtSkmkrnei

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LABOR LAW (1997)

yaCiteTaHviFI KI
tR)ak;Qmanlrebobya: gNak eday
.R)ak;QlenHRtUvKitbBalTaM

gkMrbnab;bnSM
pg .
Article 80: For task-work or piecework, the worker usually cannot abandon the task that he
has been assigned before it has been finished.

maRta 80 cMeBaHkargarem:Akar
btambrimaNplitpltamFmtakmkr
nieyaCitminGace)aHbg;
kargarEdlCaParrbs;xnmunnwg)a
nbMeBjcb;sBVRKb;eT .
However, for 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 can do so as long as he notifies the other party eight days
in advance.

b:uEncMeBaHkargarEdlmanryeBlyU
r
EdlBuMGaceFVIehIymunryeBlmYyEx
PaKImagEdlcg;
eGayrYcBIkatBVkicnkicsnaeda
ymanFurepSg
GacrYcBIkatBVkic)an
luHRtaEteGaydMNwgPaKImageTotc
MnYnR)aMbIfmun .
Article 81: Throughout the notice period, the employer and the worker shall be bound to
carry out the obligations incumbent on them.

maRta 81 kgryeBleGaydMNwgmun
nieyaCk nig
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kmkrnieyaCitRtUvEteKarBkatBVki
cTaMgLay
EdltMrUvelIxn .
Article 82: The contracting parties are released from the obligation of giving prior notice
under the following cases:

maRta 82
PaKITaMgLaymin)ac;eKarBkatBVkic
eGaydMNwgmunkgkrNIdUcteT
A
1. For a probation or an internship specified in the contract.

- kgkrNIcUleFVIkarsakl,g
bkmsikSaEdlmanEcgknugkicsn
a .
2. For a serious offense on the part of one of the parties.

kgkrNImankMhusFn;nPaKINa
mYy .

3. For Acts of God that one of the parties is unable to meet his obligations.

kgkrNIRbFanskiEdlPaKImag
minGaceKarBkicsnarhUtteTA)a
n.
Article 83: The following are considered to be serious offenses:

maRta 83 RtUvTukCamankMhusFn;
KWkMhusTaMgLaydUcmanerobrab;xage
RkamenH
On the Part of the Employer

k- kMhusrbs;nieyaCk
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;
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1- kll,ice)akbeBaatEdleRbIedIm,I
Tak;TajkmkrnieyaCiteGaycuHkic
snakglk
xNEdlkmkrnieyaCitenHc,as;C
aminyl;RBmpgeT
ebIxnBuM)anRtUveKe)akbeBa
at .
2. Refusal to pay all or part of the wages;

2karminRBmebIkR)ak;QleGayTaM
gGs; bmYyPaKxH .
3. Repeated late payment of wages;

3karyWtyUrCaeRcInelIkkgkarebIkR)ak
;Ql .
4. Abusive language, threat, violence or assault;

4- kareCrRbmaf karkMEhgKMram
GMeBIeXareXA bkarvaydM .
5. Failure to provide sufficient work to a piece-worker;

4- karmin)anRbKl;kargareGay)an
RKb;RKan;dl;kmkrnieyaCitEdlTTY
leFVIkargartambrimaNplitpl .
6. Failure to implement labor health and safety measures in the workplace as
required by existing laws.

5- karminRbtibtiviFankarGnam
yBlkmnigsntisuxBlkmEdlmank
MNt;kgbTb,Bati
CaFrman .
B. On the Part of the Worker

x- kMhuskmkrnieyaCit
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LABOR LAW (1997)

1. Stealing, misappropriation, embezzlement;

1- karlYc karRbvBa karKbM)at;

.
2. Fraudulent acts committed at the time of signing (presentation of false
documentation) or during employment (sabotage, refusal to comply with the
terms of the employment contract, divulging professional confidentiality).

2- GMeBIEkgkaybnMkgeBlc
uHkicsna
{karbgajlixitsamEkgkay
bkgeBlkMBugRbtibti
kicsna}viecaTkm
karminRBmRbtibtitam
{x}nkicsna
kargar pSayGafkM)aMgxagviC
aCIv .
3. Serious infractions of disciplinary, safety, and health regulations.

3- elIsFn;cMeBaHviFanxagviny
snisux nigGnamy .
4. Threat, abusive language or assault against the employer or other workers.

4- karkMEhgKMram eCrRbmaf
vaydMnieyaCk
bkmkrnieyaCitEeTot .
5. Inciting other workers to commit serious offenses.

5karjHjg;kmkrnieyaCitEeToteGayR
bRBwttkMhusFn; .
6. Political propaganda, activities or demonstrations in the establishment.

6- kareXasnaskmPaB
b)atukmneya)aykgRKwHsan
.
Article 84: Pending the creation of the Labor Court, the common court has the jurisdiction to
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LABOR LAW (1997)

determine the magnitude of offenses other than those included in the preceding
article.

maRta 84
enAeBlminTan;begIttulakarkargar
tulakarGaCJaKtiRtUvmanParvaytMlTMg
n;
kMhusTaMgLayeRkABIkMhusEdlma
nEcgkgmaRtaxagelIenH .
Article 85: The employer may find himself unable to meet his obligations in the context of
Article 82 - paragraph 3, particularly in the following cases:

maRta 85 tamnynmaRta 82
vakxNTI 3
nieyaCkKanlTPaBbMeBjxsnak
gkrNI CaGaTdUcteTA
1. The closing of the establishment by public authorities.

1karbiTTVarshRKasEdlraCkarsaFarN
tMrUveGaybiT .
2. Catastrophe (flooding, earthquake, war) that cause material destruction and
make it impossible to resume work for a long time. For death of the employer
that causes the closure of the establishment, the workers are entitled to an
indemnity equal to that of the notice period.

2- mhnray {TwkCMnn; rBayEpndI

sgam}EdlbNaleGayGnraysMPar
minGaceGay
bnkargar)anGs;eBly:agyUr .
mrNPaBnnieyaCkEdlbNaleGaybiTTVa
rRKwHsan
ebIksiTieGaykmkrnieyaCit)anR)ak;bM
Nac;esInwgryeBleGaydMNwgmun .
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LABOR LAW (1997)

Article 86: The worker may find himself unable to meet his obligations in the context of
Article 82 - paragraph 3, particularly in the following cases.

maRta 86 tamnynmaRta 82
vakxNTI 3
kmkrnieyaCitKanlTPaBbMeBjxsnak
g
krNICaGaTdUcteTA
1. Chronic illness, insanity, permanent disability;

1- CMgWrauMr: viklcrit
PaBBikarCanic.
2. Imprisonment.

2- karmanpnaeTasdak;BnnaKar.
[For] the cases cited in the first paragraph above, the employer cannot be released
from his obligation to give prior notice.

kgkrNIEdlerobrab;kgvakxN
TI
1xagelIenHnieyaCkminGacrYckatB
VkicEdlRtUveGay
dMNwgmunbBab;eT.
Article 87:

If a change occurs in the legal status of the employer, particularly by

assignment or inheritance, sale, merger or transference of fund to form a
company, all labor contracts in effect on the day of the change remain binding
between the new employer and the workers of the former enterprise.

maRta 87
kalebIEkERbsanPaBKityutiFmnnieyaCk
manCaGaTeday]traFikar {karbnmrtk}
karlk;karbBalmUlniFi
bkarpas;brmUlniFi
kardak;CaRkumhun
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30enaHkicsnakargarTaMgLayEdlk
MBugRbtibtimkdl;fmanEkERbena
HRtUvsitenAdEdlr
vagnieyaCikfI
nigkmkrnieyaCitkgshRKasRKwHss
ancas; .
The contracts cannot be terminated except under the conditions laid down in the
present Section.

karrMlaykicsnaGaceFVIeTA)anEtkgT
Mrg;
niglkxNdUcmanEcgkgEpken
HRsab; .
The closing of an enterprise, except for Acts of God, does not release the employer
from his obligations as stated in this section III. Bankruptcy and judicial liquidation are
not considered as Acts of God.

karbBab;skmPaBshRKas
minebIkkaseGaynieyaCk)anrYcGMBIkatB
VkicEdlmanEcgkg EpkTI 3
enHeTevorElgEtkg krNRI bFansk i
.FnkSy nigkarCrM HbBI a
pv tulakamin RtvU
cat;TukCakrNIRbFanskie T .
Article 88: In businesses of a seasonal nature, as per list determined by a Prakas of the
Minister in Charge of Labor, the layoff of workers at the end of a work period
cannot be considered as dismissal, and does not result in any compensation.
However, the lay-off shall be announced at least eight days in advance by a written
notice conspicuously posted at the main entry of each work site, and if applicable,
on each boat on which there is a work site.

maRta 88
enAkgshRKasEdlmanlkNeFVIkartamrdUv
dUcmanbBaIEdlkMNt;eday
RbkasRksYgTTYlbnkvisykargar
karEdleGaykmkrnieyaCitQb;enAeBlcb;ka
rgar
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minGaccat;TukCakaredjecaleT
nigminRtUv[manR)ak;bMNac;GVIeT
b:uEnRtUveGaydMNwgBIkar
bBab;enaHcMnYnR)aMbIfmuny:ag
tic
edaykarbiTRbkaseGayeKeXIjc,as;enAn
wgekagTVarFM
sMrab;cUlkardanehIynigenAelInava
nImYyRbsinebImankardanenAelIen
aH .
C. Indemnity for Dismissal

K- R)ak;bMNac;beNjecj
Article 89: If the labor contract is terminated by the employer alone, except in the case of a
serious offense by the worker, the employer is required to give the dismissed
worker, in addition to the prior notice stipulated in the present Section, the
indemnity for dismissal as explained below:

maRta 89
RbsinebIkicsnakargarRtUvbBab;ed
ayqnrbs;nieyaCkEtmag
evorElgEtkgkrNI
EdlkmkrnieyaCitmankMhusFn;
nieyaCkRtUvEteGayeTAkmkrnieyaCitE
dlxoUnbBab;
eRkABIGtRbeyaCn_nkareGaydMNwg
mundUcmanEcgkgEpkenHRsab;nU
vR)ak;bMNac;beNj
ecjEdlmankMritdUcteTA
*6 Seven days of wages and fringe benefits if the worker's length of continuous
service at the enterprise is between six and twelve months.

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- R)ak;Ql
nigR)ak;bnab;bnSMcMnYnR)aMBIrfcMe
BaHkmkrnieyaCit Edl)aneFVIkar
Cab;Caniccab;BIR)aMmYyExeTAdl;db;
BIrEx .
If the worker has more than twelve months of service, an indemnity for dismissal
will be equal to fifteen days of wages and fringe benefits for each year of service.
The maximum indemnity cannot exceed six months of wages and fringe benefits.
If the worker's length of service is longer than one year, time fractions of service of
six months or more shall be counted as an entire year.

- firevlaeFVIkarelIsBIdb;BIrExeTA
R)ak;bMNac;beNtjecjRtUvKNnaesInwg
R)ak;Ql
RBmTaMgR)ak;bnab;bnSMcMnYndb;R)
aMfkgmYyqaMkargar
.R)ak;bMNac;beNjecjGtibrma
minGacelIsR)ak;QlnigR)ak;bnab;bn
SMR)aMmYyExeT .
The worker is also entitled to this indemnity if he is laid off for reasons of health.

ebIfirevlaeFVIkarelIsBImYyqaM
ehIymanRbPaKfirevlaeFVIkarcab;BIR)aMmY
yExeLIg RtUvKitesI
nwgmYyqaMeBj.R)ak;bMNac;enHkR
tUvebIkeGayeTAkmkrnieyaCitEdr
kgkrNIbBab;edaymanCMgW.
Article 90: Indemnity for dismissal must be granted to the worker and, if applicable, he can
also claim damages even though the contract was not terminated by the employer,
but the latter, through his evil actions, pushed the worker into ending the contract
himself. If the employer treats the worker unfairly or repeatedly violates the terms
of the contract, he also has to pay indemnities and damages to the worker.

maRta 90
R)ak;bMNac;enkarbeNtjecjRtUvEtebIkeGayk
mkrnieyaCit ehIykmkrnieyaCitenaH
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LABOR LAW (1997)

kGacTamTarCMgWcit)aneTaHbIkarpac;ki
csnaminEmneFVIedaynieyaCkkIkb:uEn
nieyaCikenH)an
CMrujedayGMeBIGaRkk;rbs;xneGayeXIjc,a
s;fakmkrnieyaCit)anpac;kicsnaedayx
ng .
kalebInieyaCk)aneRbIkmkrnieyaCiteday
GyuttiFm bedayrMelaPjwkjab;elI
{x}xHnkicsnaenH
kRtUvsgR)ak;bMNac;
nigCMgWcitdl;kmkrnieyaCitEdr .
D. Damages

X- esahuyCMgWcit
Article 91: The termination of a labor contract without valid reasons, by either party to the
contract, entitles the other party to damages.

maRta 91
karrMlaykicsnakargartamqnpal;nPaKI
NamYy edayKanehtuplRtwmRtUvenaH
GacebIksiTi[PaKImageTotTarsgesahuyC
MgWcit)an .
These damages are not the same as the compensation in lieu of prior notice or the
dismissal indemnity.

esahuyCMgWcitenHminRtUvRcLMK
aCamYynwgR)ak;bMNac;TUTat;CYskare
GaydMNwgmun
bCamYynwgR)ak;bMNac;beNjecjeT .
The worker, however, can request to be given a lump sum equal to the dismissal
indemnity. In this case, he is relieved of the obligation to provide proof of damage
incurred.
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kmkrnieyaCitGacTamTarR)ak;bMNac;e
bIkpac;mYy
EdlmancMnYnesInwgR)ak;bMNac;beN
j
ecj .
kgkrNIenHkmkrnieyaCitRtUv)anrYcBIk
atBVkicEdlRtUvpl;PstagbBa
ak;BIkar
xUcxatrbs;xn .
Article 92:

When a worker has unjustly breached a labor contract and takes a new job, the
new employer is jointly liable for damages caused to the former employer if it is
proven that he has encouraged the worker to leave the former job.

maRta 92
kalNakmkrnieyaCitmnak;cUleTAeFVIkarkEn
gfIeTot eRkayBI)anrMlaykicsna
kargarrbs;xnedayrMelaPc,ab;nieya
CkfIRtUvTTYlxusRtUvrYmKnacMeBa
Hkarbg;xatnnieyaCkedImRbsinebIrke
TAeXIjmanPstagfanieyaCkfI)aneFV
IGnraKmn_kgkarQb;eFVIkarnkm
krnieyaCitenaH .
Article 93: Any worker who was engaged to furnish his services may, upon expiration of the
contract, demand from his employer a certificate of employment containing
primarily the starting date of employment, the date of departure, and kind of job
held, or, if applicable, the jobs held successively as well as the periods during
which the jobs were held.

maRta 93
kmkrnieyaCitEdl)ancuHkicsnaeFVIkareG
ayeKGacnwgTarGMBInieyaCkxn
enAeBlputkMNt;kicsnaPamnUvviBa
abnbRtkargarmYyEdlbBa
ak;Cadac;xatGMBIkalbriecTEdlxne
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FVIkarkgshRKas
fEdlxnQb;eFVIkar
ehIynigRbPBnmuxrbr
bmuxrbrEdlkan;kab;bnbnab;mk
RbsinebImanRBmTaMgfirevlaEdl)ankan
;kab;muxrbr .
The refusal to supply this certificate obliges the employer to pay damages to the
worker.

karminRBmecjviBaabnbRt
tMrUveGaynieyaCksgesahuyCMgWcit
dl;kmkrnieyaCit .
The certificates supplied to workers are exempt from all stamp and registration
tax, even if they contain items other than those mentioned in the preceding
paragraph, as long as these items do not include any bond, receipt or any
agreement liable to ad valorem duties.

viBaabnbRtEdlecjeGayeTAkmkrnie
yaCitRtUvrYcBnEtmRb nigBn
Rbfab;RtaeTaHbImancuHesckIbBa
ak;epSgeToteRkABIesckIbBa
ak;dUcEcgkgvKxagedImke
day kgRKaNaEdlesckIbBa
ak;TaMgenHKanlkcNCakatBVkicbCa
bgan;dbCa
kicRBmeRBogGVIm:agEdltMrUveGa
ybg;GakrtamsmamaRt .
The phrase "free from all engagement" and all other terms indicating the normal
expiration of a labor contract, the professional qualifications and the services
rendered are included in this exemption.

rUbmnKanCab;kicsna
ehIynigrUbmneTotEdlbBa
ak;karputkicsnakargar
edayRtwmRtUvKuNsm,tixagviC
aCIvRBmTaMgesvaEdl)anbMeBjehIyR
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LABOR LAW (1997)

tUv)anrYcBndUcKa .
Any harmful statement that could prejudice the employment of a worker are
formally prohibited.

esckIbBa
ak;NaEdleFVIedayKMnitBa)aTbNale
Gayb:HBal;dl;muxrbrenkmkrnieyaCite
nHRtUvhamXat;mineGaydak;Cadac;xat
.
Article 94: Without prejudice to the provisions of Article 91, the damages owed in the case of
a breach of the labor contract without valid reasons, as well as those owed by the
employer as per the provisions of Article 89 above, are determined by the
competent court and based on local custom, the type and importance of the
services rendered, the worker's seniority and age, the pay deductions or payments
for a retirement pension, and, in general, on all circumstances that can justify the
existence and the extent of the harm incurred.

maRta 94
edayminKitdl;bTb,BatiTaMgLaynmaRta
91 xagelIesahuyCMgWcitEdlRtUveGay
kgkrNIpac;kicsnuakargaredayKan
ehtuplRtwmRtUv
RBmTaMgesahuyCMgWcitEdl
nieyaCkRtUvbg;tambTb,BatinmaRta
89xagelIenH
RtUvsMercedaytulakarmansmtkic
edayEpktamTMlab;Rsuk tamRbePT
nigtamTMhMnesvaEdl)ancuHkicsna
tamGtItPaB
tamGayuenkmkrnieyaCit
tamR)ak;Edlkat;Tuk
bsMrab;esaFnnivtn_ ehIy

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LABOR LAW (1997)

CaTUeTAtamRKb;kaleTsEdlGacbBa
ak;karxUcxatEdlekItmaneLIg
nigTMhMnkarxUc
xatenaH .
E. Mass Layoff

g- karbBab;BIkargarrYmKa
Article 95: Any layoff resulting from a reduction in an establishment's activity or an internal
re-organization that is foreseen by the employer is subject to the following
procedures:

maRta 95
karbBab;kargaredaymkBIkarbnsyskmPaBe
nRKwHssanbmkBIkarerIerobcMpkgEdl
nieyaCkmanbMNgeFVIRtUvRbtibtitamnIti
viFIdUcteTA

*0

The employer establishes the order of the layoffs in light of professional

qualifications, seniority within the establishment, and family burdens of the
workers.

nieyaCkRtUverobcMlMdab;nkarbBa
b;kargar
edayKiteTAtamKuNsm,tinviCaCIv
GtItPaB kgRKwHsan
nigbnkRKYsarenkmkrnieyaCit .

*1

The employer must inform the workers' representatives in writing in

order to solicit their suggestions, primarily on the measures for a prior
announcement of the reduction on the affected workers.

nieyaCkRtUveGaydMNwgCalaylkN_
GkSreTAtMNagkmkrnieyaCitedIm,IT
TYlesckIesIGMBICnenHCaGaT
viFankarsMrab;R)ab;munnUvkarbny
cMnYnbuKliknigviFankar
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LABOR LAW (1997)

edIm,IeFVIeGaykar
bnybuKlikenaHb:HBal;CaGb,rmaeT
AelIssanPaBnsamIkmkr
nieyaCit .
The first workers to be laid off will be those with the least professional ability,
then the workers with the least seniority. The seniority has to be increased by
one year for a married worker and by an additional year for each dependent
child.

Cabzm
RtUvbBab;kargarkmkrnieyaCitNaEd
lmansm,TaxagviCaCIvGn;CageK .
bnab;mk
kRtUvbBab;kmkrnieyaCitEdlman
GtItPaBticCageKGtItPaBenH
RtUvtMelIgmYyqaMsMrab;kmkrniey
aCitNaEdlmanKURskrehIynigmYyqa
MEfmeTotkgkUnnImYyenAkgbn
k .
The dismissed workers have, for two years, priority to be re-hired for the same
position in the enterprise.

kmkrnieyaCitEdleKRtUvbBaAb;BIkar
garenHRtUv)anrkSaTukrvagBIrqaMn
UvGaTiPaBkgkarTTYleGayeFVIkarvij
kgmuxgarRbePTdUcKakgshRKa
s.
Workers who have priority for re-hire are required to inform their employer of any
change in address occurring after the layoff.

kmkrnieyaCitEdlmanGaTiPaBTTYleGay
eFVIkarRtUveGaydMNwgeTAnieyaCkG
MBIkarpas;

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LABOR LAW (1997)

br
GasydanCadrabcab;taMgBIfecjBIR
KwHsanmk .
If there is a vacancy, the employer must inform the concerned worker by sending a
recorded delivery or registered letter to his last address. The worker must appear
at the establishment within one week after receiving the letter.

kgkrNIEdlmankEngTMenr
nieyaCkRtUvR)ab;samIxntamsMbuRtGn
usidEdlmanbBaak;fa
)
anTTYlehIybsMbuRtCUnpal;dEdlmancu
Hhtelxafa)anTTYlehIyehIyEdlepJIeTAGasy
dan
cugeRkaybgs;nkmkrnieyaCit
.kmkrnieyaCitRtUveTAbgdajxoUnenARKw
HssanenaH
kgryeBlR)aMbIfy:agyUrbMputcab;
taMgBIfTTYlsMbuRteGay
dMNwg .
The Labor Inspector is kept informed of the procedure covered in this article. At
the request of the workers' representatives, the Labor Inspector can call the
concerned parties together one or more times to examine the impact of the
proposed layoffs and measures to be taken to minimize their effects.

RtUvpl;CUnGFikarkargarnUvBtmanG
MBInItiviFIEdlmanEcgkgmaRtaenH .
tamsMeNIrbs;tMNagkmkrnieyaCitGFik
arkargarGacekaHGeBa
IjPaKIsamIeGaycUlrYmkgsvna
karmYyelIk beRcInelIk
edIm,IBinitGMBIplvi)akbNalmkBIkarb
Bab;kmkrnieyaCit
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LABOR LAW (1997)

nigviFankarTaMgLay
Edlkat;bnyplvi)aknkarbBab;enH .
In exceptional cases, the Minister in Charge of Labor can issue a Prakas
(ministerial order) to suspend the layoff for a period not exceeding thirty days in
order to help the concerned parties find a solution. This suspension may be
repeated only one time by a Prakas of the Ministry.

kgkrNIBiess
rdmnIRksYgTTYlbnkvisykargarG
acecjRbkas eGayBrkarbBab;kmkr
nieyaCitmYyryeBlEdlminelIsBIsamsib
f
edIm,ICYyPaKIsamIrkeXIjnUvdMeNaHRs
aymYy .
karBuUrenHGaceFVICafImtgeTotKt;ed
ayRbkasrbs;RksYg .

CHAPTER V

CMBUkTI 5
COLLECTIVE LABOR AGREEMENTS

GnusBaarYmnkargar
Article 96:

maRta 96
The purpose of the collective agreement is to determine the working and employment
conditions of workers and to regulate relations between employers and workers as well
as their respective organizations. The collective agreement can also extend its legally
recognized roles to trade union organizations and improve the guarantees protecting
workers against social risks.
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LABOR LAW (1997)

1GnusBaarYmmaneKalbMNgkMNt;lkxN
kargar nigmuxrbrrbs;kmkrnieyaCit
nigRKb;
RKgTMnak;TMngrvagnieyaCk
nigkmkrnieyaCit
RBmTaMgrvagGgkarnieyaCk
nigGgAkarkmkr
nieyaCit.GnusBaarYmkGacBRgIktYnaT
Irbs;xntamc,ab; eTAdl;GgkarshCIB
ehIynigeFVI
eGaylRbesIrdl;kicFanakarBarkmkrnie
yaCitTl;nwghaniPysgm.
The collective agreement is a written agreement relating to the provisions provided for
in Article 96 - paragraph 1. The collective agreement is signed between:

2- GnusBaarYm
KWCakicRBmeRBogCalaylkN_GkSr
EdlTak;Tgdl;bTb,BatiTaMgLay
EdlmanEcgkgmaRta96 kfaxNTI 1.
GnusBaarYmRtUveFVIeLIgedayRBmeRB
ogKarvag
a) one part: an employer, a group of employers, or one or more organizations
representative of employers; and

k- mYycMENkKWnieyaCkmak;
nieyaCkmYyRkumbGgkarmYybGg
kareRcIn
tMNageGay nieyaCk.
b) the other part: one or more trade union organizations representative of
workers. With derogation of [Notwithstanding] the above principle, during
the transitional period that there is no trade union organization
representative of workers in an enterprise or establishment, a collective
agreement can be made between the employer and the shop stewards who
have been duly elected as per the conditions of Section III, Chapter XI.

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LABOR LAW (1997)

xmYycMENkeTotKWGgkarshCIBmYy
bGgkarshCIBeRcIn
tMNageGaykmkrnieyaCit.edaybdi
b,BatineKalkarN_xagelI
kgryeBlGntrkalEdlKanGgAkarsh
CIBtMNagkmkrnieyaCitknugshRKa
s
GnusBaarYmGaceFVIeLIgedayRB
meRBogKa rvagnieyaCk nig
RbtiPUbuKlik
Edl)ane)aHeqateRCIserIsRtwmRtU
vtamlkxNEdlEcgkgEpkTI
3 nCMBUkTI 11.
3. The collective agreement is concluded for a definite term or for an indefinite

term. When it is for a definite term, this term may not exceed three years. At
its expiration, it shall remain in effect unless it has been canceled, on the
condition of keeping a three months' notice, by either party. When the
collective agreement is concluded by shop stewards under the exceptional
conditions laid [stated] in paragraph 2 of this article, the term of such
agreement is not to exceed one year. When the collective agreement is
concluded for an indefinite term, it can be canceled, but it continues to be in
effect for a period of one year to the party that forwarded a complaint to
cancel it. The notice of cancellation does not prevent the agreement from
being implemented by the other signatories.

3- GnusBaarYmRtUv)anRBmeRB
ogeFVIeLIgedaymankMNt;firevlaB
itR)akd
bedayKankMNt;firevlaBitR)akd.
RbsinebIRtUv)anRBmeRBogeFVIe
LIgedaymankMNt;

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LABOR LAW (1997)

firevlaBitR)akd
firevlaenHminGacelIsBIbIqaMeT.
ebIdl;eBlRtUvbBab;kicRBmeR
Bog
ehIyKanPaKINamYy
kgcMeNamPaKITaMgBIreFVIkarbd
iesFGnusBaarYmkglkxN
n
karrkSaTukeBlCUndMNwgmunbI
ExenaHeT
GnusBaarYmenaHRtUvcat;Tukfa
mantMlCaFrman.
kalNaGnusBaarYmRtUv)anRBm
eRBogedayRbtiPUbuKliktamlk
xNnbdib,BatiEdlmanEcgk
gkfaxNTI 2
nmaRtaenHGnusBaarYmEbben
HmanfirevlaminelIsBImYyqaMeT.
kalNaGnusBaarYmRtUv)anRBme
RBogKakgfirevlaminkMNt;Gnu
sBaarYmenaHGacRtUveKbwgb
diesF
b:uEnGnusBaarYmenaHenAEt
man

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LABOR LAW (1997)

tMlGnuvtkgryeBlmYyqaMc
MeBaHGkEdl)anbwg
bdiesFGnusBaarYmenaH.
karbwgbdiesFGnusBaarYmmin
bgCa]bsKdl;kar
tMkl;GnusBaarYmenaH
sMrab;GnuvtrvagPaKIdTeTotEdl)
anRBmeRBogKacuHhtelxa
elIGnusBaarYmenaHeLIy.
4. Collective agreements shall specify their scope of application. This can be an

enterprise, a group of enterprises, an industry or branch of industry, or one or

several sectors of economic activities.

4- GnusBaarYmRtUvbBa
ak;GMBIEdnGnuvtrbs;xn.
EdnGnuvtenHGacCashRKasmYy
shRKas
mYyRkumeragcRk]sSahkmmYy
beragcRk]sSahkmmYyEpk
bkskmPaBesdkicmYyEpk
beRcInEpk.
Article 97: The provisions of a collective agreement shall apply to employers concerned and
all categories of workers employed in the establishments as specified by the
collective agreement.

maRta97 bTb,BatinGnusBaarYm
RtUvGnuvtteTAelIkmkrnieyaCitRKb;Rbe
PTCasamICn
EdleFVIkarkgRKwHsandUc)ancg
lRsab;kgGnusBaarYmenaH.

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LABOR LAW (1997)

Article 98:

maRta98
1. The provisions of collective agreements can be more favorable toward workers
than those of laws and regulations in effect. However, the collective
agreements cannot be contrary to the provisions on the public order [policy] of
these laws and regulations.

1bTb,BatiTaMgLaynGnusBaarYm
Gacpl;plRbeyaCn_dl;kmkrnieyaCiteR
cInCag
bTb,BatiTaMgLaync,ab;
nigbTb,BatiCaFrman.
b:uEnbTb,BatinGnusBaarY
m
minGacpynwgbTb,BatisIBIs
Nab;Fab;saFarNnc,ab;
nigbTbBaaTaMgenaHeT.
2. Any provisions of labor contracts between employers and workers, already
covered by a collective agreement, that are less favorable than the provisions
provided for in this collective labor agreement shall be nullified and must be
replaced automatically by the relevant provisions of the collective agreement.

2- bTb,Batinkicsnakargarr
vagnieyaCknigkmkrnieyaCitEdl
manCab;Tak;Tgnwg
Gnu
sBaarYmrYcmkehIyehIyeGayplti
cCagbTb,BatiEdlmanEcgkgG
nusBaa

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LABOR LAW (1997)

rYmenH RtUvTuk
CaemaXehIyRtUvykbTb,Batik
gGnusBaarYmmkCMnYsvij
CasVyRbvti.
3. A collective agreement of an enterprise or an establishment can adapt to the
provisions of a collective agreement covering the wider scope of application
that is applicable to the enterprise under the special conditions of the enterprise
or the establishment in question. The collective agreement of the enterprise or
establishment can include new provisions and clauses that are more favorable
to workers.

3- GnusBaarYmnshRKas
bRKwHsan
GacsMrbsMrYleTAnwgbTb,Bati
nGnusBaa
EdlmanEdnGnuvtTUlMTUlayCag
ehIyEdlGacGnuvtenAkgshRKa
s kglkxNBiessrbs;
shRKasbRKwHsanEdlBak;Bn.
GnusBaarYmnshRKas
bRKwHsanGacmanbTb,Bati
nigRbkarfIIEdlpl;plRbeyaCn_Rb
esIrCag
dl;kmkrnieyaCit.
In the event of agreements covering the wider scope of application applicable to
an enterprise or establishment, the provisions of these agreements must be
adapted accordingly by the collective agreement of the enterprise or
establishment.

kgkrNImanGnusBaaEdlmanEd
nGnuvtTUlMTUlayCag
RtUvGnuvtenAkgshRKas
bRKwHsanbTb,BatiTaMgLay
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LABOR LAW (1997)

nGnusBaarYmrbs;shRKas
bRKwHsanenaH
RtUvsMrbsMrYleTAtambTb,Bati
nGnusBaaEdlmanEdnGnuvtTUlMT
UlayCagenaH.
Article 99:

At the request of a professional organization of workers or employers that is

representative in the relevant scope of application, or on its own initiative, the
Minister in Charge of Labor, after consultation with the Labor Advisory
Committee, may extend all or some of the provisions of a collective agreement
to all employers and all workers included in the occupational area and scope of
this agreement.

maRta99
tamesckIsuMrbs;GgkarxagviC
aCIvenkmkrnieyaCit bnieyaCk
EdlCatMNag
enAkgEdnGnuvtBak;Bnbta
mkarepImKMnitrbs;xnpal;
rdmnIRksYgTTYlbnk
visykargareRkayEdl)anesIeyabl;
KNkmkarRbwkSakargarrYc
GacsMruHsMrYleGay
eRbIbTb,BatixH
bTaMgRsugnGnusBaarYmcMeBaHn
ieyaCknigkmkrnieyaCit
EdlsitenAkgEpnkaviCaCIv
nigEdn GnuvtGnusBaaenaH.
Article 100: In the absence of a collective agreement, the Ministry in Charge of Labor, after
having received approval from the Labor Advisory Committee, can issue a
Prakas (ministerial order) to lay the working conditions for a particular
occupation.

maRta100

Page 87

LABOR LAW (1997)

enAeBlEdlminTan;manGnusBaarY
m
RksYgTTYlbnkvisykargarGacec
j
Rbkasdak;lkxNkargarsMrab;
viC
aCIvNamYyBitR)akdeRkayEdl)an
TTYleyabl;kPaBGMBIKNkmkarR
bwkSakargar.
Article 101: The Prakas of the Ministry in Charge of Labor shall determine:

maRta101
RbkasRksYgTTYlbnkvisykargark
MNt;
a) the conditions and methods for implementing the procedure for extending the
scope of application as specified in Article 99;

k- bNalkxN
nigTMrg;EbbbTdak;eGayGnuvtnIti
viFIBRgIkEdnGnuvt dUcmanEcg
kgmaRta 99.
b) the conditions and methods for implementing the regulatory procedure set
out in Article 100;

x- bNalkxN
nigTMrg;EbbbTdak;eGayGnuvtn
nItiviFIbTbBaa
dUcmanEcgkgmaRta 100.
c) the methods for registering, filing, publishing and posting the collective
agreements;

K- bNaTMrg;EbbbTcuHbBaika
kartMkl; karpSBVpSay

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LABOR LAW (1997)

nigkarbiTpSayGnusBaarYm.
d) the methods for monitoring the enforcement of those agreements, in case of
necessity.

XbNaTMrg;EbbbTnkarRtYtBinitkarG
nuvtGnusBaaTaMgenaH
kgkrNIcaM)ac;.
CHAPTER VI

CMBUkTI 6
GENERAL WORKING CONDITIONS

lkxNTUeTAnkargar
SECTION I

EpkTI 1
WAGE

R)ak;Ql
A. Wage Determination

k- karkMNt;R)ak;Ql
Article 102: For the purposes of this law, the term "wage", irrespective of what the
determination or the method of calculation is, means the remuneration for the
employment or service that is convertible in cash or set by agreement or by the
national legislation, and that shall be given to a worker by an employer, by virtue
of a written or verbal contract of employment or service, either for work already
done or to be done or for services already rendered or to be rendered.

maRta102 tamnync,ab;enH
BakfaR)ak;Ql eTaHbIkarkMNt;
brebobKity:agNak
edaymannyfaQlkargar
bQlesvaEdlGacKitCaR)ak;)an
bkMrit)aneday

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LABOR LAW (1997)

karRBmeRBog Ka
bedayc,ab;CatiehIyEdlnieyaCkRtUve
bIkeGaykmkrnieyaCit
tamkicsnaCYlkargar
besvaedaylaylkN_GkSrbedaymat;T
eT eTaHcMeBaHkargar
Edl)aneFVIkI bEdlRtUveFVIkI
cMeBaHesvaEdl)anbMeBj
bRtUvbMeBjkI.
Article 103: Wage includes, in particular:

maRta103
R)ak;QlmanCaGaTdUcteTA
*0 actual wage or remuneration;

- R)ak;QlsuTsaF

*1 overtime payments;

- R)ak;em:agbEnm
*2 commissions;

- kMreCIgsa

*3 bonuses and indemnities;

- buBVlaP nigR)ak;bMNac;
*4 profit sharing;

- PaKkmkgR)ak;cMeNj

*5 gratuities;

- R)ak;EdlebIkCargVan;
*6 the value of benefits in kind;

- tMlGtRbeyaCn_Cavt

*7 family allowance in excess of the legally prescribed amount;

viPaCn_RKYsarsMrab;PaKEdlelIsB
ITwkR)ak;RtwmRtUvtamc,ab;
*8 holiday pay or compensatory holiday pay;
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LABOR LAW (1997)

- viPaCn_sMrab;karQb;sMrak
bbMNac;sMrab;TUTat;karQb;sM
rak
*9 amount of money paid by the employer to the workers during disability and
maternity leave.

cMnYnR)ak;EdlnieyaCkRtUvpl;eG
aykgeBl)at;bg;smtsPaBBlkm
nigkgeBllMEh matuPaB.

Wage does not include:

minRtUvrab;bBalCamYyR)ak;Q
l
*10

health care;

- karBa)alsuxPaB
*11

legal family allowance;

*12

travel expense;

- viPaCn_RKYsartamc,ab;
- esahuyeFVIdMeNIr

*13

benefits granted exclusively to help the worker do his or her job.

-

GtRbeyaCn_Edlpl;eGayCaBiessc
MeBaHkmkrnieyaCitedIm,IsMrYlk
ar
bMeBjmuxgar.
B. Guaranteed Minimum Wage

x- R)ak;QlGb,brmaEdlRtUvFana
Article 104: The wage must be at least equal to the guaranteed minimum wage, that is, it
must ensure every worker of a decent standard of living compatible with human
dignity.

maRta104

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LABOR LAW (1997)

R)ak;Qly:agticNas;kRtUveGayesIn
wgR)ak;QlGb,brma EdlRtUvFana
eBalKWra:b;rgkmkrnieyaCitRKb;r
UbeGaymankMBs;CIvPaBsmrmeTA
tamesckIffr
rbs; mnusS.
Article 105: Any written or verbal agreement that would remunerate the worker at a rate less
that the guaranteed minimum wage shall be null and void.

maRta105
GnusBaarYmCalaylkN_GkSr
bedaymat;TeTNaEdltMrUveGayQleTA
kmkrnieyaCitedayGRtaTabCagR)
ak;QlGb,brmaEdlRtUvFana
RtUvTukCaemaX
ehIyKan plGVIeLIy.
Article 106: For work of equal conditions, professional skill and output, the wage shall be
equal for all workers subject to this law, regardless of their origin, sex or age.

maRta106
cMeBaHkargarEdlmanlkxNDesIKna
PaBbuinRbsb;xagviCaCIv nigplEdleFVI
)
anesIKaR)ak;QnUlRtUveGayesIK
adl;kmkrnieyaCitTaMgGs;EdlsitenA
eRkamvaT
c,ab;enH eTaHmanedImkMeNIt
ePTbGayuy:agNakeday.
Article 107:

maRta107
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LABOR LAW (1997)

1. The guaranteed minimum wage is established without distinction among

professions or jobs. It may vary according to region based on economic
factors that determine the standard of living.

1- R)ak;QlGb,brmaEdlRtUvF
ana
RtUverobcMeLIgedayminKitfav
iCaCIvNa bmuxrbrNa
eLIy.R)ak;QlGb,brmaEdlRtU
vFanaenaHGacERbRbYl
eTAtamPUmiPaK
tamlkNesdkicEdlsMrab;k
MNt;lkxNCIvPaB.
2. The minimum wage is set by a Prakas (ministerial order) of the Ministry in
Charge of Labor, after receiving recommendations from the Labor Advisory
Committee. The wage is adjusted from time to time in accordance with the
evolution of economic conditions and the cost of living.

2- R)ak;QlGb,brmaEdlRtUvF
ana
RtUvkMNt;edayRbkasRksYgTT
Ylbnk
visykargarbnab;BI)anTTYleya
bl;rbs;KNkmkarRbwkSakargar.
R)ak;QlGb,brmaenHRtUvEksM
rYleTAtamdMNak;kalnkarvivts
anPaBesdkic
nigtMlCIvPaBrs;enA.
3. Elements to take into consideration for determining the minimum wage shall
include, to the extent possible:

3FatupSMTaMgLayEdlRtUvykmkKNn
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LABOR LAW (1997)

asMrab;kMNt;kMritR)ak;QlGb,br
ma RtUvmany:ag
ehacNas;dUcteTA
a) the needs of workers and their families in relation to the general level of
salary in the country, the cost of living, social security allowances, and
the comparative standard of living of other social groups;

kesckIRtUvkarrbs;kmkrnieyaCit
nigRKYsaredayEpkelIkMritR)ak
;ebovtS
CaTUeTAkgRbeTstMlCIvPaBr
s;enAtavkalikEpksnisuxsgm
nigkMritCIvPaB
eRbobeFobBIRkummYyeTARku
m mYy.
b) economic factors, including the requirements of economic development,
productivity, and the advantages of achieving and maintaining a high level
of employment.

xktaTaMgLaynvisyesdkic
rYmTaMgtMrUvkarnkarGPivDe
sdkicplitPaB
nigplRbeyaCn_EdlRtUvsMerceGa
y)an)annUvkMritdx<s;nmuxrb
r.
Article 108: For task-work or piecework, whether it is done in the workshop or at home, the
wage must by calculated in a manner that permits the worker of mediocre ability
working normally to earn, for the same amount of time worked, a wage at least
equal to the guaranteed minimum wage as determined for a worker.

maRta108 cMeBaHkargarem:Akar
btambrimaNplitpl

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eTaHeFVIenAeragCag benAlMenA
keday
R)ak;QlRtUvKity:agNaeGaykm
krnieyaCitEdlmankarbuinRbsb;mF
meFVIkarCa
Fmta)anTTYlkgfirevlaeFVIkardE
dl
nUvR)ak;Qly:agticesInwgR)ak;
QlGb,brma
EdlRtUvFanaehIyEdlkMNt;sMrab;k
mkrnieyaCit.
Article 109: Minimum wages established by virtue of this law must be permanently posted in
the workplace and in payment and recruitment offices.

maRta109
)ak;QlGb,brmaEdlkMriteLIgedayc,a
b;enH
RtUvbiTCaGciny_enAkgbnb;
eFVIkarkgkariyalyebIkR)ak;
nigenATITTYleGayeFVIkar.
Article 110: The employer shall include the commissions or gratuities, if any, when
calculating remuneration for paid holiday, dismissal indemnity in the event of
dismissal and for damages in the event of termination of the labor contract
without prior notice, or for an abusive breach of the labor contract. The
calculation is based on the average monthly commissions or gratuities previously
received over a period not to exceed the twelve months of service up to the date
of leave or termination of work.

maRta110 bBalR)ak;kMreCIgsa
bR)ak;rgVan;
RbsinCamankgkarKitR)ak;

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QlenAeBlQb;sMrakmanR)ak;Q
l nigenAeBlKitR)ak;bMNac;beNj
ecjkgkrNIEdl
RtUvedjecalehIynigenAeBlKitesah
uyCMgWcit;kicsnakargar
edayminR)ab;munbkrNIpac;kic
snakargarenHedayrMelaPc,ab;.
viFIKitR)ak;epSgxagelIenH
RtUvKittamR)ak;kMreCIgsabrgV
an;CamFmRbcaMExEdlFab;
)
anebIkBImunmkkgryeBleFVIka
rminhYsBI
db;BIrExKitmkTl;nwgfecjBI
tMENgedayQb;sMrak
bfQb;eFVIkar.
Article 111: The specifications for a labor contract of government services or of public
institutions shall include all necessary stipulations to ensure the enforcement of
the provisions of this law pertaining to the guaranteed minimum wage and
general work regulations.

maRta111

esovePAbnknGabNsBaakargarKWc
MeBaHkicsnaxagkargar
beRKOgpt;pg;
EdlcuHkgnamraCkarbkgna
mRKwHsansaFarN
RtUveGaymanEcgRKb;cMNucCa
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LABOR LAW (1997)

caM)ac;Edl
manRbeyaCn_edIm,Ira:b;rgkarGnu
vtbTb,Batinc,ab;enH
sIBIR)ak;QlGb,brmaEdlRtUvFan
a nigbTbBaaTUeTAnkargar.
Article 112: The employer must take measures to inform workers in a precise and easily
comprehensible fashion of:

maRta112 nieyaCkRtUvcat;viFankar
edIm,IeGaydMNwgdl;kmkrnieyaCiteGay
)anc,as; R)akd
niggayRsYlyl;
a) The terms regarding wage that apply to the workers before they are assigned
to a job or at any time that these terms change.

kGMBIlkxNR)ak;QnUlEdlRtUv
GnuvttcMeBaHkmkrnieyaCitTaMg
enaHmunnwg
cUlkan;tMENgeFVI
karbenARKb;eBlpas;brlkx
NTaMgenH.
b) The items that make up their wage for every pay period when there is a
change to the items.

xGMBIR)ak;QlTaMgGs;rbs;kmkrn
ieyaCitsMrab;ryeBlebIkR)ak;mg
kalNaR)ak;QlenaHGacmankarp
as;br.
C. Payment of Wages

K- karebIkR)ak;Ql
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LABOR LAW (1997)

Article 113: The wage must be paid directly to the worker concerned, unless the worker
agrees to get paid through other methods. The wage shall be paid in coin or
bank note, which is legally circulating, notwithstanding provisions to the
contrary.

maRta113

R)ak;QlRtUvebIkeGayedaypal;edeTA
samIxoUnkmkrnieyaCit elIkElgEt
kmkrnieyaCitRBmebIktamviFIepS
geTot.
R)ak;QlenHRtUvebIkCaR)ak;ela
hFatu
bCaRkdasR)ak;EdlcayCapvc,ab
;
eTaHbImanbTb,BatiEcgpyBIe
nHkeday.
Article 114: The employer, however, is prohibited from restricting the workers freedom to
using his wage at his disposal.

maRta114 eTaHCay:agNakeday
RtUvhamXat;mineGaynieyaCkbnsyesrIPa
Bkmkr
nieyaCitkgkareRbIR)as;Qlrbs;
xntamciteT.
Article 115: Except for Acts of God, wages shall be paid at the workplace or in the
employers office if it is nearby.

maRta115
karebIkR)ak;QlRtUveFVIenAkEngeFVI
kar benAkariyalynieyaCk kalNa
kariyalyenaHenACitpal;elIkElgE
tkgkrNIRbFanski.
The payment of wages in the form of alcohol or harmful drugs shall not be
allowed in any circumstances. Further, the payment of wages shall not be made
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LABOR LAW (1997)

in a drink shop or in a retail business or in places of recreation, except for

persons being employed in such establishments.

karebIkR)ak;QlCaeRKOgRsvwg
bfaMsgvEdleGayeTas
minRtUveGaymanCadac;xat eTaH
kgkrNINakeday.ma:geTotkare
bIkR)ak;Ql
RtUvhamXat;mineGayeFVI
kgetomlk; eRKOgRsvwg
bPNaKarlk;raynigTIkEngkMsaneT
elIkElgEtcMeBaH
CnEdleFVIkarkg
RKwHsanTaMgenH.
Payment shall not be made on a day-off. if payday falls on such a day-off, the
payment of wages shall made a day earlier.

karebIkR)ak;Ql
minRtUveFVIenAfEdlkmkrnieya
CitmansiTiQb;sMrakeLIy.
RbsinebIkarebIkR)ak;cMelIfQb;e
naH RtUveFVImunmYyf.
Article 116: Laborers wages shall be paid at least two times per month, at a maximum of
sixteen day intervals.

maRta116 R)ak;QnUlenkmkr
RtUvebIky:agehacNas;BIrdgkgm
YyEx edaymancenaH
eBly:ageRcIndb;R)aMmYyf.
Employee's wages must be paid at least once per month.

R)ak;QlnnieyaCitRtUvebIky:ag
ehacNas;mYydgkgmYyEx.
Commissions due to sale agents or commercial representatives must be paid at
least every three months.
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LABOR LAW (1997)

R)ak;kMreCIgsanGkedIrTak;Tg

nigGktMNagBaNiC
kmRtUvebIky:agehac
Nas;bIExmg.
For all task-work or piecework that is to be executed for longer than fifteen
days, the dates of payment can be fixed by agreement, but the laborer must
receive partial payments every fifteen days and be paid in full in the week
following the delivery of the work.

cMeBaHkargarem:Akar
btambrimaNplitplRtUvbMeBjelIsB
Idb;R)aMf
kalbriecTnkarebIkR)ak;QlGack
MrittamkarRBmeRBogKa)anb:uEn
kmkrRtUvTTYl
R)ak;rMls;kgdb;R)aMfmg)an
TTYlR)ak;QlRKb;cMnYnkgs)ah_b
nab;BIfRbKl;rbs;
EdleFVIrYc.
In the event of termination of a labor contract, wage and indemnity of any kind
must be paid within forty-eight hours following the date of termination of work.

kgkrNIrMlaykicsnakargar
R)ak;Ql
nigR)ak;bMNac;RKb;RbePT
RtUvebIkkgryeBlEssibR)aMbIe
m:agbnab;BIfQb;eFVIkar.

Article 117: In case of an unjustified delay in the payment of wages, the Labor Inspector shall
serve notice on the employer to pay the wage of his workers by setting the
deadline by which payment must be made.

maRta117 kgkrNIebIkR)ak;yWtyUr
edayKansmehtupl
GFikarkargarRtUvdak;kMhit
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LABOR LAW (1997)

dl;nieyaCkeGayebIkR)ak;QnUleGa
yeTAkmkrbnieyaCitedaykMritry
eBlEdlRtUvebIkR)ak;QlenaH.
If payment is not made by the deadline, the Labor Inspector shall write up a report and
bring the matter, at no cost, before the competent court that may take any measure to
keep the asset in the interest of the workers, including appointing a provisional
administrator as well.

kalNaebIR)ak;QlenaHmin)anebIkk
gryeBlEdl)ankMritenaHeT
GFikarkargarRtUveFVI
kMNt;ehtuehIybBa
nsMNuMerOgenHeday\tbg;esahuy
eTAtulakarmansmtkic EdlGac
cat;RKb;viFankarrkSaRTBsm,tiTukC
aRbeyaCn_kmkrnieyaCit
RBmTaMgcat;taMgGPi)al
beNaHGasnmYyrUbpgk)an.
The Labor Inspector can then take any actions to force the employer to fulfill his
obligations toward his workers and employees.

bnab;mkGFikarkargar
GacbwgecaTRbkan;RKb;Ebby:ag
edIm,IbgMnieyaCkeGaybMeBj
katBVkiccMeBaHkmkrnignieyaCitx
n.
Article 118: In the event of disputes over the payment of wages, the employer has the duty to
prove that he has made the payment.

maRta118 kgkrNImankarbgwtCMT
as;GMBI erOgR)ak;Ql
KWnieyaCkEdlCaGk RtUv pl;
PstagnkarsgR)ak;QlrYc.

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LABOR LAW (1997)

This proof can be derived from the signature of the worker concerned or those of two
witnesses if he is illiterate, put in the payroll ledger that the employer is required to
keep.

PstutagenHGacCahtselxaensamIxoUn
kmkrnieyaCit bsakSIBIrnak;
RbsinebIkmkr
nieyaCitminecHGkSr)ancuHkgesov
ePAebIkR)ak;EdlnieyaCkmankatBVkic
rkSaTuk.
Article 119: It is not contradictory to the worker for the confirmation that "all wages and
remuneration are already paid," or for any other similar term of confirmation
indicating that the worker has renounced all or part of his rights in the contract,
either during the execution or after the termination of the labor contract. [The
Ministry translation is unclear. DFDL believes a better translation of the
foregoing statement would be: The notation in full settlement for debts, or
any similar term that the worker has signed can not be used against him, either
during the performance or after the termination of the labor contract if the
notations mean that the worker has renounced all or part of the rights in his
work contract.]

maRta119

minCMTas;nwgkmkrnieyaCiteT
cMeBaHkarbBaak;fa
{karTUTat;R)ak;Ql nigR)ak;
bMNac;epSgrbs;kmkrnieyaCit)a
neFVIrYcGs;ehIy}bcMeBaHkarbBa
ak;epSgeTotEdl
manny
dUcKaehIyEdlmancuHesckIbBa
ak;edaykmkrnieyaCiteTaH
kgeBlGnuvtkicsnakI eTaH
eRkayeBlrMlaykicsnakIehIyta
m
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LABOR LAW (1997)

karbBaak;enH
kmkrnieyaCitsuxcitte)aHbg;TaMg
Rsug b
mYyEpknUvsiTirbs;xnEdl
manEcgkgkicsnakargar.
Even though the worker accepts payment without protest, this does not mean that he
has renounced the right to payment of all or part of his wages, allowances, or other
benefits granted him by legislative, regulatory, or contractual provisions.

karEdlkmkrnieyaCitTTYlykbgaan;de
bIkR)ak;edayKankartv:a
minEmnmannyfa kmkr
nieyaCite)aHbg;ecalsiTirbs;xnk
gkarebIkR)ak;Ql R)ak;bMNac;
R)ak;bnab;bnSMTaMgGs; b
mYyEpkEdlxnRtUv)an
tamkarkMNt;rbs;bTb,Batic,ab;
bTbBaa
bbTb,Batinkicsna
enaHeLIy.
D. Lapse of Lawsuits for Payment of Wages

X- karputrlt;siTibwgsuMebIkR)ak;Ql
Article 120: A lapse of a lawsuit [The statute of limitations] for the payment of wages is three
years from the date the wage was due.
Claims subject to the lapse of lawsuit include the actual wage, perquisites and all
other claims of the worker resulting from the labor contract, as well as the
indemnity in the event of dismissal.

maRta120
siTibwgsuMebIkR)ak;QlRtUvputrlt;k
grybIqaM eRkayBIfkMNt;ebIkR)ak;
Ql.
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LABOR LAW (1997)

\
NeTyEdlsitenAeRkamkarputrlt;si
TienHman R)ak;QlsuTsaF
R)ak;bnab;bnSMn
R)ak;Qlnig\NeTyTaMgGs;rbs;k
mkrnieyaCit Edlman
RbPBecjBIkicsnakargar
RBmTaMgR)ak;bMNac;EdlRtUv)an
kgkrNIedjecalpg.
E. Guarantees and Priority of Wage Claims

g- karFana
nigksiTinR)ak;QlEdlenACMBak;
Article 121: Amounts owed to contractors of any kind cannot be garnished nor can payment
be objected [stopped] with prejudice to workers' wage payments.

maRta121
cMnYnR)ak;QlEdlRtUvsgshRKinTTYlkar
minGacRtUvXat;Tuk bCMTas;)an eLIy
EdlnaMeGayxUcR)ak;QnUlebIkeGa
ykmkrnieyaCit.
Wages owed to workers shall be paid before payment is made to suppliers of
supplies used for construction.

R)ak;QnUlkmkrnieyaCitRtUvebIke
GaymunR)ak;EdlRtUvsgeTAGkpt
;pg;sMParsMrab;
eRbI R)as;kgsMNg;.
Article 122: Wage claims of the workers, including domestic or household servants, shall
take priority over the movable or immovable properties of the debtor within the
last six months prior to the declaration of bankruptcy or the court-ordered
liquidation of the employer.

maRta122
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LABOR LAW (1997)

R)ak;QlEdlenACMBak;kmkrnieyaCitKi
tTaMgGnkbMerIknugpTHpg
RtUvmanksiTi
elIsgarwmbGsgarwmnkUnbM
Nul
kgryR)aMmYyExcugeRkaymunkar
RbkasFnkSy
bkarCMrHbBa
ItampvtulakareTAelInieyaCk.
Sales agents and commercial representatives have priority for commissions and
remittances earned for the last six months prior to the declaration of bankruptcy
or court-ordered liquidation.

GkedIrTak;Tg
ehIynigGktMNagBaNiCkm
manksiTiRtUv)anebIkmuneKbg
s;nUv
R)ak;kMr:
eCIgsanigkMr:EdlRtUv)anCasaBr
kgryeBlR)aMmYyExcugeRkay
munkarRbkasFnkSy b
karCMrHbBaItampvtulakar.
Priority established by this article also applies to the claims of workers for paid
holidays and compensation for notice period and to dismissal indemnity.

ksiTiEdlmanEcgkgmaRtaenH
kGnuvtpgEdrcMeBaH\NeTyrbs;
kmkr

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LABOR LAW (1997)

nieyaCitEdlRtUv )
ansMrab;karQb;sMrakedaymanR)a
k;Ql
sMrab;R)ak;bMNac;TUTat;karCUnd
MNwgmun nigR)ak;
bMNac;beNjecj.
Article 123: Prioritized claims provided for in Article 122 above, are opposable to all other
general and special priority, including the priority of the National Treasury.
Amounts deducted by the National Treasury from the money order of the employer
after the date when payment of debt was stopped, shall be returned to debtors (subcreditors).

maRta123
\NeTyksiTiEdlmanEcgkgmaRta
122xagelI RtUvCMTas;)anelIksiTi
TUeTA
nigksiTiBiessedayKitTaMgksiTi
nrtnaKarsaFarNpg.
cMnYnR)ak;EdlrtnaKar
saFarN)ankat;elIGaNtirbs;nieyaC
kenAeBleRkaykalbriecTbBab;karsg
bMNul
RtUvRbKl;eGayeTABYkkUnbMNulvij
TaMgGs;.
Article 124: Workers benefit from outclassing all creditors for a portion of their claim: the
unmatchable portion of wages earned by laborers during the last fifteen days, by
employees during the last thirty days, and by commercial representatives during
the last ninety days prior to the declaration of bankruptcy or court-ordered
liquidation.

maRta124
kmkrnieyaCitRtUv)anTTYlkarcat;f

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LABOR LAW (1997)

ak;x<s;Cag\NeTynana
nUv\NeTy
mYyPaKrbs;xnEdlminGacrwbGU
s)anKWR)ak;Qldb;R)aMfcugeRka
yrbs;kmkrR)ak;
Qlsamsibfrbs;nieyaCit
R)ak;QlekAsibfrbs;GktMNag
BaNiCkmEdlRtUv)anTTYlmun
RbkasFnkSybkarCMrHbBa
Itampvtulakar.
This part of their claim is paid to the workers before other claims, just within ten
days following the declaration of bankruptcy or court-ordered liquidation by a
simple ruling of a judge, from the funds existing at the time the bankruptcy was
declared or the liquidation was ordered, or from the first funds that become
available.

PaKn\NeTyuenaHRtUvebIkeGaykmk
rnieyaCit
mun\NeTyeTotkgryeBldb;fcab
; BIfRbkasFnkSybCMrHbBa
Itampvtulakar
ehIyEdlmandIkabBa
ak;GMBIecARkmsgkarEt
b:ueNaHkalebIPaKn\NeTyenHRtUv
eRbImUlniFiEdlmankgeBlcab;Rbkas
FnkSy
bkar CMrHbBa
ItampvtulakarbeRbImUlniFiEdleTIbn
wgcUlCaelIkdMbUgbgs;.
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LABOR LAW (1997)

Article 125: In order to determine the amount of wage in view of enforcing the provisions of
Article 124 above, not only the actual wages are taken into account but also the
other items of remuneration covered in Article 103 of this law, as well as any
damages due eventually for the breach of contract.

maRta125

edIm,IKitcMnYnR)ak;QlsMrab;karGnuv
tbTb,BatinmaRta 124 xagelIenH
RtUvKitminRtwmEtR)ak;QlsuT
saFeTKWRtUvKitTaMgR)ak;epSgeTotd
Ucmancglkg
maRta 103
nc,ab;enHRBmTaMgesahuyCMgWcit
EdlRtUvbg;eGayCayfa
ehtuGMBIkarpac;kicsna pg.
F. Wage Deductions

c- karkat;R)ak;Ql
Article 126: Wage deductions for the purpose of job placement that are provided directly or
indirectly to an employer, to his representative, or to any intermediary such as a
labor recruiter are prohibited.

maRta126
karkat;R)ak;QlkgeKalbMNgeGayGk
TTYlrkkareGayeFVI eTaHbIeday
cMeBaHkI
bmincMeBaHkIeGayeTAnieyaCk
GktMNagnieyaCk
bGnrkarINamak;dUcCaPak;gar
TTYleRCIserIsshtBlkrCaedImRtUv
hamXat;.
Article 127:

None of the balance can be made, in favor of the employer, between the

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LABOR LAW (1997)

worker's wage and the employer's claim for diverse supplies of whatever kind,
with the exception of:

maRta127
KankarTUTaNamYyGaceFVIeTA)aneT
edIm,ICaplRbeyaCn_nieyaCk
rvagR)ak;QnUlEdl
RtUvebIkeGaykmkrnieyaCit
nigR)ak;EdlkmkrnieyaCitRtUvsgeTAn
ieyaCk
cMeBaHkarpl;sMParepSg
eTaHRbePTNakeday elIkElgEt
1. Tools and equipment required for the work and that are not returned by the
worker upon his departure;

1- eRKOgRbdab;Rbdanig]bkrN_ca
M)ac;sMrab;kargarEdlkmkrniey
aCitmin)anyk
mkRbKl;eGayvijenAeBlQb;eFVIka
r.
2. Items and materials under the control and usage of the worker;
Amounts advanced to acquire the said items;

2- vtFatu
nigsMParEdlkmkrnieyaCitTTYlbnT
uk nigeRbIR)as;.
3. Amounts owed to the company store.
However, the total amount deducted from the wage, in any case, cannot surpass
the portion deemed necessary to provide basic living for the worker and his
family.

3cMnYnR)ak;Edl)anebIkmunedIm,ITijv
tTaMgenaH.
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LABOR LAW (1997)

Article 128: Any employer who makes a cash advance, other than the amount advanced for
the purchase of tools, equipment, items and materials that the worker takes
charge of and uses, can get reimbursed only by a series of gradual deductions
that do not exceed the transferable or attachable portion of the wage.

maRta128
nieyaCkNaEdl)aneGayxIR)ak;mu
n
eRkAGMBIR)ak;ebIksMrab;TijRbda
b;Rbda ]bkrN_
vtFatunigsMParsMrab;eGaykm
krnieyaCitTTYlbnknigeRbIR)as;e
naH GaceGay
sgvij)anEttamviFIkat;R)ak;Qlbnicmg
ehIykgPaKR)ak;Ql
EdlGacepr brwbGUs )an.
The deducted amounts are not to be confused with the attachable portion of the
wage as determined by laws in effect. The employer has the priority to deduct
this attachable portion before a third party to whom the worker owes.

R)ak;Edlkat;enHminRtUvRcLMnwgP

aKR)ak;QlEdlGacrwbGUsdUcma
nkMNt;kgc,ab;CaFrman
eLIy.nieyaCkmanGaTiPaBkat;PaKR)
ak;QlxagelIenHmunttiyCneTot
Edlkmkr nieyaCitCMBak;R)ak;.
Installments, as stipulated in Article 116 above, and partial wage payments made
before the normal deadline but in payment for finished work, can be fully
deducted from the following paycheck.

R)ak;rMls;dUcmanEcgkgmaRta
116 nigR)ak;QlEdlebIkbnicmg

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LABOR LAW (1997)

munkalkMNt;Fmtab:uEnCaQl
kargarEdl)aneFVIrYcehIy
Gackat;TukenA
eBlebIkR)ak;Cabnab;)an.
Article 129: Collective agreements authorizing any wage deductions other than these cases
are null and void.

maRta129

GnusBaarYmEdlGnuBaateGaydkhUtel
IR)ak;Ql eRkABIkrNITaMgenHRtUvTuk
CaemaXedayeBjc,ab;.
However, the worker can authorize deductions of his wage for dues to the trade union
to which he belongs. This authorization must be in writing and can be revoked at any
time.

b:uEntkmkrnieyaCit
GacGnuBaateGaykat;R)ak;Qlrbs;
xn edIm,Ibg;viPaKTanshCIBEdlxn
CasmaCik.karGnuBaatenHRtUveFVI
CalaylkN_GkSr nigGacbdiesFvij
)anRKb;eBlevla.
G. Garnishment and Assignment of Wages of Workers and Domestics

q- karrwbGUs Xat;Tuk
nigkareprR)ak;QnUlkmkrnieyaCit
nigGkbMerIkgpH
Article 130: Wages can be garnished or assigned only as follows:

maRta130 R)ak;QlGacRtUvrwbGUs
bepr)an EtkgkMritdUcteTA
1. The portion of wage that is less than or equal to the guaranteed minimum
wage cannot be garnished or assigned.

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LABOR LAW (1997)

EpkR)ak;QlEdlticCagbes
InwgR)ak;QlGb,brmaEdlRt
UvFanaenaHminGa
rwbGUs b epr)aneLIy.
1-

2. A maximum of twenty percent of the portion of wage greater than the

guaranteed minimum wage to three times the minimum wage can be
garnished or assigned.

2- PaKR)ak;QlEdlelIsBImYydg
dl;bIdgnR)ak;QlGb,brmaEdlRtU
vFanaenaH Gacrwb
GUsbepr)anEtmPaKrynPaKR
)ak;QlenaHEtb:ueNaH.
3. A maximum of thirty percent of the portion of wage greater than three times
the guaranteed minimum wage to ten times the minimum wage can be
garnished or assigned.

3PaKR)ak;QlEdlelIsBIbIdgdl;db;dg
nR)ak;QlGb,brmaEdlRtUvFanae
naH Gacrwb
GUsbepr)anEtsamsibPaKrynPa
KR)ak;QlenaHEtb:ueNaH.
4. A maximum of fifty percent of the portion of wage greater than ten times the
minimum wage can be garnished or assigned.

4PaKR)ak;QlEdlelIsBIdb;dgnR)ak
;QlGb,brmaEdlRtUvFanaenaH
GacrwbGUs
bepr)anEthasibPaKrynPaKR)ak;
QlenaHEtb:ueNaH.

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The wage taken into account for this calculation is the monthly wage.

R)ak;QlEdlykmkKitKUrenH
RtUvKitCaR)ak;QlRbcaMEx.
Article 131: The limits, stipulated in Article 130 above, do not apply to food creditors, since
the purpose of the unattachable portion of the wages is to feed the workers
family. However, food creditors can only claim the current monthly amount of
his ration allowance; for overdue amounts, they must participate with the other
creditors for the attachable portion.

maRta131 kMritEdlmanEcgkgmaRta
130 xagelIenHminCMTas; )
annyfaminGnuvteTA
elI\NTaykxagGaharkiceT
BIeRBaHR)ak;QlEdlminRtUvrwbGU
senaH
sMrab;ykeTAciBawmsmaCiknR
KYsarrbs;kmkrnieyaCit. b:uEn
\NTaykGahar
kicGacTaryk)anEtR)ak;QlRbca
MExFmtaenesaFnrbs;xnb:ueNa
H.
cMeBaHR)ak;bMNulEdl)anCMBak;yUr
mkehIyenaH
\NTaykGaharkicenHRtUvrg;caM
CamYy\NTaykeTot
edIm,ITTYlykPaKEdlGacrwbGUs
bepr)an.
Article 132: Family allowances cannot be garnished or assigned except to pay for debts for
food.

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maRta132
R)ak;viPaCn_RKYsarminGacrwbGU
s nigepr)aneT
elIkElgEtviPaCn_enHTuksMrab;
sgfCMBak;Gahar.
Article 133: The garnishment and assignment of wages are to be carried out in accordance
with the procedure of law in effect.

maRta133 karrwbGUs
nigeprR)ak;QlRtUveFVItamnIti
viFInc,ab;CaFrman.
H. Tips

C- R)ak;FnanueRKaH
Supervision and Distribution of Tips

karRtYtBinit
nigEckcayR)ak;FnanueRKaH
Article 134: Tips are remuneration made by clients to personnel of certain establishments
such as hotels, restaurants, cafs, bars, and hair salons, and received by the
employer as a mandatory percentage added to the clients bill with a note
service charge. These tips must be collected by the employer and distributed
in full to the personnel in contact with the clientele.

maRta134 R)ak;FnanueRKaH
KWCakMrEdlGtifiCneGayeTAbuKlikns
hRKasRKwHsanxH dUcCa
sNaKarePaCnaKar pHkaehV
pHlk;ePsC pHkat;sk;CaedIm
ehIyEdlnieyaCk)an
TTYlCaPaKryEdlRtUvEtbEnmelIkM
Nt;TarR)ak;BIGtifiCn
eRkamcMNarsMKal;fa {sMrab;
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LABOR LAW (1997)

esva}.R)ak;FnanueRKaHenHRtUvn
ieyaCkRbmUl ehIyebIkeGaybuKlik
EdlTak;TgnwgGtifiCn vijTaMgGs;.
Article 135: The employer shall clearly justify the receipt and the payment to his staff of the
amount of tips covered by the preceding article.

maRta135 nieyaCkRtUvbBa
ak;eGayc,as;las;GMBIkarTTYl
nigkarRbKl;eGaybuKliknUv
R)ak;FnanueRKaHdUc)ancglenA
maRtaxagelI.
Article 136: The method of dividing tips and determining the categories of personnel who
should receive them are established by the customs of the occupation or, if not
applicable, by a Prakas (ministerial order) of the Ministry in Charge of Labor.

maRta136
rebobEckcayR)ak;FnanueRKaH
RbePTbuKlikEdlRtUvcUlrYmkgkarEck
cayenH
RtUvkMrittamTMlab;nviCaCIv
bebIKaneTRtUvkMrittamRbkasR
ksYgTTYlbnkvisykargar.
SECTION II

EpkTI 2
HOURS OF WORK
DAILY AND WEEKLY HOURS

firevlaeFVIkar firevlaRbcaMf
nigRbcaMs)ah_
Article 137: In all establishments of any nature, whether they provide vocational training, or
they are of a charitable nature or liberal profession, the number of hours worked
by workers of either sex cannot exceed eight hours per day, or 48 hours per
week.

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maRta137
kgRKwHsanRbePTNakeday
eTaHbIRKwHsanenaHmanlkNCa
karsikSaviCaCIv
bCakickuslRBmTaMgenAkgvi
CaCIvesrIkeday
firevlaeFVIkareBjeljnkmkr
nieyaCitTaMg
BIrePTminRtUveGayelIsBIR)aMbIe
m:agkgmYyf
bEssibR)aMbIem:agkg
mYyGaTiteLIy.
Article 138:

The work schedule is set by each enterprise for different jobs based on the
nature of their activities and organization of work.

maRta138

rebobEckeBleFVIkarRtUvkMriteday
shRKasnImYy
sMrab;kEngeFVIkarepSg
tamRbePTenskmPaBnigreboberob
cMrbs;xn.
When the work schedule consists of split shifts, the enterprises management can
normally set up only two shifts, one in the morning and the other in the afternoon.

kalNakarEckeBleFVIkarenaHdac;BIK
a
TIcat;karnshRKasGacEckeBleFVIkarR
bcaMf)an
EtBIrvKb:ueNaHKWRBwkmYyvK
lacmYyvK.
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Article 139: If workers are required to work overtime for exceptional and urgent jobs, the
overtime hours shall be paid at a rate of fifty percent higher than normal hours.
If the overtime hours are worked at night or during weekly time off, the rate of
increase shall be one hundred percent.

maRta139

kgkrNImankickarRbjab;xusFm
ta
tMrUveGaykmkrnieyaCiteFVIkarb
EnsmeRkA
em:ageBlFmtaem:ageBlbEnmTa
MgenH
RtUveGayQltamGRtatMelIghasi
bPaKry.
RbsinebIeFVIkarbEnmenAeBlQb;b
enAfQb;sMrakRbcaMs)ah_
RtUvpl;R)ak;bEnmtamGRta
tMelIgmYyryPaKry.
Article 140: The Ministry in Charge of Labor can issue a Prakas (ministerial order)
authorizing an extension of the daily hours in order to make up for hours lost
following mass interruptions in the work or a general slowdown from either
accidental causes or Acts of God, notably bad weather or because of holidays,
local festivals, or other local events, in the following cases:

maRta140
edIm,ITUTat;em:ageFVIkarEdlxkxa
n
edaymkBIkarBrkargarTaMgGs;m
YyRKasin
bkarbnsyskmPaBTUeTAenGaCIv
kmedayeRKaHecdnu
bedayRbFanskiCaGaT
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GakasFatu minlkI
fbuNbuNkgRsuk
ehIynigRBwtikarN_nanakgRsuk
kI
RksYgTTYlbnkvisykargarGacec
jRbkasGnuBaateGayshRKasBna
rfirevlaeFVIkarRbcaMf
tamlkNdUcxageRkam enH
a) Marking up for lost hours will not be authorized for more than 30 days per
year and will be implemented within fifteen days after the return to work.
For agricultural enterprises this period is extended to one month.

k- kareFVIkarsg
minGnuBaateGayelIsBIsamsib
fkgmYyqaM
ehIyRtUveFVIkarsgkgryeBldb;
R)aMfcab;BIfEdlcab;epIme
FVIkareLIgvij.
cMeBaHshRKasksikmryeBlenH
RtUvkMNt;eGaydl;mYyEx.
b) The extension of the daily working hours cannot exceed one hour.

x- karBnarfirevlaeFVIkar
minRtUveGayhYsBImYyem:ageT
kgmYyf.
c) Hours of work cannot exceed ten hours per day.

KfirevlaeFVIkarminRtUveGayelIsBI
db;em:ageTkgmYyf.
Article 141: Prakas issued by the Ministry in Charge of Labor shall determine as follows:

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maRta141
RbkasRksYgTTYlbnkvisykargar
nwgkMNt;CaGaTdUcteTAenH
1. The allocation of working hours within the forty-eight hour working week in
order to allow for a break on Saturday afternoon or any other equivalent
approach, on the condition that the extra hours do not exceed one hour per
day of the regular schedule.

1- karEckem:ageFVIkarkgs)ah
_EdlRtUveFVIkarEt 48
em:agedIm,IeGay)ansMrakenAeB
l
resolfesAr_bEbbbTeTotdUcK
a
b:uEnkarbEnmelIeBlem:agFm
tamin
RtUveGayelIsBI
mYyem:ageTkgmYyf.
2. The allocation of working hours within a period of time other than the week,
on the condition that the average length of working time calculated by the
number of weeks does not surpass forty-eight hours per week, that the daily
hours do not surpass ten hours, and that the extra hours do not exceed one
hour per day.

2- karEckem:ageFVIkarkgryeBl
eRkABIs)ah_kuMeGayEtfirevlae
FVIkargarCamFmKittam
cMnYns)ah_elIsBI48
em:agkgmYys)ah_
kuMeGayfirevlaRbcaMfelIs
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LABOR LAW (1997)

BIdb;em:ag
ehIykuMeGayeBlBnarenaHelIsBI
mYyem:agkgmYyf.
3. Permanent special dispensations that can be allowed for preparatory or
supplementary work that must be performed outside of the limit set for
general work of the establishment, or for certain categories of workers
whose work is essentially intermittent.

3- bdib,BatiGciny_EdlGnu
BaateGay)ancMeBaHkarerobcM
epImbbMeBjEdl
RtUveFVIeRkABIkMritsMrab;karg
arTUeTAnRKwHsan
bcMeBaHPak;garRbePT
xHEdleFVIkarminCab;lab;.
Temporary special dispensations are allowed in favor of seasonal businesses and
industries and certain enterprises in the following cases:

4bdib,BatimankMNt;eBlEdlRtUvG
nueRKaHdl;BaNiCkm nig ]
sSahkmRbcaMrdUv
nigshRKasxHkgkrNIdUcteTAen
H
a) For serious or imminent accidents, for Acts of God, or for urgent work to
be performed on machines or equipment, but only to the extent that this
avoids a serious disruption to the normal operations of the enterprise.

k- kgkrNImaneRKaHfak;Fn;
bCabnan;
RbFanskibkickarRbjab;RtUve
FVIcMeBaH

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eRKOgcRkb
eRKOg]bkrN_KWcMeBaHEtviFank
arcaM)ac;
edIm,IeCosvagkuMeGaymankar
rMxanxaMgdl;dMeNIr
FmtaenshRKas.
b) To prevent the loss of perishable materials or avoid compromising the
technical outcome of the work.

xedIm,IbgarkuMeGayxUcbg;vt
FatuEdlGacrlayxUc)anedaygay
beCosvagkuMeGayxUclTplbec
keTsnkargar.
c) To allow special work to take place, such as establishing inventory and
balance sheet, setting deadlines, liquidating and settling accounts.

KedIm,IeGaykargarBiessRbRBwt
eTA)an dUcCakareFVIbBa
IsareBIPN nigtulkar kardak;
kMNt;kalevlakarCMrHbBaI
nigkarbBab;KNeny.
d) To allow the enterprise to handle periods of extra work due to
exceptional circumstances when it is unable to wait for other measures to
be taken by the employer.

XedIm,IeGayshRKasGacTb;nwgk
argarEdlmaneRcInxusFmtabNta
lmkBIkal
eTs
EbkedayminGacrg;caMnieyaCk
rkviFankardTepSgeTot.
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5. The measures for monitoring work hours, rest times and the full working

period, as well as the procedures for allowing and implementing special

dispensation.

5viFankarRtYtBinitem:ageFVIkar
nigem:agsMrak
ehIynigfirevlaeFVIkareBjelj
RBmTaMgnItiviFIEdleKarBtamedIm
,IGnuBaat beRbIbdib,Bati.
6. The region to which the special dispensations apply.

6PUmiPaKEdlRtUvGnuvtbdib,Bati.
Article 142: The Prakas of the Ministry in Charge of Labor will set equivalent standards for
the hours of presence and the actual hours worked suitable to the profession or
occupation for which the work is intermittent.

maRta142
RbkasRksYgTTYlbnkvisykargarnwgk
Mritfirevlanvtman nigeBlEdl)an
eFVIkarBitR)akdeGay)ansmRsbKasM
rab;viC
aCIvEdlmanlkNkargarminsitesr.
Article 143: The provisions of the present Section can be suspended for war or other events
that threaten national security.

maRta143
bTb,BatiTaMgLaynEpkenHGacRtUvB
rkarGnuvt)an kgkrNImansgam
b

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RBwtikarN_RbkbedayeRKaHfak;c
MeBaHsnisuxCati.
SECTION III

EpkTI 3
NIGHT WORK

kargarenAeBlyb;
Article 144: For the purposes of this law, the term "night" represents a period of at least
eleven consecutive hours that includes the interval between 2200 and 0500
hours.

maRta144 Bakfayb;kgc,ab;enH
mannyfaryeBldb;mYyem:agbnbnab
;Kay:agtic
edaykgenaHRtUvmaneBlBIem:a
g 22 eTAem:ag 5PWpg.
Besides continuous work that is performed by rotating teams who sometimes
work during the day and sometimes at night, the work at the enterprise can
always include a portion of night work. Night work is paid at the rate set in
Article 139 of this law.

eRkABIkargarbnbnab;EdlRkumk
mkrpoas;evnKaeFVIkarCYnf
CYnyb;
kargarnshRKasGacmaneFVImYyE
pkneBlyb;Canic.kargareBlyb;R
tUveGayQltamGRtaEdlkMritk
gmaRta139 nc,ab;enH.
SECTION IV

EpkTI 4
WEEKLY TIME OFF

karsMrakRbcaMs)ah_
Article 145:

The provisions of the present Section shall apply to workers employed in

enterprise of any kind as specified in Article 1 of this law.
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LABOR LAW (1997)

maRta145 bTb,BatinEpkenH
RtUvGnuvttelIkmkrnieyaCitknugs
hRKasRKb;RbePTEdl
mancglkgmaRta
1nc,ab;enHRsab;.
However, these provisions do not apply to rail transport workers, whose time
off is covered by special provisions.

kb:uEn
bTb,BaOttienHminRtUvGnuvttelIk
mkrnieyaCitdwkCBakntampvrf
ePIg
EdlmanbTb,BatiBiesscat;Ecgkar
Qb;sMrakrbs;eKedayELk.
Article 146: It is prohibited from using the same worker for more than six days per week.

maRta146
RtUvhamXat;mineGayeRbInieyaCit
kmkrEtmnak;dEdlelIsBIR)aMmYy
fkg mYys)ah_eT.
Article 147: Weekly time off shall last for a minimum of twenty-four consecutive hours. All
workers shall be given in principle a day off on Sunday.

maRta147

karQb;sMrakRbcaMs)ah_RtUvma
nfirevlaGb,brmambYnem:agbn
bnab;Ka.
Article 148:

When it is established that having all staff take Sunday off would be
detrimental to the public or jeopardize the normal operation of the enterprise,
the rest must be arranged as follows:

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LABOR LAW (1997)

maRta148 kalNaeXIjfa
karQb;sMraknbuKlikTaMgGs;nfGaTi
tEtmgnaMeGayxUc
RbeyaCn_dl;saFarNCn
bkeFVIeGayxUcdMeNIrkarFmt
aenshRKasenaH
karsMrakenHRtUveFVI dUcteTAenH

a) Give all staff rest on a day other than Sunday.

keGaybuKlikRKwHsanTaMgGs;sM
rakenAfmYyeTot
eRkABIfGaTit.
b) Rest from Sunday noon to Monday noon.

x- sMrakBIfRtg;nfGaTit
eTAfRtg;nfcn.
c) Rest by rotating all staff. Necessary authorizations must be requested from
the Ministry in Charge of Labor.

KsMrakpas;evnKaRKb;buKlikTa
MgGs;.
esckIGnuBaatCakarcaM)ac;Rt
UvesIsuMeTARksYgTTYlbnkvi
sykargar.

Article 149: It is permitted by law to give the weekly time off, by rotating the day off, to
establishments belonging to the following categories:

maRta149

RtUv)anGnuBaatedayeBjc,ab;nUvkarsM
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LABOR LAW (1997)

rakRbcaMs)ah_
edayviFIdak;evnKacMeBaH
shRKasEdlmanRbePTdUcteTAenH

1. Manufacturers of foodstuffs intended for immediate consumption;

1RKwHsanpliteRKOgbriePaKsMrab;
GaRsyPam.
2. Hotels, restaurants, and bars;

2- sNaKar ePaCnIydan ePsC

dan.
3. Natural flower shops;

3- haglk;paaFmCati.
4. Hospitals, hospices, asylums, homes for retired persons, mental institutions,
dispensaries, health clinics, and pharmacies;

4- mnIreBT sghdan CMrk

eKhdansMrab;nivtCn
nigGkviklcrit sfaly eKhdan
suxPaB sfsan.
5. Bathhouses;

5- RKwHsangUtTwk.
6. Publishers of newspapers, information and show business; museums and
exhibitions;

6- shRKasarBtman eXasnakar
nigTsSnIyPaB sarmnIr nigBiBN.
7. Vehicle rental firms;

7- shRKasyanCMniHQl.
8. Enterprises supplying electricity, water and power for machinery;

8- shRKaspt;pg;crnGKisnI Twk
nigfamBlsMrab;eRKOgcRk.
9. Businesses providing land transportation other than railroads;
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LABOR LAW (1997)

9- shRKasdwkCBa
UntampoUveKakeRkABIGaysy
yan.
10. Industries using materials that rapidly deteriorate;

10erag]sSahkmEdlmaneRbInUvvtsu
Fatuqab;xUc.
11. Industries where any interruption of operations could cause the product
being manufactured to spoil or deteriorate; and

11erag]sSahkmEdlBuUrkargarGacb
NtaleGayxUcbg;bbnyKuNPaB
plitplEdl kMBugeFVI.
12. Industries performing work for safety, sanitation, or public utility.

12erag]sSahkmEdlRbkbkargarsMrab;p
l;snisux PaBnaMeGaymansuxPaBl
b
saFarNRbeyaCn_.
A Prakas (ministerial order) of the Ministry in Charge of Labor shall list the types
of industries contained in categories 10 and 11, as well as other categories of
establishments that are entitled to benefit from rotating the weekly time off.

bBa
IrayRbePTerag]sSahkmEdl)ancg
lRtg;elx 10 nig 11 RBmTaMg
RbePTRKwHsaneTotEdlmansiTi
eGaysMrakRbcaMs)ah_edayviFIdak;
evnKaenH
nwgRtUvkMritedayRbkasRksYgTTY
lbnkvisykargar.
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LABOR LAW (1997)

Article 150: A Prakas of the Ministry in Charge of Labor shall determine the methods of
enforcing weekly time off in factories that operate around the clock and for
specialists employed in the round-the-clock manufacturing operations.

maRta150
EbbbTGnuvtkarQb;sMrakRbcaMs)ah_k
geragcRk Edlma:suInedIr\tQb;Qr
bedIrCab;rhUtehIynigcMeBaHGkk
eTsEdlCab;plit beFVIkar\tQb;Qr
nwgRtUvkMNt;
edayRbkasRksYgTTYlbnkvisyk
argar.
Article 151: In case of urgency that the work is immediately carried out necessarily for
salvageable measures or preventing imminent accidents, or to repair damages to
materials, facility installations, or buildings of the establishment, the weekly time
off can be suspended for staff needed to perform the urgent work.

maRta151
kgkrNImankickarRbjab;EdlRtUveFVI
PamCacaM)ac;
edIm,Icat;viFankareRsac Rsg;
bbgareRKaHfak;EdlCitmkdl;
bedIm,ICYsCulkarxUcxatsMPar
zbnPN bGaKarn
RKwHsankareGaysMrakRbcaMs)a
h_GacnwgBrsin)an
cMeBaHbuKlikcaM)ac;sMrab;eFVI
karRbjab; enaH.

The right to suspend this rest shall apply not only to workers of the enterprise
where the urgent work is necessary, but also to another enterprise making repairs
in the interests of the first enterprise. In the second typical enterprise, each
worker must be given a compensatory break equal to the missed time off, in the
same way as for workers in the first typical enterprise who are normally
involved in maintenance and repair.
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siTiBrkarsMrakenHRtUvGnuvtt
minRtwmEtcMeBaHkmkrnieyaCit
enshRKasEdlmankareFVICa
Rbjab;b:ueNaHeTEtEfmTaMgcMe
BaHkmkrnieyaCitenshRKasEeTot
EdlRbkbkarxagCYs
CulCaRbeyaCn_nshRKasenaHpg.k
gshRKasRbePTTI 2 enH
kmkrnieyaCitmnak;RtUv)anQb;s
MrakedIm,ITUTat;esIKanwgeBls
Mrak
EdlRtUvGak;xandUcKnanwgkmkr
enshRKas RbePTTI 1
EdleKeGayEfTaM
nigCYsCulCaFmtaenaHEdr.
The provisions of this article can not apply to children less than eighteen years of
age and to women.

bTb,BaOttienmaRtaenHminGacGn
uvttelIekgGayuticCag 18 qaM
nigelIsIeT.
Article 152: Guards and caretakers in industrial and commercial establishments who cannot
have their time off on Sunday must have a compensatory time off on another day
of the week.

maRta152 qaM
nigeKh)alnRKwHsan]sSahkm
nigBaNiCkmEdlminGaceGayQb;

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LABOR LAW (1997)

sMrakenAfGaTitenaHRtUvEt)an
Qb;sMrakenAfNamYyepSgkgs)a
h_edIm,ITUTat;Ka.
Article 153: In retail food stores, the weekly break can be given from Sunday afternoon to
Monday afternoon or by rotating the shift for one day break per week.

maRta153
enAkgRKwHsanlk;raynUveRKOg]bePa
KbriePaK karsMrakRbcaMs)ah_ Gacnwg
eGaymancab;BIeBlresolfGaTite
TAeBlresolnfcn)anbedayda
k;evnKaQb;sMrakmYyfeBjkg
mYys)ah_.
Article 154: In retail stores, the weekly break can be canceled upon authorization from the
Labor Inspector if it coincides with a local holiday.

maRta154 kgRKwHsanBaNiC
kmlk;ray
karQb;sMrakRbcaMs)ah_Gaclub)aneday
man
esckIGnuBaatGMBIGFikarkargar
kalNakarQb;sMrakenHRtUvcMelIfb
uNkgRsuk.
Each worker deprived of the weekly break must be given compensatory time off
in the week that follows.

kmkrnieyaCitmnak;Edlxan)anQb;sMrak
RbcaMs)ah_enaHRtUvEt)anQb;sMrak
edaykarTUTat;knugfirevlaesIKnak
nugs)ah_bnab;BIenaH.
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Article 155: In enterprises where bad weather results in days off, these forced days off can be
deducted from weekly breaks to a maximum of two days per month.

maRta155
RbePTshRKasNaEdleFVIkarminekItCaeRcI
nf edayGakasFatuminl kar
Qb;eFVIkaredaybgMenaHGaceGa
ybnykarQb;RbcaMs)ah_cMnYnBIrf
kgmYyEx.
Article 156: In seasonal industries or industries that process perishable goods or foodstuffs
that are sensitive to bad weather, the weekly break can be suspended as an
exception upon authorization from the Labor Inspector.

maRta156
kgerag]sSahkmmanskmPaBtamrdU
v beFVIeRKOg]bePaKbriePaK EdlGac
nwgxUc)anbqab;xUcedayGakasF
atuminl
karQb;sMrakRbcaMs)ah_Gac
nwgBrkarGnuvtCaBiess)aneda
ymankarGnuBaatGMBIGFikarkargar.
Article 157: A Prakas of the Ministry in Charge of Labor shall list the particular industries
that are included in the general categories laid out [stated] in Article 155 and 156
above, as well as the provisions for providing compensatory time off.

maRta157 karerobcMtaragbBa
Iraynamerag]sSahkmepSg
EdlRtUvrab;bBaleTAkg
RbePTTUeTAdUcmanEcgkgmaRt
a 155 nigmaRta 156 xagelIenH
RBmTaMgdak;bBati

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eGaymankarQb;sMrakedayTUTat;p
genaHnwgRtUveFVIedayRbkasRks
YgTTYlbnkvisykar gar.
Article 158: When the weekly break is given to the workers collectively, a legible notice
indicating the days and hours of the time off must be posted in a conspicuous
place.

maRta158
kalNamankarQb;sMrakRbcaMs)ah_RbR
BwteTAedayrYmKa RtUvbiTRbkas bBa
ak;f
nigem:agQb;sMrakrYmKaenaH
enARtg;kEngNaEdlGaceGayeKcUl
emIl)aneXIj c,as;.
Article 159: When the weekly break is not given to the workers collectively, there must be a
special list including the names of the workers subject to a particular rest
schedule, and indicating this break scheme.

maRta159
kalNamankarQb;sMrakminrYmKaeT
RtUvmanbBaIBiessmYykt;namkmkr
nieyaCitEdlRtUv)anQb;edayELk
ehIynwgbBa
ak;eGayc,as;las;pgGMBIrebobQb;enH
.
Newly hired workers must be added to this list after a period of six days.

karcuHeQaHkgbBa
InkmkrnieyaCitfIRtUveFVICacaM)
ac;eRkayryeBlR)aMmYyf.
The list must be constantly updated and must be made available to the agents in
charge of labor control for visaing [approving] it during their visits.

bBa
IenHRtUveRbIedayeTotTat;Canic
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TuksMrab;Pak;garEdlTTYlbnkRtYtBinit
kargarcuHTidakar
enARKb;eBlRtYtBinit.
Article 160: Any business owner, director, or manager who wants to suspend the weekly
break must request authorization from the Labor Inspector and, except for Acts
of God, must do so before the work commences.

maRta160
mas;shRKas naykshRKas
bGkcat;karEdlcg;BrkarQb;sMrakRbcaM
s)ah_
RtUvsuMesckIGnuBaatBIGFikarkarg
arenAmuncab;eFVIkar
evorElgEtkgkrNIRbFanski.
He must explain to the Labor Inspector about the circumstances that justify the
suspension of the weekly break, indicate the date and duration of the suspension,
specify the number of workers to which the suspension applies, and indicate the
plan for providing compensatory time off. If the Labor Inspector refuses to
authorize the suspension of the weekly break, he must inform the business
owner, director, or manager of his refusal in writing within four days upon
receipt of the request. Lack of notification is considered valid authorization for
suspension of the weekly break.

mas;shRKasRtUvbBa
ak;cMeBaHmnIenH
GMBIkaleTsEdltMrUveGayBrkarQb;
sMrakRbcaM
s)ah_enaHGMBIkalbriecT
nigfirevlankarBrenH ehIybBa
ak;cMnYnkmkrnieyaCitEdlRtUv
Gak;xanQb;RbcaMs)ah_RBmTaMgEbb
bTnkareGayQb;sMrakedaykarTUTat;p
g. kalNa
GFikarkargarminGnuBaateGayBrk
arQb;sMrakRbcaMs)ah_eTenaH
RtUveGaydMNwgCalay
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lkN_GkSreTAnaykshRKas
bGkcat;karGMBIkarminRBmGnuBaate
nHkgryeBl 4 f
bnab;BI)anTTYlBaksuM.
karmin)aneGaydMNwgenH
RtUvcat;Tukfa)anGnuBaateGayBrkar
Qb;sMrakRbcaMs)ah_.
SECTION V

EpkTI 5
PAID HOLIDAYS

fQb;buNEdlRtUveGayR)ak;Ql
Article 161:

Each year, the Ministry in Charge of Labor issues a Prakas (ministerial order)
determining the paid holidays for workers of all enterprises.

maRta161
erogral;qaMRksYgTTYlbnkvisykargar
ecjRbkaskMNt;fbuNEdlRtUv
Qb;manR)ak;QlsMrab;kmkrnieyaCitens
hRKasTaMgGs;.
These paid holidays do not break off the length of service required to obtain paid
annual leave, nor do they reduce this type of leave.

fbuNQb;sMrakmanR)ak;QlTaMgL
ayenH
minpac;firevlaeFVIkarEdlRtUvKitedIm,Ie
Gay
Qb;sMrakRbcaMqaMmanR)ak;Qlen
aHeT
ma:geTotkminRtUvTUTat;edIm,Ibn
yfQb;sMrakRbcaM qaMenaHEdr.
Article 162: In case the public holiday coincides with a Sunday, workers will have the
following day off. Time off for holidays cannot be the reason for reducing
monthly, bi-monthly, or weekly wages.

maRta162
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kgkrNIfbuNEdlRtUv)anQb;sMrakRtUvc
MelIfGaTitenaH kmkrnieyaCit
nwgRtUv)anQb;sMrakmYyfbneTot.
karQb;sMrakfbuNminEmnCaehtunaM
eGaybnyR)ak;
QlRbcaMEx RbcaMGDmas
bRbcaM s)ah_eLIy.
Article 163: Workers paid by the hour, the day, or by the amount produced shall be entitled to
an indemnity equal to the wage lost as a result of holidays as defined in Article
161. This indemnity shall be paid by the employer.

maRta163
kmkrnieyaCiteFVIkartamem:ag RbcaMf
btambrimaNplitplRtUvmansiTi)an
R)ak;bMNac;esInwgR)ak;QlEdlbg;x
atmkBImankarQb;buN
dUcmanEcgkgmaRta 161
xagelI.R)ak;bMNac;enHRtUvenAkgbn
knnieyaCk.
Article 164: In establishments or enterprises where work cannot be interrupted because of the
nature of their activities requiring the workers to occupy with working during
holidays; those workers shall be entitled to an indemnity in addition to wages for
the work performed. The amount of this indemnity to be paid by the employer
shall be set by a Prakas of the Ministry in Charge of Labor.

maRta164

enAkgRKwHsanshRKasNaEdlminGacbBa
b;kargar)an edayskmPaBrbs; xn
tMrUvkmkrnieyaCitTaMgLayEdlCab;e
FVIkarkgfQb;buN
RtUvmansiTiTTYleRkAGMBIR)ak;

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QlnkargarEdlxn)aneFVInUvR)ak
;bMNac;mYyEdlenAelIbnknieyaCkEdr
ehIyEdlkMritkg
RbkasRksYgTTYlbnkvisykargar.
Article 165: Hours lost because of holidays as indicated above can be made up according to
the conditions laid down [stated] in laws in effect. The made-up hours shall be
considered as normal work hours.

maRta165

em:ageFVIkarEdlxatbg;kgfbuNdUcman
cglxagelIenH GacnwgeGayeFVIkarsgvijtam
lkxNdUcmanEcgkgc,ab;CaFr
man.
em:agEdlRtUveGayeFVIkarsgenaHRtU
vTukdUc em:ageFVIkarFmta.
SECTION VI

EpkTI 6
PAID ANNUAL LEAVE

karQb;sMrakRbcaMqaMedaymanR)ak;Ql
Article 166: Unless there are more favorable provisions in collective agreements or individual
labor contracts, all workers are entitled to paid annual leave to be given by the
employer at the rate of one and a half work days of paid leave per month of
continuous service.

maRta166
elIkElgEtmanbBaOttikgGnusBarY
m bkicsnakargarerogxnEdlpl;
GtRbeyaCn_
eRcInCagenaHkmkrnieyaCitTaMgGs;
RtUvmansiTiQb;sMrakRbcaMqaMma
nR)ak;QlEdlnieyaCk

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RtUvecjeGay.fQb;sMrakenH
RtUvKitCafeFVIkarFmtamYyefkn
Hkg ryeBleFVIkarmYyExCab;.
Any worker who has not worked for two continuous months is entitled, at the
termination of his labor contract, to compensation for paid leave calculated in
proportion to the amount of time he worked in the enterprise.

kmkrnieyaCitNaEdlmin)aneFVIkarcMnYnBIrE
xbnbnab;eT
mansiTienAeBlpac;kicsnakargar
TTYlnUvR)ak;bMNac;Qb;sMrakRbcaMq
aMmanR)ak;Ql
edayKitCasmamaRtnwgeBlevlaEdl
)aneFVIkarkgshRKas.
For jobs that are not performed regularly throughout the year, a worker is
considered to have met the condition of continuous service if he works an
average of 21 days per month.

enAkgmuxrbrEdlkargarRbRBwteTA
min)aneTogTat;kgmYyqaM
kalebIkmkrnieyaCitknug
shRKas)aneFVIkarkgmYyEx)anm
mYyfCamFmenaH
eKRtUvcat;Tukfa)aneFVIkarCab;ehIy.
The length of paid leave as stated above is increased according to the seniority of
workers at the rate of one day per three years of service.

firevlanfQb;sMrakEdlmankMritdUcxagelIe
nH RtUvbEnsmeGaykmkrnieyaCittamGtIt
PaBrbs;xnkgshRKas
edayRtUvbEnmmYyf {feFVIkar}
kgryeBleFVIkar)anbIqaM.
Official paid holidays and sick leave are not counted as paid annual leave.

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fbuNtamc,ab;EdlRtUvQb;ehIyman
R)ak;Ql
nigkarGak;xaneFVIkaredayehtumanCMgW
enaH
minRtUvrab;CafQb;sMrakRbcaMqa
MmanR)ak;QlenaHeT.
Article 167: The right to use paid leave is acquired after one year of service.

maRta167
Tal;EteFVIkarmk)anRKb;mYyqaMeTIb
GacmansiTiQb;sMrak.
If the contract is terminated or expires before the worker has acquired the right
to use his paid-leave, an indemnity calculated on the basis of Article 166 above is
granted to the worker.

kgkrNIEdlmanpac;
bcb;kicsnuamunEdlkmkrnieyaCit)anT
TYlsiTiQb;sMrakenaH RtUv
sgR)ak;bMNac;eTAkmkrnieyaCitenaH
tamkMritkMNt;kgmaRta 166 xagelI.
Apart from this, any collective agreement providing compensation in place of
paid leave, as well as any agreement renouncing or waiving the right to paid
annual leave, shall be null and void.

eRkABIkrNIenH
GnusBaarYmNaEdlmaneRKageGayR)
ak;bMNac;edayTUTat;sMrab;CYskarQb
;
sMrakRBmTaMgkarRBmeRBogsIBIkar
e)aHbg;
bminRBmeRbIsiTiQb;sMrakRbcaMq
aM RtUvTukCa emaX
ehIyKanehtuplGVITaMgGs;.
Acceptance by the worker to defer all or part of his rights to paid leave until the
termination of the contract is not considered as renunciation. Deferment of this

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leave cannot exceed three consecutive years and can only apply to leave
exceeding twelve working days per year.

karEdlkmkrnieyaCitsuxcittelIksiTiQb;sMrakxH
bTaMgmUleTAeRbIenAeBlcb;kicsnamin
RtUvTukCakarlHbg;siTieT.
karBnarkarQb;sMrakenHminGaceGayelIsBIbIq
aMbnbnab;Ka )aneLIy
ehIyGacGnuvt)anEtcMeBaHPaKnkarQb;s
MrakNaEdlhYsBIdb;BIrf EdlCaf
eFVIkarkgmYyqaM.
Article 168: Before the worker departs on leave, the employer must pay him an allowance
that is at least equal to the average wage, bonuses, benefits, and indemnities,
including the value of benefits in kind, but excluding reimbursement for expense,
that the worker earned during the twelve months preceding the date of departure
on leave. This allowance shall in no case be less than the allowance that the
worker would have received had he actually worked.

maRta168
nieyaCkRtUvbg;eGaykmkrnieyaCit
enAeBlmunfQb;sMraknUvR)ak;viPaCn_
y:agehacNas;esInwgcMnYnmFumen
R)ak;Ql buBVlaP viPaCn_ GtRbeyaCn_
bMNac; KitTaMg
tMlvtEdlpl;eGaypg
edayminKitBIbMNac;sgesahuyEdlkm
krnieyaCit)anebIkrYcmk
ehIykgeBldb;BIrExmunfQb;sMrak
. R)ak;viPaCn_enH kgkrNINakeday
minRtUveGaytic
CagviPaCn_EdlkmkrnieyaCitRtUvebIk
kalebIxn)aneFVIkaredayeTogTat;ena
HeLIy.
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LABOR LAW (1997)

Article 169: The length of continuous service set out in Article 166 must cover the entire
period during which the worker has a labor contract with the employer, even if
the work was suspended without a termination of the contract.

maRta169
firevlaeFVIkar\tGak;xandUcmanEcgkgmaR
ta 166 RtUvkMNt;esInwgryeBl
EdlkmkrnieyaCitCab;kicsnakargar
CamYynwgnieyaCkxn
eTaHbIkicsnakargarenH)anRtUv
BuUredayKankarptac;kicsnaked
ay.
Included in the period for which the worker is entitled to paid leave each year is
as follows:

RtUvrab;bBaleTAkgryeBlEdlebIk
siTieGaykmkrnieyaCitQb;sMrak
edaymanR)ak;Ql
tamqaMnImYynUvkarQb;sMrakepSg
dUcteTAenH
*14

weekly time off;

- karQb;sMrakRbcaMs)ah
*15

paid holidays;

- fQb;buNmanR)ak;Ql
*16

sick leave;

- fQb;edayCMgW
*17

maternity leave;

- karQb;sMralkUn
*18

annual leave and notice period;

- ryeBlQb; {RbcaMqaM
nigryeBlmunbBab;}
*19

special leave granted up to a maximum of seven days during any event

directly affecting the workers immediate family.

karQb;BiessEdlGnuBaateGayminelIsBIR)
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aMBIrf
kgkasmanRBwtikarN_Edlb:HBal;
dl;RKYsarpal;rbs;kmkrnieyaCit.
On the contrary, special leave for personal reasons is not included when
calculating the eligibility period for paid annual leave if the time off was not
made up.

pyeTAvijkarQb;sMrakBiessedayGMeBIcitp
al;rbs;xn
minRtUvKitkgryeBleFVIkarEdl
GacmansiTiQb;RbcaMqaMedayeGa
yR)ak;QleT
kalebIBuMmankareFVIkarbMeBjvijeda
yRtwm RtUveT.
Article 170: In principle, annual leave is normally given for the Khmer New Year unless there
is a different agreement between the employer and the worker. In this case, the
employer must inform the Labor Inspector of this arrangement.

maRta170
tameKalkarN_karQb;sMrakRbcaMqaM
RtUvGnuBaatkgkasbuNucUlqnaMExr
elIkElgEtmankicRBmeRBogelIeBlNa
mYyeTotrvagnieyaCk
nigkmkrnieyaCit. kgkrNI
enHnieyaCkRtUvEtCUndMNwgCamun
eTAGFikarkargarGMBIkarEdl)anRsuHRs
YlKaenaH.
In every case of the paid annual leave exceeding fifteen days, employers have the
right to grant the remaining days-off at another time of the year, except for the
leave for children and apprentices less than eighteen years of age.

kgkrNITaMgGs;EdlkarQb;sMrakRbca
MqaMmanR)ak;Ql
manfirevlaeRcInCagdb;R)aMfenaH

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nieyaCkRtUvmansiTiTukfQb;sMrak
Edlsl;TaMgb:unan
eGayQb;kgeBlNamYyepSgeTot
kgqaMenaHelIkElgEtcMeBaHkarQb
;sMrakenekg
nigkUnCagEdlmanGayuticCag 18
qaM.
SECTION VII

EpkTI 7
SPECIAL LEAVE

karQb;sMrakBiess
Article 171: The employer has the right to grant his worker special leave during the event
directly affecting the workers immediate family.

maRta171
nieyaCkmansTi Gi nBu aa
teGaykmk rnei yaCti xn Qbs; rM akCaBei
ss kg kas
manRBwtikarN_Edlb:HBal;pal;dl;RK
YsarenkmkrnieyaCit.
If the worker has not yet taken his annual leave, the employer can deduct the
special leave from the workers annual leave.

kgkrNIEdlkmkrnieyaCitminTan;Gnu
vtkarQb;sMrakRbcaMqaMTaMgGs;rbs;x
neT nieyaCk
GaceFVIkarkat;kgkarQb;sMrakBiessxa
gelI
BIkarQb;sMrakRbcaMqaMrbs;kmkrni
eyaCit )an.
If the worker has taken all his annual leave, the employer cannot deduct the
special leave from the workers annual leave for the next year.

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kugkrNIEdlkmkrnieyaCit)anGnuvt
karQb;sMrakRbcaMqaMrbs;xnrYcGs;e
hIy nieyaCkmin
GaceFVIkarkat;kgkarQb;sMrakBiessxa
gelIBIkarQb;sMrakRbcaMqaMsMrab;q
aMxagmuxrbs; kmkrnieyaCit)aneT.
Hours lost during the special leave can be made up under the conditions set by a
Prakas of the Ministry in Charge of Labor.

em:ageFVIkarEdlxatbg;kgkasQb;s
MrakBiessenH
GacnwgbMeBjvij)antamlkxNdUc
mankMritkgRbkasRksYgTTYlbnkvi
sykargar.
SECTION VIII

EpkTI 8

CHILD LABOR - WOMEN LABOR

kargarsMrab;ekg kargarsI
A. Joint Provision

k- bTb,BatirYm
Article 172: All employers and managers of establishments in which child laborers or
apprentices less than eighteen years of age or women work, must watch over
their good behavior and maintain their decency before the public. All form of
sexual violation (harassment) is strictly forbidden.

maRta172
nieyaCk nig
naykRKwHssanEdlmaneRbIkmkrCaekg
bkUnCagGayuticCag 18qaM
bsIeGayeFVIkarkgenaH
RtUvemIleGaymankiriyamayaTl
ehIynigrkSakarsmrm
cMeBaHsaFarNCnpg.RtUvhamXat;y:ag

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LABOR LAW (1997)

twgruwgcMeBaHkarrMelaPxagpveP
TRKb;RTg;RTay TaMgGs;.
Article 173: A Prakas of the Ministry in Charge of Labor shall determine the different types of
work that are hazardous or too strenuous and that shall be prohibited to children
aged less than eighteen years.

maRta173
RbkasRksYgTTYlbnkvisykargar
RtUvkMNt;RbePTkargarNaEdlGacbegIt
eRKaHfak;
belIskMlaMg
ehIyEdlRtUvhamXat;ekgGayuticCag
1 8 qaM.

The Prakas shall also establish the special conditions under which minors can be
employed in insalubrious or hazardous establishments where the staff is exposed
to arrangements harmful to their health.

RbkasenaHkRtUvkMritpgEdrnUvlk
xNBiess
edIm,IeGayGnItiCnGaceFVIkar)anenAkg
RKwHsan
NaEdlGacbNaleGaymaneRKaHfak;
bEdlnaMeGayxUcsuxPaBbuKlikeFVI
karenATIenaH.
Article 174: Minors less than eighteen years old cannot be employed in underground mines or
quarries.

maRta174 GnItiCnGayuticCag 18 qaM

minGaceRbIeGayeFVIkarenAGNgEr:
bkarykEr: b ykfIkugdIeLIy.
The Prakas of the Ministry in Charge of Labor shall determine the special
conditions of work and apprenticeship for minors aged from sixteen to less than
eighteen years for underground work.

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RbkasRksYgTTYlbnkvisykargar
RtUvkMNt;lkxNBiessnkargar
nigkarhVwkhVWnviCaCIv
dl;GnItiCnGayuBI16qaM eTAeRkam
18qaM sMrab;eFVIkareRkamdI.
Article 175: Children, employees, laborers, or apprentices aged less than eighteen years
cannot be employed to perform night work in any enterprise covered in Article 1
of this law.

maRta175
nieyaCit kmkr
bkUnCagmanGayuticCag 18 qaM
minGaceRbIeGay eFVIkareBlyb;kg
shRKasdUcmancglkgmaRta 1
nc,ab;enHeT.

The Prakas of the Ministry in Charge of labor shall determine the conditions
under which special dispensation can be allowed for teenagers over sixteen years
of age:

RbkasRksYgTTYlbnkvisykargar
RtUvkMNt;lkxNEdlGacGnuBaateG
aymanbdib,Bati
CaBiess)ancMeBaHekgmanGayueRcI
nCag 16qaM
For work performed in the industries listed below, which, because of their
nature, must operate continuously day and night:

kEdleFVIkarkgEpk]sSahkmdUcma
nrab;erobxageRkamenH
ehIyEdlRtUvedIr\tQb;TaMg
yb;TaMgftamRbePTrbs;xntMrUv

*20 iron and steel factories;

- eragcRksEdk nigEdkEfb
*21 glass factories;

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LABOR LAW (1997)

- eragcRkeFVIEkv
*22 paper factories;

- eragcRkeFVIRkdas
*23 sugar factories;

- eragcRkeFVIsr

*24 gold ore refineries

- eragcRkbMEbkEr:mas
a) For an inevitable case that [When an Act of God] obstructs the normal
operations of the establishment.

xkalNamankrNIeCosminrYcCa]bsKAra
raMgmineGayRKwHssanmandMeNIr
karCaFmta.

Article 176: The night-time break for children of either sex must be a minimum of eleven
consecutive hours.

maRta176
sMrab;ekgePTNakeday
RtUveGaymanfirevlaCaGb,brma 11
em:ag bnbnab;Ka.
B. Child Labor

x- kargarsMrab;ekg
Article 177:

maRta177
1. The allowable minimum age for wage employment is set at fifteen years.

1GayuGb,brmaGaccUleFVIkarCakmkrn
ieyaCit
RtUv)ankMNt;Rtwmdb;R)aMqaM.
2. The minimum allowable age for any kind of employment or work, which, by
its nature, could be hazardous to the health, the safety, or the morality of an
adolescent, is eighteen years. The types of employment or work covered by
this paragraph are determined by a Prakas (ministerial order) of the Ministry
in Charge of Labor, in consultation with the Labor Advisory Committee.

2GayuGb,brmarbs;kmkrnieyaCitRtUvk
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LABOR LAW (1997)

MNt;dl;db;R)aMbIqaM
cMeBaHmuxrbr bkargarRKb;
RbePTEdlGaceFVIeGayxUcsuxPaB
snisux bsIlFmrbs;mnusSeBjCMTg;
edaysarEt
lkxNbRbePTrbs;muxrbr
nigkargarTaMgenaHbgeLIg.EbbEpn
nmuxrbr
bkargarEdl
manEcgkgkfaxNenHRtUvkMNt;
edayRbkasRksYgTTYlbnkvisykar
gar bnab;BI)an
BieRKaHeyabl;CamYyKNkmkarRb
wkSakargar.
Regardless of the provisions of paragraph 2 above, the Ministry in Charge of
Labor can, after having consulted with the Labor Advisory Committee,
authorize the generation of occupation or employment for adolescents aged
fifteen years and over on the condition that their health, safety, or morality is
fully guaranteed and that they can receive, in the corresponding area of activity,
specific and adequate instruction or vocational training.

edayminKitdl;bTb,BatiTaMgLaynkfax
NTI 2 xagelI
bnab;BI)anBieRKaHeyabl;
CamYyKNkmkarRbwkSakargar
RksYgTTYlbnkvisykargar
GacGnuBaateGaymanmuxrbr
bkargarsMrab;mnusSeBjCMTg;cab;BI
Gayudb;R)aMqaMeLIgeTA
kglkxNEdlsuxPaB snisux
nigsIlFmrbs;GkTaMgenaHRtUv)anFa
naedayeBjelj
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ehIyGkTaMgenaHGacTTYl)annUvkar
Gb;rMBiessnigRtwmRtUv
bkarbNHbNalviC
aCIvenAknugEpnkskmPaBEdlBak;B
n.
4.Regardless of the provisions of paragraph 1 above, children from twelve to
fifteen years of age can be hired to do light work provided that:

4edayminKitdl;bTb,BatiTaMgLaynkf
axNTI 1 xagelI
ekgEdlmanGayuBIdb;BIrdl;
db;R)aMqaMGacGnuBaateGayeFVIE
tkargarRsalkglkxNdUcteTA
a) The work is not hazardous to their health or mental and physical
development.

kkargarTaMgenaHminbNaleGayxUcs
uxPaB bkarGPivDncit
nigkayrbs;kumar.
b) The work will not affect their regular school attendance, their participation in
guidance programs or vocational training approved by a competent authority.

xkargarTaMgenaHminbNaleGayb:HBal
;dl;karsikSaCaeTogTat;
karcUlrYmkgkmviFItMrg; Tis
bkmviFIbNHbNalviCaCIvEdl
)ankMNt;edayGaCJaFrmansmtkic.
3. Prakas issued by the Ministry in Charge of Labor in consultation with the
Labor Advisory Committee will determine the types of employment and
establish the working conditions, particularly the maximum number of hours
of work authorized as per paragraph 4 above.

3bnab;BI)anBieRKaHeyabl;CamYyKNk
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mkarRbwkSakargar
RksYgTTYlbnkvisykargar
ecjRbkaskMNt;GMBIEbbEpnnmuxrb
r nigkMNt;GMBIlkxNkargar
CaBiessGMBIfirevla
eFVIkarGtibrmaEdlGacGnuBaat)an
edayEpktamkfaxNTI 4 xagelI.
After having consulted with the Labor Advisory Committee, the Ministry in
Charge of Labor can wholly or partially exclude certain categories of
occupation or employment from having to implement this article if the
implementation of this article for these types of occupation or employment
creates considerable difficulties.

bnab;BI)anBieRKaHeyabl;CamYyKN
kmkarRbwkSakargarrYcehIy
RksYgTTYlbnkvisy
kargarGacdkecjmineGayGnuvtmaRt
aenH mYyEpk
bTaMgRsugcMeBaHRbePTnmuxrbr
b
kargarCakMNt;edayyl;eXIjfakarGnuvt
maRtaenHcMeBaHRbePTnmuxrbr
bkargarTaMgenaH
naMeGaymankarlM)akxaMg.
Article 178: The Labor Inspector can request a physician, who is in public service, to examine
children less than eighteen years of age employed in an enterprise in order to
establish that their jobs are not beyond their physical capabilities. If this is the
case, the Labor Inspector is empowered to demand that their job be changed or
that they be let out of the establishment upon the advice or examination of the
physician, if their parents so protest.

maRta178
GFikarkargar
GacsuMeGayRKUeBTEdlTTYlxusRtUvGgPaB
saFarNNamYy

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LABOR LAW (1997)

mkBinituekgGayuticCagdb;R)aMbIq
aM EdleFVIkarkgshRKasedIm,IbBa
ak;fa kargarEdleKdak;
eGayeFVIenaHminelIskMlaMgeT.
kgkrNIcugeRkayenH
GFikarkargarmansiTibgMeGaybr
kargarekgTaMgenHbbBab;BIRKwH
san
edaymaneyabl;RsbGMBIRKUeBT
ehIynigeRkayEdl
RKUeBT)anBinitpal;RbsinebImank
artv:aBIBukmtayenekgenaH.
Article 179: All employers must keep a register of children aged less than eighteen years old,
whom they employ, indicating their date of birth. This register must be
submitted to the Labor Inspector for visa [approval], observation and warning.

maRta179
nieyaCkTaMgLayRtUvmanesovePAbBa
IcuHnamekgGayuticCagdb;R)aMbIqaMEdl
xnykmkeRbI
edaymankt;kalbriecaTkMeNItenekge
naHpg.esovePAbBa
IenHRtUvCUnGFikarkargarcuHTida
kareFVIesckIsegtnigesckIRBman.
Article 180: In orphanages and charitable institutions in which primary education is given,
occupational or vocational training for children less than fourteen years old must
not exceed three hours per day. A record must be kept indicating the date of
birth, manual labor conditions for children, and the daily schedule, i.e., the
assignment of hours of study, manual labor, rest, and meals.

maRta180
enAkgmnIrsegaHkumarkMRBa
nigkgRKwHsanCakuslkic
EdlmanebIkbzm sikSa
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LABOR LAW (1997)

karbeRgoneFVIhtskm bviC
aCIvcMeBaHekgGayuticCagdb;bYnqa
M minRtUvRbRBwteTAeGayhYs
BIbIem:agkgmYyfeT.RtUvmaneso
vePAbBa
ImYysMrab;cuHkalbriecTkMeNIt
niglk
xNDkargarhtskmenekgRBmTaMgkareRbI
ekgknugmYyf eBalKWkarEckeBleron
eBleFVIkar hUtskm eBlQb;sMrak
nigeBl)ay.
The record must be submitted to the Labor Inspector for visa [approval],
observation and warning at the end of each year.

esovePAbBa
IenHRtUvCUnGFikarkargarcuHTidak
arenAral;dMNac;qaM
RBmTaMgesckIRBman nig
esckIsegtpg.
Article 181: No unemancipated child of either sex less than eighteen years old can contract to
work without the consent of his guardian.

maRta181
KanekgNamnak;GayuticCag
18 qaMePTNakedayEdlminTan;putBIkar
;RKgrbs;BukmaybGkGaNaBa)al
GaccuHkicsnuakargaredayKankaryl;RB
m
GMBI
CnEdlxnenAeRkamkarRKb;RKgenaH
eT.
B. Women Work

K- kargarsMrab;sI
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LABOR LAW (1997)

Article 182: In all enterprises covered by Article 1 of this law, women shall be entitled to a
maternity leave of ninety days.

maRta182

kgshRKasTaMgGs;Edlmanrab;kgmaRta
1 nc,ab;enH sITaMgLayRtUvman
siTiQb;sMrakekAsibfedIm,IsMralkU
n.
After the maternity leave and during the first two months after returning to
work, they are only expected to perform light work.

eRkayBIQb;sMrakkUnmk
kgryeBlBIrExEdl)ancUleFVIkar
RtUveGaysIenaHeFVIEtkarNa Rsal.
The employer is prohibited from laying off women in labor during their maternity
leave or at a date when the end of the notice period would fall during the
maternity leave.

RtUvhamXat;mineGaynieyaCkbBab;
sIsMralkUnenAeBlQb;qgTen
benAfNamYykg
eBlQb;sMralkUnenHeTaHedayviFIeGay
dMNwgmunkeday.
Article 183: During the maternity leave as stipulated in the preceding article, women are
entitled to half of their wage, including their perquisites, paid by the employer.

maRta183

kgeBlEdlQb;sMrakdUcmanEcgkgmaRtax
agelIenH sImansiTiRtUv)anR)ak;
QlBak;kNal
KitTaMgR)ak;bnab;bnSMpg
edaynieyaCkebIkeGay.
Women fully reserve their rights to other benefits in kind, if any.

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LABOR LAW (1997)

sIrkSasiTixnTaMgRsug
kgkarTTYlvtGMeNayepSgeTotRbsi
nCaman.
Any collective agreement to the contrary shall be null and void.

GnusBaarYmEdlpyBIenH
RtUvTukCaemaXedayeBjc,ab;.
However, the wage benefits specified in the first paragraph of this article shall be
granted only to women having a minimum of one year of uninterrupted service in
the enterprise.

kb:uEnkarTTYlR)ak;QldUcmanEcgkg
kfaxNTI 1 nmaRtaenHnwgeGay)an
EtcMeBaHsINa
EdleFVIkarkgshRKas)any:agticmYyq
aMerogmk.
Article 184: For one year from the date of child delivery, mothers who breast-feed their
children are entitled to one hour per day during working hours to breast-feed
their children. This hour may be divided into two periods of thirty minutes each,
one during the morning shift and the other during the afternoon shift. The exact
time of breast-feeding is to be agreed between the mother and the employer. If
there is no agreement, the periods shall be at the midpoint of each work shift.

maRta184

kgryeBlmYyqaMcab;BIfEdlsMralkUnrY
c sIEdleGaykUne)AedaHGac)an
eBlmYyem:agkgmYyf
edIm,IbMe)AkUnxnkgeBlem:age
FVIkar. ryeBlmYyem:agenHGacEck
CaBIrvKEdlman30naTI kgmYyvK
KWeBleFVIkarRBwkmg
eBleFVIkarresolmg enAem:agNa
EdlsIenaHRBmeRBogCamYynieyaC
k.ebIKankarRBmeRBogeT
RtUvykem:agenABak;kNal
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LABOR LAW (1997)

eBlnryeBlema:geFVIkarnImYy.
Article 185: Breaks for breast-feeding are separate from and shall not be deducted from
normal breaks provided for in the labor law, in internal regulations of the
establishment, in collective labor agreements, or in local custom for which other
workers in the same category enjoy them.

maRta185
karQb;edIm,IbMe)AkUnRtUvKitedayELk
ehIyminRtUvbnyBIkarQb;sMrakFmta
EdlmanEcgkgc,ab;kargar
kgbTbBaapkgnRKwHsan
kgGnusBaarYmnkargar
bkgTMlab;
RsukEdlkmkrEeTotknugRbePTCamYy
enHRtUv)anQb;.
Article 186: Managers of enterprises employing a minimum of one hundred women or girls
shall set up, within their establishments or nearby, a nursing room and a crche
(day-care center).

maRta186
naykshRKasTaMgLayEdleRbIsIcas;kI
ekgktI cMnYny:agticmYyrynak;
RtUverobcMbnb;sMrab;bMe)AkUnmY
yenAkg benACitenaH
ehIynigTarkdanmYypg.
If the company is not able to set up a crche on its premises for children over
eighteen months of age, female workers can place their children in any crche
and the charges shall be paid by the employer.

kgkrNIEdlshRKasBuMmanlTPaBero
bcMTarkdan
sMrab;TTYlkumarGayuelIsBIdb;R)aMbI
Ex
pal;)aneTnarICakmkrnieyaCitGacepJ
IkUnrbs;xnenATarkdanNamYy
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LABOR LAW (1997)

edaynieyaCkCaGk
ecjesahuyEfrkSaTarkenaH.
Article 187: A Prakas (ministerial order) of the Ministry in Charge of Labor shall determine
the conditions for setting up hygienic environment and supervising these nursing
rooms and crches.

maRta187
RbkasRksYgTTYlbnkvisykargar
nwgkMNt;lkxNsMrab;erobcMeGayman
Gnamy
nigRtYtBinitbnb;bMe)AkUn
nigTarkdanenaH.
SECTION IX

EpkTI 9
WORKERS RECRUITED OUTSIDE THE WORK PLACE

kmkrnieyaCitEdleRCIserIsqayBIkEngeFVIk
ar
Article 188: All workers who were recruited far from the work place and whose trip to the
work place was paid for by the employer are, at the expiration of the contract or
during leave period, entitled to a return trip to the place of recruitment at the
expense of the employer under the same conditions as the original trip.

maRta188
kmkrnieyaCitTaMgGs;EdleRCIserIsqayBIkE
ngeFVIkar ehIykalNanieyaCk
TTYlbnkdwknaMeGaymkkan;TIkEn
geFVIkarenaH luHcb;kicsna
bdl;eBlQb;sMrakRtUvman

The same obligation applies to the employer if there is a lay-off as a result of a

work stoppage, the closing of the enterprise or an individual dismissal. If the
reason for the dismissal is serious misconduct on the part of the worker, the
employer must reimburse traveling expenses only in proportion to the period the
worker has worked in the enterprise.

siTi)anesahuyeFVIdMeNIrRtLb;eTATIk
EngEdleKeRCIserIsenaHvij.
esahuyenHRtUvnieyaCk
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LABOR LAW (1997)

ecjeGaytamlkxNdUcKanwgdM
eNIrmkkan;kEngeFVIkarEdr.
Article 189: The worker whose services were terminated under the conditions specified
above can demand a return expense from his former employer only within a
maximum of one year from the day he stopped working for the employer.

nieyaCkRtUvmankatBVkicdUcKaEdr
kgkrNIedjecaledaymkBIehtumanbBa
b;kargar biTTVar
shRKaskkaredjecalEtmak;g.
kgkrNIEdleKedjecaleRBaHmankMhus
Fn;GMBIkmkr
nieyaCitnieyaCkRtUvsgesahuyeFVIdM
eNIrEttamsmamaRtnryeBlEdlkmkrni
eyaCit )anbMerIenAkgshRKas.
Article 190: A Prakas of the Ministry in Charge of Labor shall determine the procedure for
implementation of this Section.

maRta190
RbkasRksYgTTYlbnkvisykargar
nwgkMNt;GMBIEbbbTGnuvtnEpkenH.
CHAPTER VII

CMBUkTI 7
SPECIFIC WORKING CONDITIONS FOR
AGRICULTURAL WORKS

lkxNedayELknkargarkgviC
aCIvxagksikm
Article 191: Besides the general provisions set out in this law, the following provisions apply
to agricultural workers.

maRta191
eRkABIbTb,BatiTUeTAEdlmanEcgkgc,ab
;enH bTb,BatiteTAenHRtUv)anGnuvt
cMeBaHkmkrnieyaCitkgviC
aCIvxagksikm.
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LABOR LAW (1997)

Article 192: An agricultural worker is a worker employed on:

maRta192

EdlehAfakmkrnieyaCitknugviCaCIv
xagksikm
KWkmkrnieyaCitEdleFVIkar xag
plantations;

- cMkar
farms (the growing of crops and the raising of animals);

- GaCIvkmxagksikm {daMdMNaM
nigciBawmstV}
forestry exploitation;

- GaCIvkmeRBeQI
fisheries.

- GaCIvkmensaT.
SECTION I

EpkTI 1
PLANTATIONS

cMkar

Article 193: For the purposes of this law, the term plantation means all agricultural
businesses that regularly employ paid workers and that primarily cultivate or
produce the following for commercial purposes: coffee, tea, sugar cane, rubber,
bananas, coconuts, peanuts, tobacco, citrus fruits, oil palm, cinchona, pineapple,
pepper, cotton, jute, and other commercial crops.

maRta193
BakfacMkarkgc,ab;enH
mannyfaGaCIvkmxagksikmTaMgGs;Edle
RbIGkeFVI
karykQlCaeTogTat;
ehIyEdlmandaMdMNaM
bplitplsMxan;sMrab;eFVICMnYjdUcCa
kaehV Et GMeBA ekAsU eck
dUgsENkdI faMCk; RkUc dUgeRbg
kaMgKINa mas; eRmc kb,as RkecA
nig dMNaM]sSahkmepSgeTot.
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LABOR LAW (1997)

The provisions in the present Section do not apply to family enterprises or small
sized plantations whose produce is only for the local market and that do not
regularly employ paid workers.

bTb,BatikgEpkenHminRtUvGnu
vtelIshRKasRKYsar
bcMkarEdlmanTMhMtUcykplsMrab;Et
pSarenAkgRsukehIy\teRbIGkeFVIk
arykQlCaeTogTat;enaHeT.
A. Hours of Work

k- firevlaeFVIkar
Article 194: The normal number of working hours for plantation workers is eight hours per
day, or forty-eight hours per week. For certain categories of workers, the daily
number of hours can be increased to nine as long as the weekly total does not
exceed forty-eight.

maRta194

firevlaFmtaenkargarkmkrnieyaCitknugcMk
arRtUv)ankMritRtwmR)aMbIem:agkgmYy
f
bEssibR)aMbIem:agkgmYys)ah_.
firevlaeFVIkarFmtaenH
GaceGayeFVIkarrhUtdl;R)aMbYn
em:agkgmYyfk)anEdr
cMeBaHkmkrnieyaCitRbePTxoH
b:uEnminRtUveGayelIsBIEssibR)aMbI
em:agkgmYys)ah_.
Article 195: For regular resident workers, i.e. those accommodated by the enterprise, any
time over one hour required for traveling between workplace and home is
considered to be part of the work day.

maRta195

sMrab;kmkrnieyaCiteFVIkareTogTat;E
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LABOR LAW (1997)

dlsak;enAkgshRKas
eBlevlacaM)ac;
edIm,IecjBIpHsMEbgeTATIeFVIkar
ehIyRtLb;mkvijRtUvKitbBalkgeBl
eFVIkarcMeBaHPaKEdl
elIsBImYyem:ag.sMrab;kmkrnieyaCit
eFVIkareTogTat;Edlminsak;enAkgs
hRKas RBmTaMg
kmkrnieyaCiteFVIkarmgmaal
firevlaeFVIkarRbcaMfKittamkMNt;e
m:ageFVIkar.
For regular non-resident workers as well as casual workers, the daily working
hours is determined according to the hours worked.
Article 196: For certain jobs, a maximum of two hours may be added to the actual eight
hours of work in order for workers to be present at the work site. These jobs
shall be listed in a Prakas (ministerial order) of the Ministry in Charge of Labor.
During the two hours for which workers are required to be present at the work
site, workers cannot be forced to perform any work and can use the time freely.

maRta196

cMeBaHmuxrbrxHGacbEnmy:ageRcI
nBIrem:agelIfirevlaR)aMbIem:agkg
mYyf
edIm,ICaeBlbgajxnenATIkEngeFVI
kar. bBa
InmuxrbrTaMgenHRtUvkMNt;edayRbka
sRksYg
TTYlbnkvisykargar.
kgryeBlBIrem:agEdlsMrab;bgajx
nenATIkEngeFVIkarenH kmkr
nieyaCitminGacRtUveKbgMeGayeFVI
karGVIeLIy
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LABOR LAW (1997)

ehIyGaceRbIR)as;eBlevlaenH)anedaye
srI.
Article 197: If hours worked are more than eight hours of work per day, the extra hours are
paid at the overtime rate. Overtime hours cannot be added to the actual
workday to exceed ten hors in the same day, except for a case of preventing a
disaster or repairing damage caused by a disaster.

maRta197
ebImaneFVIkarelIsBIR)aMbIem:agkgf
nieyaCkRtUvecjR)ak;QltamGRtaem:ag
bEnm.
eKminGacbEnmem:ageFVIkareGayelI
sem:ageFVIkarFmtarhUtdl;eTACagdb;em
:agkg mYyfeT
elIkElgEtkgkrNIbgar
bCYsCulkarxUcxatedaymhnrayNam
Yy.
B. Partial Payment in Kind

x- PaKQlCavt
Article 198: Partial payment of wages in kind is allowed but cannot be imposed.

maRta198

kareGayPaKQlCavtGacGnuBaat
eGayeFVI)an
b:uEnminGacbgM)aneT.
In case the employer makes such payment in kind, each regular worker shall be
allocated, in addition to the portion of the payment he receives in cash, an
allotment of 900 grams of uncooked rice per paid workday.

kgkrNIEdlnieyaCkmaneGayQlEbb
enH
eRkAGMBIPaKQlCaR)ak;EdlRtUv)an
RtUvpl;

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LABOR LAW (1997)

eGaykmkrnieyaCiteFVIkareTogTat;m
ak;nUvGgrcMnYn 900Rkam
kgmYyf cMeBaHfEdlRtUv
)anR)ak;QnUlFmta.
Article 199: The payment in rice covered in the preceding article can be replaced by a
payment in cash if the parties so agree.

maRta199
ebImankarRBmeRBogKarvagPaKI
GgrCaQlEdlmanEcgkgmaRtaxagelIGac
eGayCaR)ak;vij)an.
The cash value of the portion of the wage paid in kind, in any case, must be
calculated exactly and recorded in a ledger kept for this purpose.

kgkrNINakedaytMlCaR)ak;nPaK
QlEdlebIkCaR)ak;vijenaH
RtUvEtKitKUreGay)an
RtwmRtUvehIycuHbBa
ikaEdlTuksMrab;karenH.
B. Family Benefits

K- karpl;vteGaysMrab;RKYsar
Article 200: All regular plantation workers are entitled to a daily allocation of rice as
indicated below for their wife and dependent minor children, legitimate or
illegitimate, less than sixteen years old:

maRta200
kmkrnieyaCiteFVIkareTogTat;kgcMkarRKb
;rUbmansiTiRtUv)ansMrab;RbBnxn nig
sMrab;kUnxn
EdlCaGnItiCnenAkgbnk
eTaHmanxan;sa b\txan;sa GayuticCag
16 qaM nUvGgrRb caMf
tamcMnYnkMritdUcteTAenH

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LABOR LAW (1997)

*0

800 grams for the wife;

- 800Rkam

sMrab;RbBn
*1

200 grams for a child under two years;

- 200Rkam

sMrab;kUnmak;EdlmanGayuticCag
2qaM
*2

400 grams for a child two to six years;

- 400Rkam
sMrab;kUnmak;EdlmanGayuBI
2qaM eTA 6qaM
*3

600 grams for a child six to ten years;

*4

750 grams for a child ten to sixteen years.

- 600Rkam sMrab;kUnmak;EdlGayuBI
6qaM eTA 10qaM
- 750Rkam
sMrab;kUnmak;EdlmanGayuBI
10qaM eTA 16qaM
benefits are due to the worker as head of the household for each day worked
entitling him to wage or to any interruption of work for hospitalization or for a
justified illness.

tavkalikenHRtUv)andl;kmkrnieyaCitC
aemRKYsar
ral;feFVIkarEdlebIksiTieGay)anR)ak
;
QlbkgkrNIBrkargarbNalmkBI
karedkeBT
bkarmanCMgWEdl)anbBa
ak;RtwmRtUv.
Children more than sixteen years of age and less than twenty-one years of age,
who are studying in a public secondary or tertiary education institution or in an
authorized private secondary or tertiary education institution, or who are
working as apprentices, receive the same family benefits as minor children less
than sixteen years old.

kUnGayueRcInCag 16qaM ehIyticCag

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LABOR LAW (1997)

21qaM
EdlenACab;eronkgRKwHsansaFarN
xagmFm sikSa
b]tmsikSabkgRKwHsankCnxa
gmFmsikSa
b]tmsikSaEdl)anGnuBaatRtwmRtU
v
bkUnEdleKdak;eGayeroneFVIkarRtUv
)anvtpl;kglkxNdUcKanw
gkUnCaGnItiCnGayu 16qaM Edr.
To be entitled to family benefits, the wife must meet the following requirements:

edIm,IeGay)anvtpl;sMrab;RKYsare
nH
RbBnRtUvbMeBjlkxNdUcteTA
a)

She must not be gainfully employed.

kmin)anRbkbGaCIvkmGVIEdlmanQnUl
eT.
She must live with her husband, either on the plantation if he is a regular
resident worker or at home or in the husband's normal place of residence outside
the plantation if he is a non-resident.

x- RtUvenACamYybIxnkgcMkar
RbsinebIbtICakmkrnieyaCitssitessr
manTIlMenAkgcMkar b
enAkgpHblMenAFmtarbs;bIenA
eRkAcMkar
RbsinebIbIminenAkgcMkareT.
be entitled to family benefits, minor children must live with the head of the ,
either at the plantation if he is a resident worker, or at his home or normal place
of residence outside the plantation if he is a non-resident. However, children
who study at a distant school or who attend apprenticeship and therefore cannot
live with their parents are entitled to benefits if a statement attesting to this
situation is issued by the public or authorized private school. If the school is a
private institution, the signature of the head of the institution must be notarized
by the competent ministry.
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LABOR LAW (1997)

edIm,IeGaymansiTiTTYlvtpl;eGay
RKYsarenaH
Tal;EtkUnCaGnItiCnTaMgLayenACamYy
nwg
emRKYsarkgcMkarebIRKYsarenHCak
mkrnieyaCitsnak;enAcMkarenaH
bmYyenAnwglMenArbs;
emRKYsar
bpTHsMEbgFmtaeRkAcMkarkalebIemRK
YsaredkenAeRkAcMkar.
kb:uEnkUnEdlRtUveTA
eronenAsalaqaybcUleronEpkviC
aCIvrs;enAeRkAlMenAmatabita
RtUvmansiTiTTYlvtpl;kalebIbgajli
xitbBaak;BIsalaeronsaFarN b
kCnEdl)anGnuBaatRtwmRtUv.
RbsinebIsalaeronenaHCasalakCn
RtUveGaymanesckIbBa
ak;BIRksYgmansmtkicelIhtelxan
aykRKwHsankCnenaHpg.
Article 201: Family benefits are due to the worker as of the date of hiring on the condition
that the employer was given all required supporting documents.

maRta201

karpl;vtRKYsarnwgGacpl;eGaykmkrnie
yaCit cab;taMgBIfEdlsamIxncUl
eFVIkareRkayBInieyaCk)anTTYllixitPs
tagRtwmRtUvtamc,ab;RKb;cMnYn.
Article 202: The worker who wants to benefit from to provisions of the present Section must
present the following supporting documents:

maRta202

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LABOR LAW (1997)

lixitPstutagEdlkmkrnieyaCitRtUvptl;e
dIm,ITamTarGtRbeyaCn_nEpkenH
mandUcteTA
a) an excerpt of marriage certificate;

k- sMrg;lixitGaBah_BiBah_ sMrg;
b) an excerpt of birth certificate for each child;

x- sMrg;lixitkMeNItnkUnnImYy
c) a declaration by the head of the household claiming responsibility for his own

that his wife is not gainfully employed;

K- esckIRbkasGMBIemRKYsarbBa
ak;edayTTYlxusRtUvelIxnfa
RbBnxnmin)aneFVIkarman
R)ak;QleT.
d) eventually, proof of schooling or apprenticeship attendance as provided for in

Article 200.

X- lixitbBaak;karsikSa beronviC
aCIvCayfaehtuEdlEcgkgmaRta
200.
Article 203: If the worker finds himself unable to procure the certificates enumerated in
paragraphs a) and b) of Article 202 above, they can be replaced by either a court
decision or by an attested affidavit as prescribed by the laws or regulations in
effect regarding civil status.

maRta203
kalebIkmkrnieyaCitminGacCUnlixitGRtanuk
UldaandUc)anEcgkgkfaxN k nig x
nmaRta
202eT
CnenHGacCUnCaCMnYs)annUvsalRkm
blixitCMnYssMbuRtkMeNIt
Edl
manTMrg;RtwmRtUvtamc,ab;bbTbBa
aCaFrmankgerOgGRtanukUldan.
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LABOR LAW (1997)

D. Housing

X- eKhdan
Article 204: Regular full-time workers shall be entitled to free housing (main house and
outbuildings) provided by the employer under the conditions set by a Prakas
(ministerial order) of the Ministry in Charge of Labor.

maRta204
kmkrnieyaCiteFVIkareTogTat;Cab;lab;mYykE
ng mansiTiRtUv)aneKhdanenA
eday\tecjf
{eKhdanFM
nigsaxa}EdlnieyaCkpl;kglkxN
dUcmankMNt;kgRbkasRksYgTTYlb
nkvisy
kargar.
Article 205: Housing (main house) provided to a married worker living with his family should
have a minimum inhabitable area of twenty-four square meters. A house of this
size can be provided to single workers at the rate of one house per a maximum
of four single persons of the same sex.

maRta205
eKhdan {tYpHFM}
EdlnieyaCkpl;eGaykmkrnieyaCitmanbtI
RbBn rs;enA CYbCuMRKYsar
RtUvmanpRkLaGacenA)anCaGb,br
mamanTMhMmbYnEm:RteTVKuN.
eKhdandUc
KaenHnwgpl;eGaykmkrnieyaCitEdl
enAlIv ePTdUcKacMnYn 4nak;
y:ageRcInrs;enAkgpH nImYy.
Article 206:

The housing must be constructed in conformance with sanitation and public

health regulations issued by the competent authorities. To this end, enterprises
shall submit the plans and specifications for one or more types of housing to the
Bureau of Labor Inspection who will directly advise and then send them to the
competent provincial or municipal authorities. If the authorities voice no
reservation within thirty days from the submission, the enterprise can undertake
any construction conforming to the submitted project. Special authorization
can be requested for the construction of temporary housing during the
installation period or the clearing of new lots as long as the temporary housing
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LABOR LAW (1997)

is not occupied longer than three years and that it conforms to general standards
of sanitation, hygiene and health as established by the competent authorities.

maRta206
eKhdanTaMgenHRtUvsg;tambTbBa
aGnamy nigsuxPaBsaFarN EdlraCkar
mansmtkic)anecjeGay.
edIm,IeGay)aneKhdandUcxagelIenH
shRKasTaMgLayRtUvCUn
bg;nigPinPaKnKMrUpHmYy
beRcIneTAGFikardankargar
EdlRksYgenHRtUveGayeyabl;pal;
rYceTIbbBaneTArdGMNacextRkugmansmtkic.
kalebIrdGMNacTaMgenHBuMmanCMTas
;GVIkg
ryeBlsamsibfbnab;BI)andak;sMNu
MerOgenHeT
shRKasGacsg;eKhdanenaHtamKMer
ag
Edl)anCUnmk.cMeBaHeKhdanbeN
aHGasnEdlRtUveFVIkgsmyerobc
MGaCIvkm bKas;randIfI
shRKasGacsuMGnuBaatBiesssg;eKh
danenH)an
ehIyeKhdanbeNaHGasnenHminRtUv
eRbIR)as;eGayelIsBIbIqaM
RBmTaMgRtUveGay)anRsbtamlkxN
TUeTAnGnamy nigsuxPaB
EdlkMritedayraCkarmansmtkic.
Article 207:

Workers are prohibited from housing anyone other than their wife and

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LABOR LAW (1997)

legitimate or illegitimate children registered with the employer in the houses put
at their disposal, unless otherwise authorized by the employer.

maRta207

RtUvhamXat;cMeBaHkmkrnieyaCitEdl)anTT
YleKhdanmkenArYcehIy min
eGayTTYlmnusSeToteRkABIRbBn
kUnmanxan;sa b\txan;sa
Edl)anRbkasRtwmRtUvcMeBaH
nieyaCkmkenAkgeKhdanTaMgen
HeT
elIkElgEt)anGnuBaatGMBInieyaCk.
Article 208: Workers must always keep their house, as well as their outbuildings, courtyard,
and garden, clean. They are liable for damage to the housing they are provided.

maRta208

kmkrnieyaCitRtUvEfrkSaeKhdanx
n RBmTaMgsaxa TIFa
nigsYnc,arneKhdan
enHeGaysatCanic.
GkTaMgenHRtUvTTYlxusRtUvcMeBaH
karxUcxatEdlekIteLIgcMeBaHGMeBIrbs;x
n eTAelIeKhdan
EdleKRbKl;eGayxnsak;enA.
E. Housing Allowance

g- R)ak;bMNac;eKhdan
Article 209:

When the plantation cannot furnish housing to regular full-time workers, the
employer is required to pay them a monthly housing allowance under the
conditions determined by a Prakas from the Ministry in Charge of Labor in
accordance with the recommendation of the Labor Advisory Committee.

maRta209

kalNacMkarminGacpl;eKhdaanCavtsueGayk
mkrnieyaCiteTogTat;Cab;lab; mYykEngeT
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LABOR LAW (1997)

nieyaCkRtUvpl;eGayGkTaMgenaHn
UvR)ak;bMNac;eKhdanRbcaMEx
tamlkxN
dUcmankgRbkasRksYgTTYlbnkvi
sykargar
edayeyaleTAtameyabl;KNkmkarRbw
kSa kargar.
F. Water

c- Twk
Article 210: Workers must be supplied with water for all their needs, in every season, and
under the best conditions possible.

maRta210
karpl;TwkeGaykmkrnieyaCiteRbIR)as;tamR
tUvkar RtUveGaynieyaCkcat;Ecg
eGaymanRKb;rdUvtamlkxNds
mrmbMput.
Article 211: The source of water shall be found, protected and the water shall be distributed
first for consumption.

maRta214
enAkgTIRbCuMCnnImYyenkmkrnieyaCit
RtUvEtmanbgn;GnamyedaycMnYny:ag
ticesInwgmYyPaKbYneneKhdaan.
bgn;GnamyenaHRtUvsg;eGay)anq
ayKYrsmBIeKhdan
ehIyeGaymandMbUlRBmTaMgCBa
aMgbiT)aMgRtwmRtUv.
bgn;GnamyTaMgenaHRtUvbiTkuM
eGayFuM
kinmkeRkAehIyEfTaMeGaymanGnam
yCanic.
Article 212:

In case the water is suspected to be tainted, the employer shall take all
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LABOR LAW (1997)

necessary measures (sterilization by boiling or chlorination, etc.) recommended

by the public health service.

maRta212
kgkrNIEdlTwkenaHmanRbPBKYreGa
ysgSyfamaneRKaHfak;
nieyaCkRtUv
cat;viFankarcaM)ac;edaysYreyabl;Rku
meBTsaFarN
dUcCakarsMGatedaydaMTwkeGayq
in
bkareRbICatiKImIedIm,IsMGatTwken
aHCaedIm.
G. Provision of Supplies

q- karpl;PsPar
Article 213: [For] Plantations or work sites that are located far from regular markets and that
do not have adequate supplies of their own, the employer can set up a store that
provides staples such as rice, dry salted fish, smoked fish, salt, tea, etc. The
store must operate according to the conditions defined in Articles 42 and 43 of
this law.

maRta213
cMeBaHcMkar
bkardanEdlenAqayBIpSarFmta
ehIyEdlKaneRKOgeRbIR)as; RKb;RKan;eT
nieyaCkGacbegItenAkgcMkar
bkardanxnnUvGaKarUbdanmY
y EdlmanPsPar caM)ac;dUcCa Ggr
RtIegot RtIeqIrGMbil Et .l.
ehIyEdlRbRBwteTAtamlkxNdU
cman kMNt;kgmaRta 42
nigmaRta 43 nc,ab;enH.
H. Latrines

C- bgn;
Article 214: In each community of workers, the number of latrines must equal at least onequarter of the number of houses. These latrines shall be in covered buildings

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LABOR LAW (1997)

placed at a sufficient distance from the living areas. They shall be enclosed and
maintained permanently in a sanitary state.

maRta214
enAkgTIRbCuMCnnImYyenkmkrnieyaCit
RtUvEtmanbgn;GnamyedaycMnYny:ag
ticesInwgmYyPaKbYneneKhdaan.
bgn;GnamyenaHRtUvsg;eGay)anq
ayKYrsmBIeKhdan
ehIyeGaymandMbUlRBmTaMgCBa
aMgbiT)aMgRtwmRtUv.
bgn;GnamyTaMgenaHRtUvbiTkuM
eGayFuM
kinmkeRkAehIyEfTaMeGaymanGnam
yCanic.
Article 215:

Household refuse and garbage of all kinds shall be placed in a pit away from
water sources and buried daily or burned.

maRta215
sMrampH)ay
nigkaksMNl;RKb;RbePTRtUvdak;kgreNAq
ayBIpvTwk ehIylub Citral;f
bmYydutecal.
Article 216:

Dead animals must be buried far from water sources, wells, cisterns, and
inhabited areas.

maRta216
exacstVRtUvkb;qayBIedImkMeNItTwk
BIGNg BIGag nigpHsMEbg.

I. Death-Interment or Cremation

Q- mrNPaB karrMlaysB
Article 217: Death shall be certified by the competent authorities and interment or cremation
shall be organized as prescribed by the regulations in effect.

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LABOR LAW (1997)

kalebImanmrNPaB
RtUveGaymankarBinitBIraCkarmansmtkic
ehIykar
rMlaysBkRtUveFVIeTAtamlkxN
EdlmanEcgkgc,ab;CaFrman.
maRta217

Article 218: Upon the death of each regular worker, the employer shall furnish:

maRta218
enAeBlmrNkalenkmkrnieyaCitmnak;Edl)an
eFVIkareTogTat; nieyaCk RtUvpl;nUv
- karms
white cloth; - sMBt;s

*25

a coffin;

*26
*27

transportation of the coffin to the cemetery or the crematorium;

meFa)aydwknaMkarmseTAdl;TIs
msan b)a:qa
*28

and shall be responsible for funeral costs up to at least one-month wage

of the deceased worker.

- ehIyTTYlkgbnkxnEfmeTot
nUvesahuyeFVIbuNEdlminticCagR)ak;Q
lmYyExnsB
kmkrnieyaCitenHeT.
J. Day Nursery

j- kEngepJIekg
Article 219: When a plantation employs one hundred or more regular working resident
women, the Labor Inspector can, on the advice of the health service and the
provincial or municipal governors, require the employer to construct, organize,
and maintain a day nursery near the workers' housing.

maRta219

kalebIcMkarNamYyeRbIkmkrnieyaCit
Cab;lab;ePTRsI
manlMenAkgcMkarcMnYn BI
100nak;eLIgeTAGFikarkargarGaccat;b
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LABOR LAW (1997)

gab;eGaynieyaCksg; erobcM
bEfTaMkEngepJIekg
mYyenACiteKhdantameyabl;nRku
meBT nigGPi)alext-Rkug.
This day nursery will be placed under the supervision of a female caretaker, who
will eventually assisted as needed by one or more helpers, depending on the
number of children, and will be provided with necessary supplies such as milk
and rice.

kEngepJIekgenHRtUvenAeRkamkar
GnurkSnqaMRsImak;
EdlmanCayfaehtunUvCMnYymak;
beRcIn
nak;tamcMnYnekgEdlepJI
ehIyRtUvpl;PsParcaM)ac;CaTwkeda
H nigGgr.
For infants more than two year old, the owner of the plantation shall distribute,
in addition to rice, a variety of food. The rations shall be monitored by the health
service of the enterprise.

cMeBaHekgGayueRcInCagBIrqnaM
nieyaCkmas;cMkarRtUvEckeRkABIG
grnUvGaharmYycMnYnpg.
cMnYnGaharsMrab;mak;RtUvTTYlkar
RtYtBinitGMBIRkumeBTnshRKas.
Article 220: The maximum age of admittance for children to the day nursery is six years.

maRta220
kEnogepJIekgenHTTYlEtekgEdlman
Gayuy:ageRcInR)aMmYyqaMeBj.

Article 221: A day nursery shall be opened and operated according to the conditions specified
above, provided that there are at least ten children enrolled.

maRta221
kEngepJIekgenHnwgebIkTVar
ehIyRbRBwteTAkglkxNkMritdUcxag
elI luHRta
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LABOR LAW (1997)

EtekgEdlRtUvepJImancMnYn
10nak;y:agtic.
K. School

d- salaeron
Article 222: When there are at least twenty children aged at least six years of regular resident
workers at the plantation, the employer must construct and maintain, at his own
expense, a sufficient number of primary schools located close to the workers'
housing.

maRta222
kalNaknugcMkarmanekgGayuR)aMmYyqa
MeBj cMnYny:agtic 20nak; CakUnkmkr
nieyaCitCab;lab;sak;enAnwgcMkar
nieyaCkRtUvsg;
ehIyEfTaMeGaymansalabzmsikSaenA
CiteKhdaankmkrnieyaCitTaMgenaH
edaymancMnYnsmRsbtamesckIRtUv
kar.
Article 223: The employer must equip these schools with furniture and teaching materials, at
his own expense, in conformance with the directives of the competent
administrative services.

maRta223

nieyaCkRtUvpl;cMeBaHsalaeronTaMg
enaHnUvsgarwm
nigsMParsMrab;beRgon
edayecjesahuyelIxnehIyRsbtambB
aanRkumraCkarmansmtkic.
Article 224: Teacher salaries are to be paid by the plantation.

maRta224
R)ak;QlnbuKlikGkbeRgon
kRtUvshRKasecjEdr.
Article 225: If the school is located more than 1500 meters from the village, the employer is
required to provide transportation for the school children at his expense in
vehicles that provide protection from sun and rain.
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LABOR LAW (1997)

maRta225
kgkrNIEdlmansalaeronenAqayBIPUmicMn
YnCagmYyBan;R)aMryEm:Rt nieyaCk
RtUvecjesahuydwknaMkUnsisSTaMge
nH
edaymanyanCMniHerobcMKt;mt;karBa
rkMedAf nig TwkePgpg.
Article 226: The children of regular non-resident workers can be admitted to the schools on
the plantation, but the employer is not responsible for their transportation.

maRta226

kUnrbs;kmkrnieyaCitCab;lab;Edlmanl
MenAeRkABIcMkar GaccUleronkg
salaeronncMkar)anEdrb:uEnnieyaCk
KankatBVkicdwknaMekgTaMgena
HpgeT.
SECTION II

EpkTI 2
OTHER AGRICULTURAL WORKS

GMBIviCaCIveTotxagksikm
Article 227: The particular working conditions in agricultural enterprises other than
plantations shall be established specifically by proposal of the Minister in Charge
of Labor after having consulted with the Labor Advisory Committee.

maRta227

lkxNDedayELkenkargarknugshRKasxagk
sikmeRkAGMBIcMkarRtUvkMriteday
ELktamkaresrbs;rdmnIRksYgTT
Ylbnkvisykargar eRkayEdl)an
TTYleyabl;GMBIKNkmkarRbwkSakar
gar.
CHAPTER VIII

CMBUkTI 8
HEALTH AND SAFETY OF WORKERS
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LABOR LAW (1997)

Gnamy nigsnisuxenkmkrnieyaCit
SCOPE OF APPLICATION

EdnGnuvt
Article 228: The provisions of the present Chapter shall apply to all enterprises of any kind,
as stated in Article 1 of this law.

maRta228
bTb,BatikgCMBUkenHRtUvGnuvt
elIshRKasRKb;RbePT
dUc)ancglkgmaRta 1 nc,ab;enH.
However, excluded from them are workshops where only family members are
employed under the direction of the father, the mother, or guardian as long as the
work is not performed using a boiler or mechanical or electric motors or the
industry is not classified as dangerous or unsanitary.

kb:uEnminRtUvGnuvtbTb,Batie
nHcMeBaHeragCagTaMgLayNaEdlmaneRb
IEtnieyaCitCasmaCik
nRKYsarEdlsitenAeRkamkarRKb;RK
grbs;Bukmay
bGkGaNaBa)alb:ueNaH elIkElgEt
kargarRbRBwteTAedayLcMhay
beRKOgyn bGKisnI
bk]sSahkmenaHCaRKwHssanEdlG
ac maneRKaHfak;bxUcsuxPaB.
SECTION I

EpkTI 1
GENERAL PROVISIONS

bTb,BatiTUeTA
Article 229: All establishments and work places must always be kept clean and must maintain
standards of hygiene and sanitation or generally must maintain the working
conditions necessary for the health of the workers.

maRta229
RKb;RKwHsan
nigTIkEngeFVIkarRtUvrkSaeGay)ansat
ehIybgajfamanlkxN Gnamy

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LABOR LAW (1997)

nigsPaBsuxsb,ayCanic
bCaTUeTARtUveGaymanlkxNk
argarCacaM)ac; sMrab;
suxPaBrbs;kmkrnieyaCit.
The Ministry in Charge of Labor and other relevant ministries shall prepare a
Prakas (ministerial order) to monitor the measures for enforcing this Article in all
establishments subject to the provisions of this Chapter, particularly regarding:

RksYgTTYlbnkvisykargar
nigRksYgBak;BnRtUverobcMeFVIRbkas
edIm,ItamdanRtYtBinit
karGnuvtmaRtaenHsMrab;GaceGayG
nuvt)anenARKb;RKwHsan
EdlsitenAeRkambTb,Batin
CMBUkenHCaBiessEdlBak;Bndl;
*29

the quality of the premises

*30

Cleaning

- KuNPaBnTIkEngeFVIkar
- kare)assMGat

*31

hygienic arrangements for the needs of personnel;

zbnPNsuxaPi)alEdlRtUvmansMra
b;esckIRtUvkarrbs;buKlik
*32

braverage and meals

- ePsC nigGahar
*33

lodging of personnel, if applicable;

*34

work stations and seating arrangements;

- karsak;enACayfaehturbs;buKlik
- b:uskargar
nigkarerobcMGasneFVIkar

*35

ventilation and sanitation

viFankarsMrab;eFVIeGayxl;ecjcUl)anRsYl
nigkarsMGatbriyakaskEngeFVIkar
*36

individual protective instruments and work clothes;

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LABOR LAW (1997)

- ]bkrN_karBarpal;xn
nigsMelokbMBak;kargar
*37

lighting and noise levels in the workplace.

- BnW nigsMelgkgkEngeFVIkar.
Article 230: All establishments and work places must be set up to guarantee the safety of
workers. Machinery, mechanisms, transmission apparatus, tools, equipment and
machines must be installed and maintained in the best possible safety conditions.
Management of technical work utilizing tools, equipment, machines, or products
used must be organized properly for guaranteeing the safety of workers.

maRta230
RKb;RKwHsan
nigTIkEngeFVIkarRtUverobcMy:agNaeGaym
ankarFanasuvtiPaBrbs;
kmkrnieyaCit.eRKOgm:asuIn
eRKOgyn briFansMrab;karbBan ]
bkrN_tUc FM nigm:asuIn RtUvdak;
nigerobcMkglkxNRbesIrbMpu
tnsnisux.
karcat;EcgkargarbeckeTsEdleRbI R)as;
sMPar ]bkrN_tUc FMma:suIn
bplitpleRbIR)as;rYc
RtUvTukdak;eGay)anl edIm,IFana
snisuxrbs;kmkrnieyaCit.
The Prakas covered in Article 229, shall also determine the measures for
enforcing this article, particularly regarding:

RbkasEdlmanEcgkgmaRta 229
kkMNt;pgEdrnUvviFankarsMrab;Gnu
vtmaRtaenHBiess EdlBak;Bndl;
*38

risks of falling;

- haniPynkarRCuHFak;
*39

moving heavy objects;

*40

protection from dangerous machines and apparatus;

- karbrTItaMgnvtFn;

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LABOR LAW (1997)

- karkarBarm:asuIn
nigbriFanEdlGacbNaleGaymaneRK
aHfak;
*41

preventive measures to be taken for work in confined areas or for work

done in an isolated environment;

viFankarkarBarEdlRtUvcat;EcgeGayman
kgkrNIeFVIkargarkgkEngcegt
bsanPaB
kargardac;Etg
*42

risks of liquids spilling;

- haniPynkarehorecjvtrav
*43

fire prevention.

- karkarBarGKiPy.

Article 231: Without prejudice to the provisions in Article 229 and 230 and the regulation for
their enforcement, and if necessary, the Ministry in Charge of Labor can issue
other Prakas in order to enforce the same legislative measures regarding the
special regulations for certain professions or certain types of work.

maRta231

edayminKitdl;bTb,BatiEdlmanEcgkgma
Rta 229 maRta 230 nigbT
bBa
asMrab;GnuvtmaRtaTaMgBIrenH
ebIkarGnuvtbeNIreTAeXIjfamankar
caM)ac; RksYgTTYl
bnkvisykargarGacecjRbkasepSge
TotedIm,IGnuvtviFankarCapvc,ab;
dUcKa
cMeBaHGaCJa
yukaledayELksMrab;viC
aCIvmYycMnYnbsMrab;EbbEpnkar
garmYycMnYn.
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LABOR LAW (1997)

Article 232: The Prakas described in Articles 229 to 231 shall be issued after having
consulted with the Labor Advisory Committee.

maRta232
RbkasEdlmanEcgkgmaRta
229 dl;maRta 231 RtUveFVIeLIgeRkayBI)an
BieRKaHeyabl;kPaBCamYyKNkmka
rRbwkSakargar.
SECTION II

EpkTI 2
INSPECTIONS

karRtYtBinit
Article 233: Visits to establishments and inspections of the enforcement of the legislative
provisions and regulations regarding health, working conditions and safety shall
be made by Labor Inspectors and Labor Controllers. Labor Medical Inspectors
and experts in work safety shall collaborate to achieve these inspection missions.

maRta233
karcuHeTAeFVIkarenAtamRKwHsan
nigkarRtYtBinitkarGnuvtbTb,Batic,ab;
nig
bTbBaaTak;TgnwgGnamy
lkxNkargar nigsnisuxkargar
RtUveFVIedayGFikarkargar nig
GPi)alkargar.GFikareBTkargar
nigGkCMnajxagsnisuxkargarRtUvshkar
KabMeBj
ebskkmenH.
After inspection, if infractions are found, the Labor Inspector shall serve notice
on the manager of the establishment by indicating all points that do not conform
to the provisions of Chapter VIII of this labor law and the Prakas for its
implementation.

eRkayeBlRtYtBinit
ebIsegteXIjmankarxusqg
GFikarkargarRtUvdak;kMhitdl;nayk
RKwHsanedaybBa
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LABOR LAW (1997)

ak;c,as;nUvcMNucEdlminRtwmRtUvt
ambTb,BatinCMBUkTI
8 rbs;c,ab;kargar
nigRbkasGnuvtCMBUkenH.
Article 234: Before drawing up an official report, the Labor Inspectors and Controllers must
serve notice on the managers of the establishments to conform to the provisions
of Prakas for implementing Articles 229 to 231, when this procedure is required.

maRta234
GFikarkargar nigGPi)alkargar
munnwgeFVIkMNt;ehtu RtUvdak;kMhitnayk
RKwHsaneGayeKarBtambTb,Bati
nRbkasGnuvtmaRta 229 dl;maRta
231 kalNaman eRKagnItiviFIEbbenH.
By derogation of this rule [Nevertheless], the Labor Inspectors and Controllers
can, without serving prior notice, write up an official report when they have
identified a serious or imminent danger to the health or safety of the workers.

edaybdib,BatinviFanenH
GFikarkargar nigGPi)alkargar
GaceFVIkMNt;ehtu eBlNaEdl
sMKal;eXIjfamaneRKaHfak;Fn;Fr
bxaMgkacMeBaHsuxPaB
bsuvtsiPaBenkmkrnieyaCiteday
min)ac;dak;kMhitCamun.
Article 235: The procedure of serving notice must also be used when a dangerous situation is
identified and resulted from an infraction of the general provisions even if they
have not yet been the subject of specific provisions for implementation.

maRta235
nItiviFInkardak;kMhitkRtUv)anykmkGnuvt
Edr kalNasanPaBeRKaHfak;
RtUv)ankt;sMKal;
ehIyEdlbNtalmkBIkarRbRBwtelIsnwg
bTb,BatiTUeTAEdlminTan;man
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LABOR LAW (1997)

EcgkgbTb,BatiENnaMGnuvtc,as
;las;
Article 236: Serving notice must be done in writing, either in the register of the establishment
or by recorded delivery or registered letter with acknowledgment of receipt.
Serving notice shall be dated and signed, with specification of the infractions or
identified dangers, and set a deadline for remedying them.

maRta236
kardak;kMhitRtUveFVICalaylkN_GkSr
eTaHelIesovePAbBa
IRbcaMRKwHsankIedaysMbuRt
GnusidEdlmanesckIbBaak;TTYlkI
bedaylixitCUnpal;dEdlmancuHhte
lxa
fa)anTTYlehIykI.kardak;kMhitenHRtU
vmancuHkalbriecTehIycuHhtelxa
EdlmanbBaak; bTelIs
beRKaHfak;Edl)anBiniteXIjnigkMrit
ryeBlEdlbTelIs
nigeRKaHfak;TaMgenaH
EdlRtUvEtlubbM)at;.
If the infraction has not been remedied by the deadline, the Labor Inspector or
Controller can write up an official report.

ebIputryeBlkMNt;enH
bTelIsenAEtminTan;)anbBab;
GFikarkargar bGPi)alkargar Gac
eFVIkMNt;ehtu.

Article 237: Before the expiration of the deadline, the employer can lodge a complaint to the
Ministry in Charge of Labor. This complaint does not conflict with serving
notice. The Ministry can give a ruling on this within 30 days, with clear
justification. If there is no written notification of this ruling within the time
allowed, the complaint is deemed accepted.

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LABOR LAW (1997)

munputryeBlkMNt;
nieyaCkGaceFVIkartv:aeTARksYgTTYlbnkvi
sykar gar.
kartv:aenHminCMTas;nwgkardak;kMhit
eT.
rdmnIecjesckIsMercBIerOgenHkg
ryeBl
samsibfedaymanbBa
ak;mUlehtuc,as;las;.
ebIKankarCUndMNwgCalaylkcN_GkSrBI
esckIsMercenHkgryeBlkMNt;eT
kartv:aenHRtUvcat;Tukfa)anyl;RBm.
maRta237

SECTION III

EpkTI 3
LABOR HEALTH SERVICE

esvaeBTkargar
Article 238: Enterprises and establishments covered by Article 1 of this law must provide
primary health care [first aid] to their workers.

maRta238 shRKas

nigRKwHsanEdlcglkgmaRta 1
nc,ab;enH RtUverobcMeGayman
karBa)albzmsMrab;kmkrnieyaCitrbs
;xn.
Article 239: The Labor Health Service shall be led by one or more physicians who are called
Labor Physicians and whose curative and preventive role consists in avoiding a
deterioration of workers health that is adversely affected by their work. In
particular, they monitor the hygienic standards of the work, the risks of
contagion and the workers state of health.

maRta239
RkumeBTkargarRtUvdwknaMedayRKUeBT
mak; beRcInnak;edaymannamCaRKUeBT
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LABOR LAW (1997)

kargarEdlmanParkickarBarBa)alku
MeGayxUcsuxPaBGkeFVIkarEdlbNalmk
BIkargar
rbs;eKBiessXaMemIllkxNGnam
ykargar eRKaHfak;nCMgWqg
nigsanPaBsuxPaBGkCMgW.
Health records of the workers collected by medical personnel are confidential,
and the information contained in the records cannot by given to the employer, to
a union, or to any third party in a manner that could identify the employee.
However, data extracted from the files that do not identify the individuals can be
used for the purposes of research on labor health or public health.

sMNuMerOgsuxPaBrbs;kmkrnieyaCit
EdlbuKlikeBTkargarRbmUl)anKWCaksa
rsMgat;
ehIyBtmankgsMNuMerOgenHminG
acpl;eGaynieyaCk shCIB bttIyCnNamYy
edIm,IeFVI
karkt;sMKal;elIkmkrnieyaCit)aneT.
kgeKalbMNgsikSaRsavRCavGMBIsu
xPaBkargar
bGMBIsuxPaBsaFarNbMramenHminC
a]bsKeTcMeBaHkareRbIR)as;Tinny
edayminbeBaj
eQaHsamICn.
The provisions of the preceding paragraph do not prevent the files from being
given to the Labor Health Inspector or to the Labor Inspector, who can have
access to these files at any time upon request.

bTb,BatinkfaxNxagelI
minCMTas;dl;karpl;BtmanksarTaMgena
Hdl;GFikareBT kargar
bGFikarkargarEdlGacBinitemIlenAR
Kb;eBlevlatamkaresIsuM.
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LABOR LAW (1997)

Article 240: Depending on the necessity of the enterprise, the labor health service can serve a
single enterprise or jointly serve several enterprises.

maRta240
RkumeBTkargarGacmanCaBiesssMrab;shRK
asnImYy bmanRkumeBT
kargarmYysMrab;shRKaseRcIneRbIR)a
s;rYmKatamsarsMxan;nshRKas.
The cost of organizing and operating the labor health service is borne by the
employer. For inter-enterprise services, the costs are distributed proportionally
based on the number of employees at each enterprise.

esahuycMNaykarerobcM
nigkarRbRBwteTAnRkumeBTkargarRtU
venAelIbnknieyaCk. kg
krNIEdlRkummYybMerIshRKaseRcInen
aH
esahuyRtUvecjtamsmamaRtencMnYnkm
kr
nieyaCitkgshRKasnImYy.
Article 241: As of the dated set by a joint Prakas (ministerial order) of the Ministry in Charge
of Labor and the Ministry of Health, there shall be physicians specialized in labor
health necessarily taking up the positions of Labor Physicians.

maRta241

cab;taMgBIkalbriecTEdlmankMNt;kgRbka
srYmRksYgTTYlbnkvisykargar
nigRksYgsuxaPi)aleTA
RtUvEtmanRKUeBTxagGnamymkka
n;muxgarCaRKUeBTkargarCacaM )
ac;.
Article 242: All enterprises and establishments covered by Article 238 of this law and
employing at least fifty workers shall have a permanent infirmary on the premises
of the establishment, workshop, or work site.

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LABOR LAW (1997)

maRta242
shRKas
nigRKwHsanTaMgGs;EdlmancglkgmaRt
a 238 nc,ab;enH
ehIyEdlmaneRbIkmkrnieyaCity:agtich
asibnak;
RtUvEtmankgbrievNnRKwHsan
eragCag
bkardannUvKilandanGciny_
mYy.
This infirmary shall be run by a physician assisted by one or more male or female
nurses, based on the number of workers.

KilandanenHRtUvmanRKUeBTkan;k
ab;pal; edaymanKilanub,dak
bKilanub,dayikamak; b
eRcInnak;CYyeFVIkarpgKiteTAtamcMn
YnkmkrnieyaCit.
During working hours, both day and night, there shall always be at least one
male or female nurse present.

kgem:ageFVIkarTaMgfTaMgyb;
RtUvmanKilanub,dak
bKilanub,dayika
y:agticmak;enAyam
RbcaMkarCaGciny_.

The infirmary shall be supplied with adequate materials, bandages and medicines
to provide emergency care to workers in the event of accidents or occupational
illness or sickness during work.

KilandanRtUvmansMPar vtrMrbYs
nigsfRKb;RKan;edIm,IBuayamkmkrn
ieyaCitCabnTan;kg
krNImaneRKaHfak;bmanCMgWEdlb
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LABOR LAW (1997)

NalmkBIkargar
bmanCMgWkgkaseFVIkargarenH.
Expenses incurred in organizing and operating this infirmary are the
responsibility of the employer.

esahuykgkarerobcM
nigkarRbRBwteTAnKilandanenH
RtUvenAkgbnknieyaCk.
Article 243: When an enterprise covered by Article 228 has one or more branches or work
sites that employ a total of at least fifty workers and are located more than five
kilometers from the main work site, the employer is required to provide the
branches or work sites with the same means as the main work site to assist and
to treat workers. This includes medical personnel, buildings, materials, bandages
and medicines.

maRta243
kalNashRKasEdlcglkgmaRta 228
mansaxa bkardanmYy
beRcInEdlmaneRbIkmkrnieyaCity:a
gtichasibnak;ehIysitenAcMgayelIsBIR
)aMKILEm:Rt
BI
kardanFMnieyaCkRtUvEtpl;cMeBa
Hsaxa bkardanTaMgenaH
eGaydUcCacMeBaHkardanFMEdr
nUv
meFa)aysegaHnigBa)alkmkrni
eyaCitxoUneGay)ansBVRKb;
dUcCabuKlikeBTsMNg;
sMPar vtrMrbYs nigfaMBa)al.
Article 244: When there are more than 200 workers, the infirmary must include, in addition
to medicines and bandages, areas for hospitalizing the injured and sick before
they are transferred to a hospital or isolated, if necessary. These areas must be
able to handle two per cent of the personnel employed at the site.

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LABOR LAW (1997)

maRta244
kalNacMnYnkmkrnieyaCitmaneRcInCagBIrry
nak; eRkABIeRKOgruMrbYs nigfaM
Ba)alKilandanRtUvmankEngsMra
b;eGayGkrbYs nigGkCMgWsMrak
munnwgbBaneTAmnIreBT
bsMrab;dak;GkCMgWeGaysMrakenA
qayBIeKkalebIRtUvkar.
TIkEngTaMgenHRtUvmanlTPaBdak;
GkCMgWsMrakeGay)anBIrPaKryenkm
krnieyaCitEdleRbIknugkardaan.
Care, treatment, and food for the injured and sick persons hospitalized in the
infirmary are the responsibility of the employer.

karBa)alEfTaM nigGaharnGkrbYs
nigGkCMgWsMrakkgKilandanshR
Kas RtUvenAkgbnk nieyaCk.
Article 245: Apart from the measures in the preceding articles, the employer is required to
cover these expenses:

maRta245
eRkABIviFankarEdlEcgk
gmaRtaxagelI
nieyaCkRtUvEtcat;Ecgedayecj
esahuyxngnUv
1. The service of chemical prophylaxis on their sites;

1RkumKImIbgareraKenAkgkardanxn
2. Vaccination against epidemics.

2karcak;faMkarBarCMgWqgTaMgLay.
In the case of an epidemic, the Minister of Health can order extraordinary
preventive measures at work sites.

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LABOR LAW (1997)

kgeBlmanCMgWqg
RksYgsuxaPi)alGactMrUveGaymancat;
viFankarkarBarCaBiessenAkg
kardanTaMgGs;.
Article 246: The Ministry in Charge of Labor and the Ministry of Health shall issue a joint
Prakas to determine:

maRta246
RksYgTTYlbnkvisykargar
nigRksYgsuxaPi)alRtUvecjRbkasrYmk
MNt;
a) the organization and operation of the labor health services;

k- lkxNerobcM
nigkarRbRBwteTAnRkumeBTkarg
ar
b) the maximum time that the labor physician must devote to personnel at the
establishments in question based on the size of their work force and the
nature of their activities, as well as the physicians mandatory tasks;

xryeBlGtibrmaEdleBTkargarRtUveFVIk
arbMerIbuKliknRKwHsan
Edlc,ab;)ancglRsb
eTAtamcMnYnbuKliknigRbePTenskm
PaB RBmTaMgmuxkarCacaM)ac;.
c) the frequency and the content of the reports to be filed by the manager of the
enterprise or by the representatives of the inter-enterprise services with
regard to the organization, operation and financial management of the health
service.

K- eBlevla
nigxwmsarr)aykarN_EdlshRKas
btMNagRkumGnrshRKasRtUveFVIG
MBIkar erobcM
karRbRBwteTAnigkarRKb;RKghirBa
vtnRkumeBT.

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LABOR LAW (1997)

Article 247: The Ministry in Charge of Labor shall issue a Prakas to determine:

maRta247
RksYgTTYlbnkvisykargarRtUvecjR
bkaskMNt;
a) the conditions under which pre-employment, re-employment, periodical, and
special physical exams are given;

klkxNDEdlRtUvBinitusuxPaBenAeB
lerIsbuKAlikfI
nigeRCIserIsykeFVIkareLIgvij Binit
suxPaBCakaliknigBinitsuxPaBCaBiess
.
b) the number, qualifications, and the duties of the medical personnel to be
employed;

x- cMnYnKuNsm,ti
nigmuxgarnbuKlikeBTsMrab;eRbIk
ar.
c) the conditions under which employers are required to establish and provide
at their expense:

KlkxNEdltMrUveGaynieyaCkcat;E
cg nigerobcM
edayecjesahuyxngKW
1) the infirmary specified in Article 242;

1- KilandanEdlcglkgmaRta
242.

2) a bandaging room for a work force of 20 to 50 workers;

2bnb;ruMrbYssMrab;kmkrnieyaCit
BIemOnak; eTAhasibnak;.
a first aid kit for a work force of fewer than 20 workers, and with particular
regard to the infirmary, the number of rooms, the area space, the equipment and
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LABOR LAW (1997)

their purpose, based on the number of workers employed when medical exams
are conducted at the enterprise, whether or not the enterprise has an
autonomous medical service;

3RbGb;segaHmYysMrab;kmkrniey
aCitEdlmancMnYnticCagemOnak;
ehIyCaGaTRtUvkMrit
cMnYnbnb;nKilandanenH
TMhMpvtEdlRtUvkar
nigkareRbIvtTaMgenaH
edayeyaleTAtamcMnYn
kmkrnieyaCitkgshRKaskalNaBinit
suxPaBRtUveFVIkgshRKasEtmg
eTaHshRKas enHmanRkumsVytmYy
bKankeday.
the medical exams of workers as stipulated in point a) of this article.

4karBinitsuxPaBnieyaCit
kmkrdUcmanEcgknugcMNuc
{k}
nmaRtaenH.
CHAPTER IX

CMBUkTI 9
WORK-RELATED ACCIDENTS

eRKaHfak;kargar
Article 248: An accident is considered to be work related, regardless of the cause, if it happens
to a worker working or during the working hours, whether or not the worker
was at fault; it is the accident inflicted on the body of the worker or on an
apprentice with or without wage, who is working in whatever capacity or
whatever place for an employer or a manager of an enterprise.
Equally, accidents happening to the worker during the direct commute from his
residence to the work place and home are also considered to be work-related
accidents as long as the trip was not interrupted nor a detour made for a personal
or non-work-related reason.

maRta248
RtUvcat;TukCaeRKaHfak;kargar
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LABOR LAW (1997)

eRKaHfak;EdlekIteLIgedayeFVIkar
bkgeBl eFVIkar
eTaHedayehtuy:agNakeday
ehIyeTaHmankMhusmkBIkmkrnieyaCit
bKankeday
KWeRKaHfak;EdlFak;elIrUbkaykmk
rnieyaCit kgeBleFVIkareGaynieyaCk
bnaykshRKas
bFak;elIsisSviCaCIvmanQlkI
\tQlkI
kan;muxgarCaGVI
enATIkEngNakeday.
All occupational illness, as defined by law, shall be considered a work-related
accident and shall be remedied in the same manner.

ma:geTotRtUvcat;TukCaeRKaHfak;k
argarEdr
cMeBaHeRKaHfak;NaEdlFak;elIkmkrni
eyaCitkg
eBlEdlsamIxneFVIdMeNIrBIlMenAd
anxnRtg;eq<aHeTATIkEngeFVIkar
bvilmkvijedayKanQb;
bedayKanvageTAkEnogepSgCaRbe
yaCn_pal;xn
beRkABIkargarEdleKtMrUveGayeTA.
CMgWbNalmkBIviC
aCIvTaMgGs;dUcmanbBaak;kgc,ab;
RtUvcat;TukCaeRKaHfak;kargar ehIy
TTYlkarCYsCuldUcKaEdr.

Article 249: Managers of enterprises are liable for all work-related accidents stipulated in the
Article above regardless of the personal status of each worker.

maRta249
naykshRKasRtUvTTYlxusRtUvelIeRKa

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LABOR LAW (1997)

Hfak;kargarTaMgGs;
dUcmanerobrab;
kgmaRtaxagelIenHeTaHbIlknikp
al;xnrbs;kmkrnieyaCitmnak;ena
HmanlkNy:agNa keday.
The same liability applies to:

karTTYlxusRtUvdUcKaenHRtUvGnuvt
elI
*44

directors of private hospitals, but solely for the personnel they employ;

*45

professionals, solely for their employees;

- GkRKb;RKgRKwHsanBa)alkCn
cMeBaHEtbuKlikEdlGkRKb;RKgenHe
RbI
- CnEdlmanviCaCIvesrI
cMeBaHEteRKaHfak;elIkmkrnieya
Citrbs;CnenaH
*46

craft shops, only for workers other than the wife and the children of the
craftsman;

- shRKassib,km
cMeBaHkmkrnieyaCiteRkABIRbBn
kUnrbs;sib,kr
*47

property owners, only for their domestic workers;

*48

agricultural enterprises, for their workers

- mas;pH
cMeBaHEteRKaHfak;elIGkbMerIk
gpHrbs;xn

shRKasksikmcMeBaHeRKaHfak;n
kmkrnieyaCitkgshRKasenaH.

Apart from the categories expressly mentioned in the preceding paragraph, any
person who engages the services of a worker for specific, occasional work is
required to make reparation for accidents that victimize the worker during the
work.

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LABOR LAW (1997)

eRkABIRbePTdUcmanEcgCak;lak;kg
kfaxNxagedImenH
CnNaEdlTTYlkmkrnieyaCit
eGayRbkbkarNamYyCaR)akd
nigmgmaleGayxn
RtUvEtCYsCuleRKaHfak;epSg Edl
kmkrnieyaCitRtUvrgeRKaHknugkas
EdlbMeBjkargarenaH.
Article 250: Every manager of an enterprise shall manage or have someone take all
appropriate measures to prevent work-related accidents.

maRta250
naykshRKasRKb;rUbRtUvcat;
beRbIeGayeKcat;viFankarcaM)ac;TaMgGs;e
dIm,I
bgareRKaHfak;kargarepSg.
Article 251: Laborers who normally work alone are not subject to the provisions of the
present Chapter or the applicable regulations if they just take one or more fellow
laborers to occasionally work with them.

maRta251
kmkrTaMgLayEdleFVIkarEtEg
CaFmtaminGactMrUveGayenAeRkambTb,B
ati nCMBUkenH
RBmTaMgGtbTc,ab;sMrab;karGnuvt
eT ebIRKan;EtTTYlmitPkimak;
beRcInnak;mkeFVIkar
CamYymgmalenaH.
Article 252: The victim or his beneficiaries are entitled to compensation from the manager of
the enterprise or the employer in the event of work-related accidents inflicting on
him and resulting in temporary incapacitation. However, this compensation can
be paid on the condition that the accidents cause incapacitation for longer than
four days. If the work-related accidents lead to a temporary incapacitation of
four days or less, the victim is entitled to his regular wage.

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LABOR LAW (1997)

maRta252
GkrgeRKaH
bGksiTivnmansiTiRtUv)anTTYlR)ak;bMN
ac;GMBInaykshRKas
bnieyaCkkgkrNIEdlmaneRKaHfak;
kargarFak;elIxn
bNaleGayGak;xaneFVIkarminekIt
mYyryeBlb:uEnR)ak;bMNac;enHGac)
anEtkglkxN
EdleRKaHfak;enaHbNaleGayxan
eFVIkarelIsBIbYnfeTA.ebIeRKaHfak;
kargarbNaleGayGak;xaneFVIkarmine
kItkgryeBlbYnf bticCagenH
GkrgeRKaHRtUv)anTTYlR)ak;QnUldUc
Fmta.
The victim who intentionally causes an accident shall receive no compensation.

GkrgeRKaHEdl)anbgeRKaHfak;eda
yectnaxng
minRtUv)anR)ak;bMNac;GVIeT.
The competent tribunal can:

tulakarmansmtkicGac
*49

reduce the compensation if it is proved that the accident was the result
of an inexcusable mistake of the victim;

bnyR)ak;bMNac;sMrab;CYsCulenH)an
kalNarkeXIjfaeRKaHfak;bNalmkBIkM
husFn;n
GkrgeRKaH
*50

increase the compensation if it is proved that the accident was the result
of an inexcusable mistake of the employer or persons acting for him in
management of work.

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LABOR LAW (1997)

- bEnmR)ak;bMNac;enH)an
kalNaeKrkeXIjfaeRKaHfak;bNalmkBIkMh
usFn;nnieyaCk b
GkCMnYsCnenHkgkicdwknaMk
argar.
Article 253: Compensation for fatal accidents or for accidents causing permanent disability is
paid to the victim or his beneficiaries as an annuity.

maRta253
kgkrNIEdlmaneRKaHfak;dl;sab;
beRKaHfak;EdlbNaleGay)at;bg;
smtsPaBBlkmCaGcieny_
R)ak;bMNac;RtUvebIkeGayGkrgeRKa
H bGksiTivnCaFnlaP.
Supplementary compensation is granted to a victim who requires constant care
from another person.

RtUveGayR)ak;bMNac;bEnmdl;Gkrg
eRKaHfak;Na
EdltMrUveGaymanmnusSdTmak;en
AEfTaM xnCanic.
In the event of incapacitation, compensation shall be paid no later than the fifth
day after the accident.

kgkrNIeFVIkarminekIt
R)ak;bMNac;enHRtUvebIkeGayy:agyUr
Nas;enAfTIR)aM eRkayBIeRKaH
fak;.
Article 254: Victims of work-related accidents shall be entitled to medical assistance (benefits
in kind, medical treatment and medicament [medications] as well as
hospitalization) and to all surgical assistance and prostheses deemed necessary
after the accident.

maRta254

GkrgeRKaHfak;kargarRtUvmansiTiTTYlkar
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LABOR LAW (1997)

Binit Ba)alCMgW karpl;Cavt

karBa)alCMgW
nigkarpl;faM
RBmTaMgkEngsMrakBa)alCaedIm
nigkarBa)alxagvHkat; nig
pl;bEnmvtNaEdlcaM)ac;bnab;BI
eRKaHfak;TaMgenaH.
Article 255: Notwithstanding the preceding provisions, victims of work-related accidents can
benefit from more favorable conditions if there is such an agreement between the
parties.

maRta255
eTaHbImanbTb,BatixagelIenHkeday
GkrgeRKaHfak;kargarGacnwg)anpl
RbeyaCn_RbesIrCagenHkalebImankar
RBmeRBogrvagKUPaKI.
Article 256:

A general insurance system obligatory for work-related accidents shall be set

up.This system shall be managed under the insurance of the National Social
Security Fund (Caisse Nationale de la Scurit Sociale, CNSS).

maRta256
RtUvmanrbbTUeTAmYyxagkarra:b;rgCakatBV
kiccMeBaHeRKaHfak;kargar. rbbenH
RtUvRbRBwteTAeRkamkarr:ab;rgrbs;
ebLaCatisnisuxsgm.
Article 257: Current regulations continue to be in effect until the promulgation of regulatory
text or regulations on social insurance for occupational risks.

maRta257
bTbBa
aTaMgLayCaFrmansBVfRtUvenAGnuvt)a
n TMraMmankarRbkaseGayeRbI
nUvGtbTc,ab;sIBIbTbBa
aTaMgLaynkarr:ab;rgxagsgmkics
Mrab;haniPyxagviCaCIv.
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LABOR LAW (1997)

Nevertheless, during the transitional period, the Ministry in Charge of Labor can
issue a Prakas (ministerial order) to determine how to enforce the present
Chapter, notably:

kb:uEnenAkgryeBlGnrkalenH
RksYgTTYlbnkvisykargar
GacecjRbkaskMNt;
EbbbTxHsMrab;GnuvtCMBUkenHdU
cxageRkam CaGaT
1) The method for declaring and investigating accidents.

1- EbbbTsIBIRbkaseRKaHfak;
nigkarGegt.
2) Guarantees and other necessary provisions.

2- karFana
nigbTb,BaticaM)ac;eTot.
3) The level of disability and the amount of compensation.

3- GRtanPaBBikar
nigcMnYnR)ak;bMNac;sMrab;CYsCul.
CHAPTER X

CMBUkTI 10
PLACEMENT AND RECRUITMENT OF WORKERS

karrkkareGayeFVI kareRCIserIskmkrnieyaCit
SECTION I

EpkTI 1
PLACEMENT

karrkkareGayeFVI
Article 258: Any person looking for employment can request to be registered with the
Placement Office of the Ministry in Charge of Labor or with the Employment
Office of his province or municipality.

maRta258
CnTaMgLayEdlrkkargareFVI
GaceTAcuHeQaHenAkariyalyrkkareGayeF
VI
nRksYgTTYlbnkvisykargar
bkariyalykargarnext-Rkugxn.
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LABOR LAW (1997)

All employers are required to notify the Placement Office of the Ministry in
Charge of Labor or the provincial or municipal Employment Office of any
vacancies in his enterprise or any new need for personnel.

nieyaCkTaMgGs;RtUvCUndMNwgmkka
riyalyrkkareGayeFVI
nRksYgTTYlbnkvisykargar b
kariyalykargarEdltaMgenAkgextRkugxn
GMBIkEngeFVIkarTMenrEdlmanenAkg
shRKas
bkEngfIEdlshRKasRtUvkarbBalb
uKlikbEnmeTot.
An employer can directly recruit workers for his enterprise, but he must meet the
requirement mentioned in Article 21 of this law.

nieyaCkGaceRCIserIsedaypal;nUvkm
krnieyaCitsMrab;eFVIkareGayxn)an
ehIyRtUvbMeBj
EbbbTdUcmanEcgkgmaRta 21
nc,ab;enH.
Article 259:

No employer is required to accept a worker who has been referred to him by

the Placement Office. The priority for accepting certain categories of workers
will be determined by special provisions and regulations.

maRta259
nieyaCkTaMgLayminGacRtUvbgcMeGayTTYlk
mkrnieyaCit Edlkariyaly
rkkareGayeFVIbBaneGayxneLIy.
GaTiPaBknugkarTTYlkmkrnieyaCitRbePT
xoHnwg
RtUvkMNt;kgbTb,BatinigbTbBa
aedayELk.
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LABOR LAW (1997)

Article 260: Personnel of a Placement Office are prohibited from demanding or accepting any
payment whatsoever for the placement of a worker.

maRta260
hamXat;mineGaybuKlikenAkariyalyrkkare
GayeFVIRKb;rUb tMrUveGayGk
suMkargareFVIpl;kMr:bRBmTTYlk
MrGVIEdlekItmanmkBIkarrkkareGayeFVI
enaHeLIy.
SECTION II

EpkTI 2
EMPLOYMENT OF FOREIGN LABOR

kareRbIR)as;htBlkmbreTs
Article 261: No foreigner can work unless he possesses a work permit and an employment
card issued by the Ministry in Charge of Labor. These foreigners must also
meet the following conditions:

maRta261
KanCnbreTsNamnak;GacRbkbmuxrbrNamYy
edayKanbNkargar nig
esovePAkargarEdlecjeGayedayRksYgT
TYlbnkvisykargar.
CnbreTsenaHRtUvbMeBj
bNalkxNepSgeTotdUcteTA
a) Employers must beforehand have a legal work permit to work in the
Kingdom of Cambodia;

knieyaCkRtUvmanCamunnUvbNkar
garRtwmRtUv
edIm,IRbkbmuxrbrrbs;xn
enARBHraCa
NacRkkm<Ca
b) These foreigners must have legally entered the Kingdom of Cambodia;

xCnbreTsenaHRtUv)ancUlmkRBHraCaN
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acRkkm<CaedayRtwmRtUvtampv
c,ab;
c) These foreigners must possess a valid passport;

KCnbreTsenaHRtUvmanlixitqgEdnRtw
mRtUv
d) These foreigners must possess a valid residency permit;

XCnbreTsenaHRtUvmanbNsak;enA
RtwmRtUv
e) These foreigners must be fit for their job and have no contagious diseases.
These conditions must be determined by a Prakas (ministerial order) from the
Ministry of Health with the approval of the Ministry in Charge of Labor.

gCnbreTsenaHRtUvmankaysm,TasmRsb
nwgmuxrbrenaH
ehIyKanekItCMgWqogNamYyeT.
lkxNenHRtUv)ankMNt;edayRb
kasRksYgsuxaPi)al
edaymankarkPaBBIRksYgTTYl
bnkvisykargar.
The work permit is valid for one year and may be extended as long as the
validity of extension does not exceed the fixed period in the residency permit of
the person in question.

bNkargarmantMlRtwmryeBlmYyqaM
ehIyGacnwgBnareBlkgkrNIEdlsuBlPaBn
karBnareBlenHminelIsryeBlkMNt;n
bNsak;enArbs;CnenaH.
Article 262: The Ministry in Charge of Labor can revoke a work permit in the following
cases:

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maRta262
RksYgTTYlbnkvisykargar
GacdkhUtbNkargarkgkrNIdUcteT
A
a) When the holder does not fulfill one of the condition laid [stated] in
paragraph 2 point a), b), c), d) and e) of Article 261 above.

kkalNaGkkan;bNenHminbMeBjlk
xNNamYyEdl)ankMNt;kgkfaxN
TI 2 cMNuc k/ x/ K/ X/ g/nmaRta
261 xagelI.
b) When the job to be extended by the holder in the Kingdom of Cambodia is
competing with Cambodian job seekers in the country. This revocation is
carried out upon the expiration of the work permit that may be re-issued or
extended in favor.

xkalNamuxrbrEdlRtUvBnarrbs;Gkkan
;bNkargarenARBHraCaNacRkkm<
Ca mankar
RbECgCamYykmkrnieyaCitCnCatiE
xr
EdlkMBugrkkargareFVIenAkgRsuk.
kardkhUtenH
GnuvtenAeBlputkMNt;nbNkarg
arEdlGacecjeGay
b)anBnardl;CnbreTsenaH.
c) When the holder is unemployed for more than one month or is hired by
another employer.

KkalNaGkkan;bNKankargareFVIelI
sBIryeBlmYyEx
bCnenaH)ancUleTAeFVIkarCamYy
nieyaCkdTeTot.
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LABOR LAW (1997)

The Ministry in Charge of Labor shall issue a Prakas for the issuance of work
permits and employment cards to foreign workers.

RksYgTTYlbnkvisykargarRtUvecjR
bkaskMNt;karecjbNkargar
nigesovePAkargar
dl;kmkrnieyaCitCaCnbreTs.
A joint Prakas of the Ministry in Charge of Labor and the Ministry of Economy
and Finance shall set the rate of fee for issuing such work permits and
employment cards.

RbkasrYm RksYg TTYl bnk visy kargar

nig RksYg esdkic nighiriBavt RtYv
kMNt;GRtabgkr nkarecjbN
nigesovePAkargarenH.
Article 263: Enterprises of any kind and professionals such as lawyers, bailiffs, and notaries
who need to recruit staff to work in their profession must appeal to Cambodians
as a first priority.

maRta263
shRKaseTaHRbePTNakeday
nieyaCkEdlRbkbrbrviCaCIvesrI emFavI
GaCJasala
sarkarICaGaTEdlRtUvkareRCIserIsbu
KlikedIm,IeGayeFVIkarkgviC
aCIvxn RtUvEt
ehArkexmrCnCaGaTiPaB.

Article 264: Notwithstanding the provisions of Article 261 above, the maximum percentage of
foreigners who can be allowed to be employed in each of the enterprises covered
by Article 263 above shall be determined by a Prakas (ministerial order) of the
Ministry in Charge of Labor based on each of the categories of personnel as
follows:

maRta264

edayKanEkERbGVIcMeBaHbTb,Batinma
Rta 261 xagelI
karkMritPaKryGtibrmanCnbreTs

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EdlGacGnuBaateGayeRbIkgshRKa
sTaMgLay dUcmanerobrab;kg maRta
263xagelIenH
RtUvkMNt;edayRbkasRksYgTTYlbnk
visykargar tamRbePT
buKliknImYydUcteTAenH
1.

Office personnel

1- buKlikkariyaly
2.

Specialized personnel

3.

Non-specialized personnel

2- buKlikkeTs
3- buKlikKanEkeTs.
Each enterprise is required to justify, during the entirety of its existence, that
each of the three categories of personnel specified above include at least the
minimum percentage of workers of Cambodian nationals as already provided.

shRKasnImYyknugfirevlaEdlxoUnenA
manskmPaB
RtUvEtpl;PstageGayeXIjfaRbePT
buKliknImYyEdlkMNt;xagelImankm
krnieyaCitCasBaatiExr
tamkMritPaKryy:agehac
Nas;RtwmcMnYnGb,brmadUcEdl)anbB
atimk.
Article 265: In exceptional cases, in order to allow the employment of specialists
indispensable to the operation of the enterprise, the percentage of foreigners can
exceed the above limit with the authorization of the Minister in Charge of Labor
at the suggestion or proposal of the Labor Inspector.

maRta265
kgkrNIBiess
edIm,IGnuBaateGayeRbIR)as;buKlikkeTs
EdlcaM)ac;dl;

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skmPaBrbs;shRKascMnYnPaKryCnbr
eTsGacnwgelIskMritEdlmanEcgxagelI)an
tam
esckIGnuBaatBIrdmnIRksYgTT
Ylbnkvisykargar
edaymanesckIesIeyabl;nGFikar
kargarpg.
CHAPTER XI

CMBUkTI 11
TRADE UNION FREEDOM AND WORKER REPRESENTATION
IN THE ENTERPRISE

esrIPaBshCIB
nigtMNagkmkrnieyaCitenAknugshRKa
s
SECTION I

EpkTI 1
THE RIGHT TO FORM A TRADE UNION

siTibegItshCIB

Article 266: Workers and employers have, without distinction whatsoever and prior
authorization, the right to form professional organizations of their own choice
for the exclusive purpose of studying, promoting the interests, and protecting the
rights, as well as the moral and material interests, both collectively and
individually, of the persons covered by the organizations statutes.

maRta266
edayKankarRbkan;GVITaMgGs;
nigedayBuMcaM)ac;mankarGnuBaatCamun
kmkr nieyaCit
nignieyaCkmansiTibegItGgkarviC
aCIvtamkareRCIserIsrbs;xn
kgeKalbMNg
sMrab;EtkarsikSaelIktMekIgplRbeyaCn
_ nigkarkarBarsiTi
kdUcCaplRbeyaCn_EpnksartI
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LABOR LAW (1997)

nigsMParCasmUhPaB nigCaktCn
cMeBaHbuKlikEdllknikrbs;Ggkar
enaH)ankMNt;.
Professional organizations of workers are called workers unions.

ral;GgkarviC
aCIvrbs;kmkrnieyaCitmaneQaHfa
{shCIBkmkrnieyaCit}.
Professional organizations of employers are called employers associations

ral;GgkarviCaCIvrbs;nieyaCk
maneQaHfa {smaKmnieyaCk}.

For the purposes of this law, trade unions or associations that include both
employers and workers are forbidden.

tamnync,ab;kargarenH
RtUvhamXat;mineGaybegItshCIB
bsmaKmTaMgLayEdlrYm
bBalnieyaCknigkmkrnieyaCiteTAk
nugshCIB bsmaKmEtmYyCamYyKa.
Article 267: Workers unions and employers associations have the right:

maRta267
shCIBrbs;kmkrnieyaCit
nigsmaKmrbs;nieyaCkmansiTi
to draw up their own statutes and administrative regulations, as long as they are
not contrary to laws in effect and public order [policy];

- tak;Etglknik nigbTbBa
aEpkrd)alrbs;xn
kuMeGayEtlknik nigbTbBa
aenaHpy
CamYyc,ab;CaFrmannigsNab;Fab;sa
FarN.
*0 to freely elect their representatives;

e)aHeqateRCIserIstMNagrbs;xne
dayesrI.
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LABOR LAW (1997)

*1 to formulate their work program.

- erobcMkmviFIkargarrbs;xn.
Article 268: In order for their professional organization to enjoy the rights and benefits
recognized by this law, the founders of those professional organizations must file
their statutes and list of names of those responsible for management and
administration, with the Ministry in Charge of Labor for registration. All
requests for registration shall be appended with the statement of the constitution
of the organization.

maRta268
edIm,IeGayGgkarviC
aCIvTTYl)annUvsiTi
nigplRbeyaCn_TaMgLayEdlc,ab;
kargarenHTTYlsal;sabniknGgkarv
iCaCIvTaMgenaHRtUvyklknik nigbBa
IraynamnGk
TTYlxusRtUvkgkardwknaMnigkick
arrd)aleTAtMkl;TukenARksYgTTYlbn
kvisykargaredIm,I suMcuHbBaika.
ral;BaksuMcuHbBaikaRtUvmanP
ab;CamYynUvkMNt;ehtunkarbegIt
Ggkarpg.
If the Ministry in Charge of Labor does not reply within two months after receipt
of the registration form, the professional organization is considered to be already
registered.

kgryeBlBIrEx
eRkayBI)anTTYlsMNuMEbbbTsuMcuHbBa
ika ebIRksYgTTYlbnkvisykargar
min)aneqIytbRtUvcat;TukGgkarviC
aCIvenaHfa)ancuHbBaikarYcehIy.

A copy of the statutes and the list of names of those responsible for management
and administration shall be sent to the Labor Inspectorate where the organization
was established, as well as to the Office of the Council of Ministers, to the
Ministry of Justice and to the Ministry of Interior.

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lknik nigbBa
IraynamGkTTYlxusRtUvkargardwknaM
nigkickarrd)alRtUvcMlgCUn
eTAGFikardankargarnmUldanEdl
GgkarenaH)anbegIteLIg
RBmTaMgcMlgCUn
TIsIkarKNrdmnI RksYgyutiFm
nigRksYgmhappg.
The filing will be renewed when there are changes in the statutes or
management.

kartMkl;TukenHRtUveFVICafImtgeTot
enAeBlEdlmankarpas;brlknik
bGkdwknaM.
Article 269: The members responsible for the administration and management of a
professional organization shall meet the following requirements:

maRta269
smaCikTTYlbnkxagkarRKb;RKg
nigCaGkdwknaMrbs;GgkarviCaCIv
RtUvbMeBjlkxNdUcteTA
1)

be at least 25 years of age;

2)

be able to read and write Khmer;

1- manGayuy:agticmR)aMqaM
2- ecHGan nigecHsresrGkSrExr
3)

not have been convicted of any crime;

4)

have engaged in the profession or the job for at least one year.

3minFab;TTYlkarpn;TaeTasBIbTRBhT
NNamYy
4- )anRbkbviCaCIv
bmuxrbrkngmky:agticcMnYnmYyq
aM.
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LABOR LAW (1997)

Article 270: Foreigners who are eligible to be candidates for the election of the management
of a professional organization of employers must meet the following
requirements:

maRta270
CnbreTsEdlGacQreQaHCaebkcCnsMrab;kare
)aHeqateRCIserIsCaGkdwknaM
GgkarviC
aCIvrbs;nieyaCkRtUvbMeBjlkxN
dUcteTA
1) be at least 25 years of age;

1- manGayuy:agticmR)aMqaM

2) have the right to permanent residence in accordance with the Immigration

Law of the Kingdom of Cambodia;

2- mansiTisak;enAGciny_
RtwmRtUvtamc,ab;GenaRbevsn_
nRBHraCaNacRkkm<Ca

3) have worked for at least two consecutive years in the Kingdom of

Cambodia.

3- )
aneFVIkary:agticBIrqaMbnbnab;
kgRBHraCaNacRkkm<Ca.

Foreigners who are eligible to be candidates for the election of the management
of a professional organization of workers must meet the following requirements:

CnbreTsEdlGacQreQaHCaebkcCn
sMrab;kare)aHeqateRCIserIsCaGkdwknaM
GgkarviCaCIv
rbs;kmkrnieyaCitRtUvbMeBjlkx
NdUcteTA
1) be at least 25 years of age;

1- manGayuy:agticmR)aMqaM

2) be able to read and write Khmer;

2- ecHGan nigecHsresrGkSrExr
3) have the right to permanent residence in accordance with the Immigration
Law of the Kingdom of Cambodia;
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LABOR LAW (1997)

3- mansiTisak;enACaGciny_
RtwmRtUvtamc,ab;GenaRbevsn_n
RBHraCaNacRkkm<Ca
4) have worked for at least two consecutive years in the Kingdom of Cambodia.

4- )aneFVIkary:agticBIrqaM
bnbnab;kgRBHraCaNacRkkm<
Ca.
Article 271: All workers, regardless of sex, age, nationality are free to be a member of the
trade union of their choice.

maRta271
kmkrnieyaCitTaMgGs;enaHmanePT
Gayu sBaatiGVIkeday
mansiTicUlCasmaCiksh
CIBviC
aCIvtamkareRCIserIsrbs;xnedayesrI.
Article 272: All members of a trade union can participate in the management and
administration of the union if they meet the requirements laid [stated] in Articles
269 and 270 above. The unions statutes, however, can possibly limit the
conditions for participation of retirees in these functions.

maRta272 smaCiknshCIBviC
aCIvTaMgGs;GaccUlrYmkgkardwknaM
nigkargarrd)al GgkarTaMgenaH)an
RbsinebIbMeBj)annUvlkxNEdlmankM
Nt;kgmaRta 269 nigmaRta 270 xagelI.
lknikrbs;shCIB
manlTPaBbnylkxNnkarcUlrYmrbs;
GkcUlnivtn_ eTAkgmuxgarTaMgenaH.
Article 273: The trade union freedom of individuals also implies freedom of not joining a
workers union or employers association and freedom of withdrawing at any
time from the organizations in which they join.

esrIPaBshCIBnbuKlRKb;rUb
kCaesrIPaBenkarmincUlrYmknugshCIBkm
kr nieyaCit
maRta273

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LABOR LAW (1997)

bkgsmaKmnieyaCk
ehIykKWCaesrIPaBkgkardkxnec
jBIGgkarTaMgLayEdl
xncUlrYmenARKb;eBlevla.
Article 274: The professional organizations covered by Article 266 have civil status (civil
rights). They have the right to sue in court and to acquire personal property or
real estate without authorization, for free or for payment. More generally, they
have the right to enter into contracts.

GgkarviC
aCIvTaMgLayEdlkMNt;kgmaRta 266
mansmtkicsuIvil. Ggkar
TaMgenaHmansiTibwgeTAtulakar
mansiTiTTYlyknUvRTBsm,tiCasgarw
m bGsgarwm edayBuM
)ac;mankarGnuBaateT
eTaHedayKitfkI
bedayminKitfkI
ehIyCaTUeTAGaccuHkicsna)an.
maRta274

Article 275: The professional organizations of workers and of employers set out in Article
266 can freely consult each other about the study, research, promotion and
protection of their moral and material interests. The provisions of Articles 266,
267, 268, 269 and 270 are also applicable to unions of professionals on the
condition that the unions must acknowledge the names and headquarters of all
their constituent unions or associations, as provided for in Article 268.

maRta275
GgkarviC
aCIvrbs;kmkrnieyaCit nigrbs;nieyaCk
EdlmanEcgkgmaRta 266
GacBieRKaHKaedayesrIkgkarsikSa
RsavRCav karelIktMekIg
nigkarkarBarplRbeyaCn_ xagsartI
nigsMPar.bTb,BatinmaRta 266
maRta 267 maRta 268 maRta 269 nig
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LABOR LAW (1997)

maRta
270kGacGnuvt)anEdrcMeBaHshPa
BGgkarviCaCIv
kglkxNEdlshPaBTaMg
enaH
RtUvpl;eGay)andwgnUveQaHnigTIs
ak;karrbs;shCIBEdlCasmaCikrbs;x
n dUc)ankM Nt;kgmaRta 268.
Article 276: In case of dissolving a professional organization of workers and [or?] of
employers, the assets of the organization are allotted as prescribed in the statutes
or, if there are no such statutory provisions, are allotted according to the rules
determined by the General Assembly. If there are no such statutory provisions
and no decision from the General Assembly, the organizations assets can only be
transferred in form of donation to another similar, legally constituted
organization or to relief associations or to social providence.

maRta276
kgkrNIEdlmankarrMlayGgkarviC
aCIvkmkrnieyaCit nigGgkarviCaCIv
nieyaCkRTBsm,tirbs;GgkarTaMgen
aH RtUvcat;EcgRsbtamlknik
bebIKankMNt;kg
bTb,BatinlknikeTRtUvcat;Ecgta
mviFanEdlkMNt;edaymhasni)at.
RbsinebIKan
kMNt;enAkgbTb,Batinlknike
hIyRbsinebIKanescktIsMercenmhasn
ni)ateT
RTBsm,tiskmenGgAkarTaMgenaH
GacepTreGay)anEteRkamrUbPaBCaG
MeNay
eTAGgkarmYyeTotdUcKaEdlbegIte
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LABOR LAW (1997)

LIgtamc,ab; beTAsmaKmsegaH
bsnicysgm.
Article 277:
1.

The representativeness of a professional organization or a union of

professional organizations is recognized in the framework of geography or
profession or, if necessary, by the type for which the union was registered to
operate. The representativeness is determined by the following criteria:

1PaBCatMNagrbs;GgkarviC
aCIv bshPaBGgkarviC
aCIvNamYy
RtUv)anTTYlsal;kg
RkbxNPUmisaRsbviCaCIv
bkrNIcaM)ac;eTAtamRbePT
EdlshCIBenH)ancuHbBa
IeFVIskmPaB.PaBCatMNagenHR
tUvkMNt;tamlkNvinicydUcteT
A
a)

be legally registered as provided for in Article 268 above;

b)

have more members holding valid membership cards than the others.
Any trade unions having the largest number of members in the order
of the first and the second majority will be considered to be the
representative unions within the enterprise. However, any trade
union whose number of members is over 51 percent of the total
number of workers in the enterprise shall be considered as the most
representative union;

k- )ancuHbBaikaRtwmRtUv
dUcmanEcgkgmaRta 268 xagelI.

xmancMnYnsmaCikEdlmanbNsMKal;sm
aCikPaBRtwmRtUveRcInCageK.
shCIBNaEdlman

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LABOR LAW (1997)

cMnYnsmaCikeRcInCageKkglMdab;f
ak;elxmYy nigelxBIr
RtUvcat;TukfaCashCIBEdlman
PaBCatMNagenAkgshRKas.
b:uEnshCIBNaEdlmansmaCikcMnYn
hasibmYyPaKry
51eLIgeTAncMnYnsmaCikrbs;shR
Kas
RtUvcat;TukfaCashCIBEdlmanPaBCat
MNag bMput.
c)

receive dues from at least 33 percent of its members;

K- )
anTTYlR)ak;PaKTany:agehacNas;sam
sibbIPaKryncMnYnsmaCik.
d)

have programs and activities indicating that the union is capable of

providing professional, cultural and educational services to its
members, as provided for in Article 266 of this law.

X- mankmviFI
nigskmPaBEdlbgdajfa
shCIBenaHmanlTPaBpl;esvaxagviC
aCIv
vb,FmnigGb;rMdl;smaCikrbs;xn
dUcmanEcgkgmaRta 266
nc,ab;enH.
2.

Within sixty days at the latest after receipt of the form requesting
recognition of the representativeness of the professional organization, the
Ministry in Charge of Labor shall give an official decision on the recognition
of the representativeness of the professional organization that has met the
criteria mentioned in paragraph 1 above.

2- kgryeBlhuksibfy:agyUr
eRkayBI)anTTYlsMNuMEbbbTedIm,IsuMTT
Ylsal;PaBCa
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LABOR LAW (1997)

tMNagrbs;GgkarviCaCIv
RksYgTTYlbnkvisykargarRtUvsM
ercCapvkarGMBIkarTTYlsal;
PaBCatMNagrbs;GgkarviC
aCIvNaEdl)anbMeBjlkNvinicy
dUcmanEcgkgkfaxNTI 1
xagelI.
3.

Provisions of the labor law can attach the representativeness of professional

organization recognized by the Ministry in Charge of Labor, in conformance
with the criteria established in paragraph 1 of the present article, to the
benefit of certain advantages relating to: [The Ministry translation is
unclear. DFDL believes a better translation of the foregoing statement
would be: Professional organizations meeting the criteria mentioned in
paragraph 1 above, recognized by the Minister of Labor as being
representative, can be given certain advantages by the labor legislation,
such as:]

2- bTb,BatiTaMgLaync,ab;kargar
GacP
ab;PaBCatMNagrbs;GgkarviC
aCIvEdlRksYg
TTYlbnkvisykargar)anTTYlsal;e
TAtamlkNvinicyEdl)ankMNt;k
gkfaxNTI 1 n
maRtaenHeTAnwgkarTTYlGtRbeya
Cn_EdlTak;TgeTAnwg
*2 allocation of seats in certain organizations provided for in the labor law,

karEbgEckGasnenAkgGgkarmYy
cMnYn Edl)ankMNt;kgc,ab;kargar
*3 competence in matters of collective bargaining (negotiation),

- smtkicnkarcrcaCasmUhPaB
*4 nomination of candidates in the first round of elections for shop
stewards.

kar]eTsnamebkCnkgkare)aHe
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LABOR LAW (1997)

qatelIkTImYynkareRCIserIsRbtiP
UbuKlik.
4.

If it is necessary to determine the representative nature of a professional

organization or to verify its sustainability, the Minister in Charge of Labor
can conduct an investigation.

4RksYgTTYlbnkvisykargarGaccat;
eGaymankarGegt
kgkrNIEdlRtUvkMNt;lkN
nPaBCatMNagrbs;GgkarviC
aCIvNamYy
bkarBinitnUvPaBsitesrnGgkar
enH.
The professional organization in question is required to provide proof
documents at the request of the competent official.

GgkarviC
aCIvEdlCab;Bak;BnerOgenH
RtUvpl;nUvksarbBa
ak;TaMgGs;tamkaresIsuMBImn
Iman smtkic.
When the proof documents are not available or these documents are not
sufficient, the recognition of representativeness can be rejected or
suspended until the necessary information is obtained. The advantages
pertaining to the representativeness which every professional organization
deserves are consequently canceled or suspended.

kalNaebIKanEksarbBaak;
bkksarenaHminRKb;RKan;
karTTYlsal;PaBCatMNagRtUvEt
bdiesF
bRtUvBrTukrhUtdl;manksarRKb;
RKan;bBaak;BIerOgenH.
GtRbeyaCn_Tak;Tgnwg
PaBCatMNagEdlral;GgkarviC
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LABOR LAW (1997)

aCIvRtUvTTYl)anenaH
kRtUvEtlubecal bRtUvBrTukEdr.
Article 278: In all enterprises or establishments employing eight or more workers, the
representative union can appoint a shop steward from among the official shop
stewards or alternate to represent it as the union representative to the manager
of enterprise or establishment. He has sufficient authority to conclude and sign a
collective agreement with the enterprise or establishment on behalf of the
organization who appointed him. This appointment is valid for the entire term of
office of the shop steward.

maRta278
enARKb;shRKas
bRKwHsanEdlmaneRbIR)as;kmkrnieyaCit
cab;BIR)aMbInak; eLIgeTA
shCIBEdl)anTTYlPaBCatMNagCageK
Gaccat;taMgRbtiPUbuKlikmYynak;kg
cMeNamRbtiPUbuKlikeBjsiTibRbtiP
UCMnYyeGayeTACatMNagrbs;xn
eTAGmnayk
shRKas
bRKwHsankgzanCaRbtiPUshCIB.
RbtiPUshCIBmanKuNsm,tiRKb;RKan;
kgkar sMerc
nigcuHhtelxaelIGnusBaarYmCamY
yshRKas
bRKwHsankgnamGgkarEdl)an
cat;taMgrUbeK.
karcat;taMgxagelImanryeBlesInwgG
aNttienRbtiPUbuKlik.
SECTION II

EpkTI 2
PROTECTION OF TRADE UNION FREEDOM

karkarBaresrIPaBshCIB

Article 279: Employers are forbidden to take into consideration union affiliation or
participation in union activities when making decisions concerning recruitment,

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LABOR LAW (1997)

management and assignment of work, promotion, remuneration and granting of

benefits, disciplinary measures and dismissal.

maRta279
RtUvhamXat;cMeBaHnieyaCkRKb;rUb
mineGayykkarcUlrYmCasmaCikrbs; shCIB
bkarcUlrYmknugskmPaBrbs;shCIBe
nkmkrnieyaCit
edIm,IeFVIkarsMerccitkgkar
eRCIserIseGaycUleFVIkargarkardwkna
M nigEbgEckkargar kartMelIgfak;
karpl;R)ak;Ql
nigkarpl;plRbeyaCn_
viFankardak;vinynigkarbeNjecj.
Article 280: Acts of interference are forbidden. In the sense of the present article, acts of
interference are primarily measures tending to provoke the creation of worker
organizations dominated by an employer or an employers organization, or the
support of worker organizations by financial or other means, on purpose to place
these organizations under the control of an employer or an employers
organization.

maRta280
GMeBIeRCotERCkTaMgLayRtUvhamXat;.
tamnynmaRtaenH RtUvcat;TukCa
GMeBIeRCotERCk
CaGaTKWviFankarEdlsMedAbegaItG
gAkarkmkrnieyaCiteGayssitenAeRka
m
\TiBlrbs;nieyaCkbGgkarNamYyrbs;
nieyaCk
bmYyCakarRTRTg;GgAkarkmkrnieya
Cit tammeFa)ayhirBavt
Article 281: All employers are forbidden to deduct union dues from the wages of their
workers and to pay the dues for them.

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maRta281
RtUvhamXat;mineGaynieyaCkRKb;rUb
eFVIkarkat;R)ak;QnUlenkmkrnieyaCit
edIm,Ibg;PaKTanshCIB
nighamXat;mineGaynieyaCkRKb;rUbb
g;R)ak;PaKTanenHCMnYskmkr
nieyaCit.
Article 282: Union stewards or former union stewards who relinquished their position for less
than six months are entitled to benefits provided for in the provisions of Articles
292, 293 and 294 regarding the dismissal, re-assignment or transfer of shop
stewards. In the recommendation on request for and authorization to dismiss or
appeal, the Labor Inspector or the Minister in Charge of Labor shall examine
whether the measure is involved with the mandate of the incumbent

maRta282
RbtiPUshCIB
bGtItRbtiPUshCIBEdl)ancakecjBItMENg
kgryeBltic CagR)aMmYyEx
)
anTTYlsiTiRbeyaCn_dUcmanEcgkgbTb
,BatinmaRta 292 maRta 293 nig
maRta 294
Tak;Tgdl;karbeNjecj karbrtMENg
bkarpas;brmuxgarrbs;RbtiPUbuKlik
.
kgkarpl;eyabl;elIsMeNIsuMGnuBa
OatlubeQaH bkartv:atamzananuRkm
GFikarkargar b
rdmnIRksYgTTYlbnkvisykarg
ar
RtUvBinitfaetIviFankarenaHmanBak;B
ndl;GaNtirbs; R
btiPUshCIBEdlkMBugkan;tMENg
bGkEdlFab;kan;tMENgenHBImunmk.

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LABOR LAW (1997)

SECTION III

EpkTI 3
REPRESENTATION OF WORKERS IN THE ENTERPRISE

tMNagrbs;kmkrnieyaCitenAkgshRKas
Article 283: In every enterprise or establishment where at least eight workers are normally
employed, the workers shall elect a shop steward to be the sole representative of
all workers who are eligible to vote in the enterprise or establishment.

maRta283
enARKb;shRKas
bRKwHssanEdlCaFmta
mankmkrnieyaCity:agticR)aMbInak;
kmkrnieyaCitRtUve)aHeqateRCIserI
sRbtiPUbuKlik
edIm,ICatMNagEtmYyKt;rbs;kmkr
nieyaCitTaMgGs;enAkgshRKas
bRKwHsanEdlCaGkmansiTie)aHe
qat.
The scope of the present Section is the same as the scope of application defined
in Article 1 of this Labor Law, except:

EdnGnuvtnEpkenH
KWdUcEdnGnuvtEdl)ankMNt;kgma
Rta 1 nc,ab;kargar elIkElgEt
Workers covered by Article 1 - paragraph 3 of this law have the right to elect
shop stewards, but the provisions for implementation shall be determined by a
separate Anukret (sub-decree).

- kmkrnieyaCitEdlmanEcgknugmaRta
1 kfaxN 3 nc,ab;enH
mansiTie)aHeqateRCIserIs
RbtiPUbuKlikb:uEnbTb,BatisMrab
;Gnuvt
RtUvkMNt;edayGnuRkwtedayELk.
*0 Personnel serving in the air or sea transportation industries also abide by the
provisions of the present Section. However, for election of shop stewards,
they must be grouped into one or more specific electoral colleges with their
own shop stewards within their enterprises.
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buKlikEdleFVIkarenAtamshRKasdwk
CBanpvGakas
bnavacrpvsmuRT
kGnuvtbBatin EpkenHEdr.
b:uEnkgkare)aHeqateRCIserIsRbt
iPUbuKlik
buKlikTaMgenaHRtUvEt)anRbmUlp
M
tamKNe)aHeqatEtmYybKNe)aHeq
ateRcInedayELk
EdleGaymanRbtiPUbuKlik
pal;rbs;eKenAkgshRKas.
*1 This Section III does not apply to domestic or household servants.

- EpkTI 3 enH
minGnuvtcMeBaHGkbMerIkgpH
eT.
Acknowledgment that there are several distinct establishments within any
enterprise, having the above-required number of workers, does not have an
effect on excluding a number of workers from abiding by this provision.

karTTYlsal;famanRKwHsaneRcInenA
kgshRKasNamYy
EdlmankmkrnieyaCitRKb;cMnYn
xagelIminman\TiBlpat;ecalbuKlikmY
ycMnYnBIkarGnuvtbTb,BatienHeT.
If there is no agreement between the employer and the representative union
organizations in the enterprise on the number of distinct establishments required
for the election for shop stewards, such a dispute shall be submitted to the Labor
Court, which has jurisdiction to acknowledge the nature of a distinct
establishment.

ebIminmankarkPaBKarvagnieyaCk
nigGgkarshCIBEdlmanPaBCatMNagenAk
gshRKas
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LABOR LAW (1997)

GMBIcMnYnRKwHsaneRcIn
EdltMrUveGaymankare)aHeqateRCIs
erIsRbtiPUbuKlik TMnas;enHRtUvdak;
CUntulakarkargarEdlmansmtkick
gkarTTYlsal;lkNRKwHsanedayELke
naH.
Article 284: The missions of the shop steward are as follows:

maRta284
RbtiPUbuKAlikmanebskkmCaGaTi
to present to the employer any individual or collective grievances relating to
wages and to the enforcement of labor legislation and general labor
regulations as well as collective agreements applicable to the establishment;

- naMBakR)ab;nieyaCk
GMBIesckItv:arbs;kmkrnieyaCitmn
ak;beRcInnak;rYmKaEdl
minsuxcitGMBIkarGnuvtR)ak;Ql
karGnuvtnItiRkmnigbTbBa
aTUeTAnkargar
ehIynigGnusBaarYmsMrab;Gnuvt
enAkgRKwHsan.

to refer to the Labor Inspector all complaints and criticism relating to the
enforcement of the labor legislation and labor regulation that the Labor
Inspector is responsible for monitoring;

CMrabCUnGFikarkargarnUvbNwgtv:
aminsuxcit
nigkarriHKn;epSgBak;Bndl;karGn
uvtbT b,Batic,ab;nigbTbBa
akargarEdlGFikarkargarmanParkic
RtYtBinit.
to make sure provisions relating to the health and safety of work are
enforced;
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LABOR LAW (1997)

emIlxusRtUvelIkarGnuvtbTb,Batix
agGnamy nigxagsnisuxkargar
to suggest measures that would be beneficial to a contribution towards
protecting and improving the health, safety and working conditions of the
workers in the establishment, particularly in case of work-related accidents
or illnesses.

elIksMNUmBrnUvviFankarEdlmanRbey
aCn_sMrab;rYmcMENkkarBarsuxPaB
EklMG snisux
niglkxNkargarrbs;kmkrnieya
CitEdleFVIkarkgRKwHssan
BiesskgkrNImaneRKaHfak;
kargarbmanCMgWviCaCIv.
The shop steward must be consulted and put forward a written opinion on the
draft of internal regulations provided for in Article 24 of this labor law, or on a
draft modification to these regulations.

RbtiPUbuKlikRtUv)aneKBieRKaHBiPak
SaCadac;xat
nigRtUvCUneyabl;CalaylkN_GkSrelI
esckIRBagbTbBaapkg
EdlmankgmaRta 24
nc,ab;kargarenH
belIKMeragnkarEksMrYl bTbBa
apkgenH.
The shop steward must also be consulted and put forward a written opinion on
the measures for redundancy due to a reduction in activity or an internal
reorganization of the enterprise or establishment.

RbtiPUbuKlikkRtUv)aneKBieRKaHBiPakSa
nigRtUvCUneyabl;CalaylkN_GkSrelIviFankar
Edl
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LABOR LAW (1997)

eK)aneRKageLIgsMrab;karbBab;kmkrni
eyaCit edaysarkarkat;bnsyskmPaB
bkarerI
erobcMpkgrbs;shRKas
bRKwHsan.
Article 285: The number of shop stewards is set in proportion to the number of workers in
the establishment as follows:

maRta285

cMnYnRbtiPUbuKlikRtUvkMNt;tamsm
amaRt
encMnYnkmkrnieyaCitknugRKwHssa
n dUcteTA
*2 from 8 to 50 workers: one official shop steward and one assistant shop
steward;

kmkrnieyaCitBIR)aMbInak;eTAhasibn
ak; RtUvmanRbtiPUeBjsiTimYynak;
nigRbtiPUCMnYymYy nak;
*3 from 51 to 100 workers: two official shop stewards and two assistant shop
stewards;

kmkrnieyaCitBIhasibmYynak;eTAmYy
rynak; RtUvmanRbtiPUeBjsiTiBIrnak;
nigRbtiPUCMnYy BIrnak;
*4 more than 100 workers: one extra shop official steward and one extra
assistant shop steward for each group of one hundred workers.

- kmkrnieyaCitelIsBImYyrynak;
RtUvmanRbtiPUeBjsiTibEnmmYyna
k; nigRbtiPUCMnYybEnm
mYynak;ral;eBlEdlmancMnYnkmkrni
eyaCitmYyrynak;bEnmeTot.
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LABOR LAW (1997)

Article 286: Workers of either sex who are at least 18 years old and who have worked for the
enterprise for at least three months and have not incurred forfeiture of their right
to vote, as set forth in the Electoral Law, are eligible to vote.

maRta286
GacmansiTie)aHeqat
KWkmkrnieyaCitTaMgBIrePT
manGayuy:agticdb;R)aMbI qaM
ehIyEdl)aneFVIkary:agticbIExkgshR
Kas
nigKanTTYleTasstIBIkardksiTie)aHeqat
dUcmanEcgkgc,ab;e)aHeqat.
Voters who are at least 25 years old and who have seniority of at least six
months in the enterprise shall be eligible to be candidates. In addition to these
conditions, a foreigner who is eligible to be a candidate must have the right to
reside in the Kingdom of Cambodia in conformance with the provisions of
Immigration Law until the end of the term solicited.

mansiTiQreQaHe)aHeqat
KWkmkrnieyaCitEdlmansiTie)aHeqat
manGayuy:agticmR)aMqaM
nigmanGtItPaBkargarkgshRKasy:agt
icR)aMmYyEx. bEnmelIlkxNenH
CnbreTsEdl
GacQreQaHe)aHeqat)an
RtUvmansiTisak;enAkgRBHraCaN
acRkkm<Ca RsbtambTb,Bati
nc,ab;GenaRbevsn_rhUtdl;eBlbBa
b;GaNtiEdleRKagTuk.
Article 287: The election shall take place during working hours. The ballot is secret. The
election of official shop stewards and assistant shop stewards shall be organized
with separate ballots, but at the same time. If there is a pre-electoral agreement
or a collective agreement or a regulatory provision applicable to the discrete
professional categories that entail distinct electoral polls, then the election shall
be organized separately in different places.

maRta287
kare)aHeqatRtUvRbRBwteTAenAk

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LABOR LAW (1997)

gem:ageFVIkar.
kare)aHeqatRtUveFVIeLIgeday
sMgat;.kare)aHeqateRCIserIsRbtiPUe
BjsiTi nigRbtiPUCMnYy
RtUveFVIeLIgEtmYyeBl EtRtUveFVI
dac;edayELkBIKa.RbsinebImankicR
BmeRBogmuneBle)aHeqat
bmanGnusBaarYm bbT
b,Batirbs;bTbBa
aEdlRtUvykmkGnuvtehIyEcgGMBIR
bePTviCaCIvepSgKa EdlRtUv
erobcMkEnge)aHeqatepSgenaH
RtUverobcMeGaymankare)aHeqatta
mkEngepSgBIKa.
Article 288: The shop stewards are elected from the candidates nominated by the
representative union organizations within each establishment.

maRta288
RbtiPUbuKlikRtUv)aneRCIserIskgcMeNam
ebkCneRCIstaMgedayGgkarshCIB
EdlmanPaBCatMNag)aneRCIstaMgenA
kgRkbxNRKwHsannImYy.
A union organization cannot nominate more candidates than the seats available
for the prospective shop stewards to fill, and if necessary, this must apply to each
electoral body.

GgkarshCIBmYyminGaceRCIstaMgeb
kCnelIsBIcMnYnGasnEdlRtUvmansMrab;
RbtiPUbuKlikeT
ehIykgkrNIcaM)ac;
viFIenHkRtUvGnuvteTAtamKNGk
e)aHeqatepSgBIKaEdr.
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LABOR LAW (1997)

Article 289: Any candidates who obtain the larger number of votes are declared elected up to
the number of seats to fill. In case only one seat remains to be filled and several
candidates received the same number of votes, this seat is allocated to the older
of the candidates. The ballot is valid only if the number of voters is at least equal
to half of the number of those registered.

maRta289
ebkCnNa)anTTYlsMelgPaKeRcIn
RtUvRbkasfa)anCab;eqatrhUtdl;RKb;
cMnYnGasnEdl)ankMNt;.
kgkrNIenAsl;GasnEtmYyEdlRtUvRbEC
gKa ehIymanebkCn
eRcInnak;TTYl)ansMelgeqnatesIKna
GasnenHRtUvRbKl;eGayeTAebkCnE
dlmanGayueRcIn
CageK.kare)aHeqatenHGaccat;Tukfa
)ankar
luHRtaEtGk)ane)aHeqatmancMnYn
y:agticesI
nwgBak;kNtalencMnYnGnkcuHeQaH
e)aHeqat.

Article 290: In case of contradiction to Article 289 above, or if the representative union
organizations did not nominate any candidates within the allotted time, a new
ballot shall be organized within fifteen days later in which the voters can vote for
any candidate whether or not nominated by the union organization. No quorum
is required for this second ballot to be valid.

maRta290
kgkrNIpyBIxwmsarnmaRta 289
xagelI bkgkrNIGgkarshCIBEdlman
PaBCatMNagmin)aneRCIstaMgebkcCn
QreQaHtamkalkMNt;eT
ryeBldb;R)aMfeRkaymk

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LABOR LAW (1997)

eKRtUvcat;EcgmgeTotedIm,IeFVIkare
)aHeqatenH
EdlGke)aHeqatGace)aHeqateGaye
bkCn
NamYyk)aneTaHebkCnenaH)an
bmin)aneRCIstaMgedayGgkarshCIB
. kare)aHeqatelIk
enHmincaM)ac;KitkUr:ubnGke)aHe
qateT.
Article 291: The official shop stewards and assistant shop stewards are elected for two year
terms and can be re-elected. Their functions are terminated by death, resignation
and termination of the labor contract. When an official shop steward leaves
office or is temporarily absent, he is replaced by an assistant shop steward from
the same electoral body, and the priority for replacement is given to the assistant
shop steward who has been nominated by the same union organization and who
received the largest number of votes.

maRta291
RbtiPUeBjsiTi
nigRbtiPUCMnYy
RtUve)aHeqateRCIstaMgsMrab;GaNtiBIrq
aM ehIy
GacQreQaHe)aHeqnatCafIeLIgvij)a
n. muxgarrbs;RbtiPUeBjsiTi
nigRbtiPUCMnYyRtUv)an
bBab;enAeBlTTYlmrNPaB
laecjBItMENg
nigenAeBlcb;kicsnakargar.
enAeBlRbtiPU
eBjsiTiNamak;Qb;BImuxgar
bGvtmanmYyryeBl
RbtiPUenaHRtUvCMnYsedayRbtiPUCM
nYy
enAkgKNCamYyKaehIyGaTiPaBn
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LABOR LAW (1997)

karCMnYyenH
RtUvpl;eGayRbtiPUCMnYyEdleRCIsta
Mg
edayGgkarshCIBEtmYyCamYyKanig
Edl)anTTYlsMelgeqatKaMRTeRcInCag
eK.
Article 292: It is the duty of the employer to organize elections. In case there are no shop
stewards, the employer shall set a date for the elections and publicize it within
fifteen days upon receipt of the request of a worker, a union, or the Labor
Inspector. The elections shall be organized within 45 days upon receipt of the
request.

maRta292

karerobcMe)aHeqatCaParkicrbs;nieyaCk.
kgkrNIEdlminTan;manRbtiPU
buKliknieyaCkRtUvEtkMNt;fe)aHe
qat
nigRbkaseGayeK)andwgCasaFarNpg
kgry
eBldb;R)aMfeRkayBI)anTTYlBakues
nIsuMGMBIkmkrnieyaCitNamnak;
GgkarshCIBNamYy b
BIGFikarkargar.kare)aHeqatRtUvEteF
VIkgcenaHeBlEssibR)aMfeRkayB
I)anTTYlBakesIsuM enaH.
If there is an election to elect all new shop stewards, the balloting must take
place in the fifteen day period preceding the expiration of the current term.

kgkrNIe)aHeqnateRCIserIsRbtiPUbu
KAliksaCafI
kare)aHeqatRtUvRbRBwteTAkgryeBl
db;R)aM
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LABOR LAW (1997)

fmuneBlbBab;GaNtiRbtiPUbuKli
k.
Article 293: The dismissal of a shop steward or a candidate for shop steward can take place
only after authorization from the Labor Inspector. The same protective measures
apply to former shop stewards three months following the end of their terms and
to unelected candidates during three months following the proclamation of the
results of the ballot. Any reassignment or transfer that would end the shop
stewards term is subject to the same procedure.

maRta293
ral;karbBab;RbtiPUbuKlik
bral;karbBab;ebkCnNamak;BIkargarrbs;
xn
GaceFVI)anluHRtaNaEtmankaryl;RBm
BIGFikarkargar.
viFankarkarBarTaMgLaydUcKaenH
RtUvGnuvtcMeBaHGtItRbtiPUbuKlik
eRkayeBlbBab;GaNtirbs;xnbIEx
nigkgryeBlbIEx
cMeBaHGtItebkCnminCab;eqateRk
aykarRbkaslTplnkare)aHeqat.
ral;KMeragpas;br
beprkargarrbs;RbtiPUEdlnaMeGaym
ankar)at;bg;tMENgkgGaNti
kRtUvdak;eGaysiteRkam
nItiviFIenHEdr.

The Labor Inspector, who has been referred a request to authorize the dismissal
of a worker covered by the present article, shall give his decision to the employer
and to the worker in question as well as to the union organization to which the
worker belongs, within one month at the latest upon receipt of the case.

GFikarkargarEdl)anTTYlBakbNwgsu
MbBab;kmkrnieyaCitdUcmanEcgknugm
aRtaenH RtUv
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LABOR LAW (1997)

pl;esckIsMercrbs;xndl;nieyaCk
dl;kmkrnieyaCitEdlRtUvbBaAb;
kdUcCadl;Ggkar
shCIBEdlRKb;RKgkmkrnieyaCitenaH
kgryeBlmYyExy:agyUreRkayTTYlBa
kbNwg.
On receipt of the decision, the employer, the worker in question, or the union
organization to which the worker belongs has a period of two months to appeal
to the Minister in Charge of Labor. The Minister in Charge of Labor can cancel
or reverse the decision of the Labor Inspector.

bnab;BI)anTTYlesckIsMercenaH
nieyaCk kmkrnieyaCitEdlRtUvbBaAb;
bGgkarshCIB
rbs;kmkrnieyaCitenaHmanryeBlBIrE
x
edIm,IeFVI])aRsyeTArdmnIRksY
gTTYlbnkvisy
kargar.rdmnIRksYgTTYlbnkvis
ykargarGacbdiesFecal
bEksMrYlesckIsMercrbs;
GFikarkargar.
If there is no notification of the Labor Inspectors decision within the allotted
time, or if there is no notification of the decision of the Minister in Charge of
Labor within two months upon receipt of the appeal, the case and the appeal are
considered to be rejected.

ebIKankarCUndMNwgGMBIescktIsMer
crbs;GFikarkargar
kgryeBlEdl)ankMNt;eGayeT b
ebIKankarCUndMNwgGMBIescktIsMer
crbs;rdmnIRksYgTTYlbnkvisykar
garkgryeBlBIrEx
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LABOR LAW (1997)

TTYl])aRsytamzananuRkmenaH
BakbNwg
nig])aRsyenaHRtUvcat;Tukfa)an
bdiesFecal.
Article 294: When the Minister in Charge of Labor or the Administrative Chamber of the
Court of Appeals revokes an administrative decision authorizing the dismissal of
a shop steward, the latter is entitled to resume his previous position or an
equivalent position, if he has made an appeal within two months after receipt of
notification of the administrative decision. The shop steward shall be reinstated
in his term if it does not expire. In the contrary case, the shop steward enjoys
the rights by the procedures laid [stated] in Article 293 until the next election for
shop stewards.

maRta294
ebIrdmnIRksYgTTYlbnkvisykargar
bEpkCMrHkIxagrd)alrbs;sala]TrN_
)
anbdiesFesckIsMercrd)alstIBIkarsu
MGnuBaOateGaylubeQaHRbtiPUbuK
AlikNamnak;
RbtiPUbuKlikenaHmansiTicUlkan;ka
rgarrbs;xnvij
bkan;kargarepSgeTotEdlmantMeles
IKnaRbsinCnenaH)aneFVI])aRsyk
gryeBlBIrEx
bnab;BI)anTTYlkarCUndMNwgnesck
IsMerc
rd)alstIBIkarGnuBaOateGaylubeQa
HenaH.
RbtiPUbuKlikenaHRtUv)andak;eGayk
an;tMENg kgGaNtirbs;xnvij

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LABOR LAW (1997)

ebIGaNtirbs;xnenAminTan;put.
kgkrNIpy RbtiPUenaHTTYl)an
siTitamnItiviFIEdlmanEcgkgmaRta
293rhUtdl;kare)aHeqnatsaCafIenRbti
PUbuKAlik elIkeRkay.
Article 295: In the case of serious misconduct, the manager of an enterprise can render the
decision to instantly suspend the party in question pending the Labor Inspectors
decision. If the Labor Inspector turns down the dismissal, the suspension is
annulled and its effects are canceled lawfully.

maRta295
krNImankMhusFn;
naykshRKasGacecjesckIsMercbBareCIgsa
mIxn
Pam)ankgkarrg;caMesckIsMercr
bs;GFikarkargar.
kgkrNIEdlGFikarkargarminyl;RBm
eGaybBab;kargarrbs;samIxneT
karbBareCIgenHRtUvTukCaemaX
ehIyplnkarbBar
eCIgenHkRtUvlubecaledayeBjc,ab;E
dr.
Article 296: The employer must, within eight days following the elections, make an official
report on the results of the elections of shop stewards to the Labor Inspectorate.
Furthermore, the employer must post another copy of the official report in the
establishment for information.

maRta296

nieyaCkRtUveFVIkMNt;ehtunkare)aHeqate
RCIserIsRbtiPUbuKlik CUneTAGFikar
dankargarkgryeBlR)aMbIfbna
b;BIkare)aHeqat. m:ageTot
nieyaCkkRtUvykkMNt;ehtu
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LABOR LAW (1997)

mYyc,ab;eToteTAbiTedIm,IpSBVpSayd
MNwgkgshRKas.
Article 297: The presence of the shop steward in the enterprise or establishment is not an
obstacle to the workers right to present their own grievances directly to the
employer or his representatives.

maRta297
vtmanrbs;RbtiPUbuKlikkgshRKas
bRKwHsan minEmnCa]bsKcMeBaHsiTi
EdlkmkrnieyaCitmanknugkarbtwgtv:
aedaypal;xneTAnieyaCk
btMNagnCnenaHeLIy.
Article 298: Disputes relating to the election, eligibility and the fairness of the elections of
shop stewards shall be referred to the Labor Court, or to the common Court that
has jurisdiction to rule promptly without the possibility of appeal recourse if the
Labor Court does not exist.

maRta298
karv:aepSgTak;Tgnwgkare)aHeqat
siTiQreQaH PaBxusRtUvnkare)aHeqat
eRCIserIsRbtiPUbuKlik
RtUvdak;CUntulakarkargar
bebIminTan;mantulakarkargareT
RtUvdak;
CUntulakarGaCJaKtiEdlmansmtkics
MercesckICabnan; nigCacugeRkay.
Article 299: The Ministry in Charge of Labor shall issue a Prakas (ministerial order) to
determine the mode of enforcement of the present section, particularly regarding:

maRta299
RksYgTTYlbnkvisykargarecjRbkas
kMNt;EbbbTGnuvtEpkenH Biess
cMeBaHbBaadUcteTA
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LABOR LAW (1997)

a) The development of voting procedure and the division of the workers into
electoral colleges.

kkarerobcMnItiviFInkare)aHeqatnig
karEbgEckkmkrnieyaCiteTAtamlkcN
Gk
e)aHeqat epSg

b) The conditions under which the shop stewards are recognized by the
employer or his representative.

xlkxNEdltMrUveTAelIRbtiPUTa
MgenaH
edIm,IeGaynieyaCkbtMNagrbs;nie
yaCkTTYl sal;

c) The means for the shop stewards, including the number of working hours,
to carry out their duties.

KmeFa)aysMrab;eGayRbtiPUbuKlik
bMeBjmuxgarrbs;xnKitTaMgcMnY
nem:ag
EdlRtUvbMeBj muxgarenaHpg

d) The conditions under which an electoral body can remove a shop steward
from office.

XlkxNEdlRkumGke)aHeqatG
acbeNjRbtiPUbuKlikBItMENg.
CHAPTER XII

CMBUkTI 12
SETTLEMENT OF LABOR DISPUTES

karedaHRsayvivaTkargar
SECTION I

EpkTI 1
INDIVIDUAL DISPUTES,
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LABOR LAW (1997)

vivaTbuKl
PRELIMINARY CONCILIATION OF INDIVIDUAL DISPUTES

karpSHpSaCadMbUgnvivaTbuKl
Article 300: An individual dispute is one that arises between the employer and one or more
workers or apprentices individually, and relates to the interpretation or
enforcement of the terms of a labor contract or apprenticeship contract, or the
provisions of a collective agreement as well as regulations or laws in effect.

maRta300
vivaTbuKlKWCavivaTEdlekItmaneLIgrvagnie
yaCk nigkmkrnieyaCitmnak; b eRcInnak;
bGkeroneFVIkarmak;
beRcInnak;tamerOgerogxn
ehIyTak;TgnwgkarbkRsay b
karGnuvtbTb,Batinkicsnakarg
ar
bkicsnuahVwkhVWnkmkrnieyaCit
bbTb,Batikargarn
GnusBaarYmRBmTaMgc,ab;bBatiC
aFrmanpg.
Prior to any judicial action, an individual dispute can be referred for a preliminary
conciliation, at the initiative of one of the parties, to the Labor Inspector of his
province or municipality.

munnwgbwgeTAtulakar
RKb;erOgvivaTbuKlGaceGayPaKINam
YyepImKMnitnaMykeTAbwgGFikar
kargarnextRkugxneGayeFVIkarpSHpSaCamun
sin.
Article 301: On receipt of the complaint, the Labor Inspector shall inquire of both parties to
elicit the subject of the dispute and then shall attempt to conciliate the parties on
the basis of relevant laws, regulations, or collective agreements, or the individual
labor contract.

maRta301

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LABOR LAW (1997)

GFikarkargareRkayEdl)anTTYlBakbNwgehIy
RtUvsaksYrPaKITaMgsgxag
eGaydwgBIkmvtsuenkarvivaT
rYcl,gpSHpSaPaKIedayykc,ab; bTbBaa
GnusBaarYm bkicsna
kargarmak;CamUldan.
To this effect, the Labor Inspector shall set a hearing that is to take place within
three weeks at the latest upon receipt of the complaint.

cMeBaHbBaaenH
GFikarkargarkMNt;eBlRbCuMpSHpSak
gryeBlbIs)ah_y:agyUrbnab;BI)an
TTYlBakbwg.
The parties can be assisted or represented at the hearing.

PaKITaMgLayGaceGayeKCYyGm
beGayeKtMNagxn)an.
The results of the conciliation shall be contained in an official report written by
the Labor Inspector, stating whether there was agreement or non-conciliation.
The report shall be signed by the Labor Inspector and by the parties, who receive
a certified copy.

lTplnkarpSHpSaRtUvmancuHkgk
MNt;ehtueFVIedayGFikarkargar bBa
ak;karyl;RBm bmin
yl;RBmpSHpSanPaKI.
kMNt;ehtuRtUvmancuHhtelxaGFikark
argar nigPaKITaMgGs; nigRtUv
cMlgEckPaKIpg.
An agreement made before the Labor Inspector is enforceable by law.

karRBmeRBogEdl)aneFVIeLIgenAcMeB
aHmuxGFikarkargar
KWCakarRBmeRBogykCakar)ancMeBa
H muxc,ab;.
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In case of non-conciliation, the interested party can file a complaint in a court of

competent jurisdiction within two months, otherwise the litigation will be lapsed.

kgkrNIEdlKankarsHCanwgKna
samIPaKIGacbwgeTAsalakImansmt
kicenAkgryeBlBIrEx
BuMenaHeTsiTibwgenHnwgRtUvput
kMNt;.
SECTION II

EpkTI 2
COLLECTIVE LABOR DISPUTE

karvivaTkargarrYUm
A. Conciliation

k- karpSHpSa
Article 302: A collective labor dispute is any dispute that arises between one or more
employers and a certain number of their staff over working conditions, the
exercise of the recognized rights of professional organizations, the recognition of
professional organizations within the enterprise, and issues regarding relations
between employers and workers, and this dispute could jeopardize the effective
operation of the enterprise or social peacefulness.

maRta302
vivaTkargarrYmKWCavivaTEdlekIteLIgrvagnie
yaCkmak; beRcInnak; nwgbuKl
rbs;xnmYycMnYn
GMBIerOglkxNkargarkareRbIR)
as;siTiEdlRbKl;eGayGgkarviC
aCIvkarRtUvTTYlsal;GgkarviC
aCIvkgshRKas
bBaankarTak;TgrvagnieyaCk
nigkmkr nieyaCit
ehIykarvivaTenHGacbNaleGayshRKas
RbRBwteTABuM)anRsYl
beFVIeGayxUc sniPaBsgm.

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LABOR LAW (1997)

Article 303: If there is no planned settlement procedure in a collective agreement, the parties
shall communicate the collective labor dispute to the Labor Inspector of their
province or municipality. However, the Labor Inspector can take legal
conciliation proceedings upon learning of the collective labor dispute even
though he has not been officially notified.

maRta303
ebIknugGnusBaarYmKan)aneRKagnItiviFIs
Mrab;edaHRsayeT PaKIRtUvCUndMNwgGMBI
vivaTkargarrYmeTAGFikarkargarnext
-Rkugxn.
b:uEncMeBaHvivaTkargarrYmEdlPaKI
BuM)aneGay
dMNwgmkxneTenaHGFikarkargarGa
ccat;karpSHpSatamnItiviFIEdlmanbBa
tiTukeRkayBI)an
dMNwgGMBIvivaTenaHPam.
Article 304: The Minister in Charge of Labor shall designate a conciliator within forty-eight
hours from the moment he is apprised or himself learns of the dispute.

maRta304
rdmnIRksYgTTYlbnkvisykargarcat;t
aMgGkpSHpSamak; kgryeBlEssib
R)aMbIem:ag
Kitcab;BIeBl)anTTYlBakbwg
b)andwgedayxngBIvivaTkargarrY
m.
Article 305: Conciliation shall be carried out within fifteen days from the designation by the
Minister in Charge of Labor. It can be renewed only by joint request of the
parties to the dispute.

maRta305
karpSHpSaRtUveFVIkgryeBldb;R)aMf
Kitcab;BIeBl)anTTYlesckIbgab;BI
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LABOR LAW (1997)

rdmnIRksYgTTYlbnkvisykarg
ar.
karpSHpSaenHGaceFVIeLIgvij)anEtta
msMNUmBrrYmn PaKIvivaT.
Article 306: During the period of conciliation, the parties to the dispute must abstain from
taking any measure of conflict. They must attend all meetings to which the
conciliator calls them. Unjustified absence from any such meeting is punishable
by a fine set in the rules of Chapter XVI.

maRta306
enAeBlkMBugpSHpSa
PaKIvivaTRtUvbBab;RKb;viFankarnkarvivaT
. PaKITaMgenaH
RtUvEtcUlrYmenARKb;eBlRbCuMEdlG
kpSHpSa)anekaHGeBaIj.
GvttmanEdlKankarbBak;
mUlehtuRtwmRtUvkgeBlRbCuMNa
mYynkaredaHRsayvivaT
RtUvTTYlBinydUcmanEcgkgviFan
nCMBUkTI 16.
Article 307: A conciliatory agreement, signed by the parties and visaed [approved] by the
conciliator, has the same force and effect of a collective agreement between the
parties and the persons they represent. However, when the party representing
workers is not a trade union, the agreement is neither binding on such union nor
on the workers it represents.

maRta307
karRBmeRBogsHCaEdl)ancuHhtelxaedayPa
KI nig)ancuHTidakaredayGk pSHpSa
mantM;l
nigGanuPaBdUcKanwgGnusBaarY
mrvagPaKI nigrvagGkEdleGayeKtMNag
xn.

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LABOR LAW (1997)

b:uEnRbsinebIPaKItMNagkmkrnieya
CitBuMEmnCaGgAkarshCIBviC
aCIvNamYyeT karRBm
eRBogenHminCMTas;TaMgcMeBaHGg
karshCIBenaH
TaMgcMeBaHkmkrnieyaCitEdleGayeK
tMNag xn.
Article 308: In the absence of an agreement, the conciliator shall record and indicate the key
points where the conciliation failed and shall prepare a report on the dispute.
The conciliator shall send such record and report to the Minister in Charge of
Labor within forty-eight hours at the latest after the conclusion of conciliation.

maRta308
ebIKankarRBmeRBognwgKnaeT
GkpSHpSaRtUvkt;RtabBa
ak;nUvcMNucTaMgLay
EdlkarpSHpSaminsHCaehIyRtUvsresrr
)aykarN_GMBIvivaTenH.
GkpSHpSaRtUvbBansMNuM
lixitTaMgGs;enaHeTACUnrdmnIRk
sYgTTYlbnkvisykargar
y:agyUrbMputkgryeBlEssib
R)aMbIem:ageRkayeBlbBab;karpSH
pSa.
B. Arbitration

x- karsMercnGaCJakNal
Article 309: If conciliation fails, the labor dispute shall be referred to be settled:

maRta309
kgkrNIEdlkarpSHpSaBuM)ansHCa
vivaTkargarRtUvdak;eGayedaHRsayta
m
a) by any arbitration procedure set out in the collective agreement, if there is
such a procedure; or
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LABOR LAW (1997)

kbmYynItiviFIEdlmanEcgkgGnusBa
arYmGMBIGaCJakNal RbsinebIman
b) by any other procedure agreed on by all the parties to the dispute; or

x- bmYynItiviFIepSgeTot
Edlmankaryl;RBmBIPaKITaMgGs;nviv
aT
c) by the arbitration procedure provided for in this Section.

K- bmYyknItiviFIGMBIGaCJakNal
EdlmanEcgkgEpkenH.
Article 310: In a case covered by paragraph c) of Article 309 above, the Minister in Charge of
Labor shall refer the case to the Council of Arbitration within three days
following the receipt of the report from the conciliator as specified in Article 308
above.

maRta310
cMeBaHkrNIEdlmanEcgkgkfaxN
{K} nmaRta 309 xagelI rdmnIRksYg
TTYlbnkvisykargarRtUvbwgeTAR
kumRbwkSaGaCJakNal
kgryeBlbIfeRkayBI)anTTYl
r)aykarN_EdlmanEcgkgmaRta 308
xagelI BIGkpSHpSa.
The Council of Arbitration must inevitably meet within three days following the
receipt of the case.

RkumRbwkSaGaCJakNalRtUveFVIkarr
YmRbCuMCadac;xat kgryeBlbIf
bnab;BI)anTTYlbNwg.
Article 311: Members of the Council of Arbitration shall be chosen from among magistrates,
members of the Labor Advisory Committee, and generally from among
prominent figures know for their moral qualities and their competence in
economic and social matters. These persons shall be included on a list prepared
each year by a Prakas (ministerial order) of the Ministry in Charge of Labor.

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LABOR LAW (1997)

maRta311
smaCiknRkumRbwkSaGaCJakNalRtUveRCIs
erIskgcMeNamecARkm smaCikn
KNkmkarRbwkSakargar
ehIynigCaTUeTAbNa\sSrCnEdleKsal
;famanKuNsm,tixagpv
criyanigmansmtPaBxagesdkic
nigsgmkic ehIymannamkgbBa
IEtgtaMgerogral;qaM
edayRbkasRksYgTTYlbnkvisykarg
ar.
Article 312: The Council of Arbitration has no duty to examine issues other than those
specified in the non-conciliation report, or matters which arise from events
subsequent to the report, [which] are the direct consequence of the current
dispute.

maRta312

RkumRbwkSaGaCJakNtalKanParkicBinitb
BaadTeRkABIbBaaEdlmanbBaak;kg
kMNt;ehtuminRBmsHCa
bbBaaEdlekIteRkaykareFVIkMNt;eht
u Caplvi)akpal;nkarvivaT
enaHEtb:ueNaH.
The Council of Arbitration legally decides on disputes concerning the
interpretation and enforcement of laws or regulations or of a collective
agreement. The Council's decisions are in equity for all other disputes.

RkumRbwkSaenHedaHRsayCapvc,a
b;cMeBaHkarvivaT
EdlTak;TgnwgkarbkRsay nigkarGnuvt
bBatic,ab;bGnusBaarYmNamYy.
RkumRbwkSaenHedaHRsayedaysmFm
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LABOR LAW (1997)

cMeBaHkarvivaTeTot TaMgGs;.
The Council of Arbitration has the considerable power to investigate the
economic situation of the enterprises and the social situation of the workers
involved in the dispute.

RkumRbwkSaGaCJakNalmanGMNacF
MTUlay
edIm,IesuIbGMBIsanPaBesdkicnshR
Kas nig
sanPaBxagsgmkicenkmkrnieyaC
it EdlCasamIxnkgkarvivaT.
The Council has the power to make all inquiries into the enterprises or the
professional organizations, as well as the power to require the parties to present
any document or economic, accounting, statistical, financial, or administrative
information that would be useful in accomplishing its mission. The Council may
also solicit the assistance of experts.

RkumRbwkSaenHmanGMNacGegt)an
RKb;y:ag enATIkEngshRKas bGgkarviC
aCIvepSg
RBmTaMgGacmanGMNaccat;eGayPaKI
CUnksar bBtmanxagesdkic
KNeny siti hirBavt
brd)alEdlmanRbeyaCn_knugkarbM
eBjebskkmxoUn.
RkumRbwkSaenHGacsuMeGayGkCM
naj karCYy)aneTotpg.
Members of the Council of Arbitration must keep professional confidentiality
regarding the information and documents provided to them for examination, and
of any facts that come to their attention while carrying out their mission.

smaCiknRkumRbwkSaGaCJakNal
RtUvlak;GafkM)aMgviC
aCIvcMeBaHBtman nigksarTaMgLay

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LABOR LAW (1997)

EdleK)anCUnmkeGayxnBinit nig
cMeBaHehtukarN_TaMgGs;Edlxn)an
dwgkgkarbMeBj ebskkmxoUn.
All sessions of the Council of Arbitration shall be held behind closed doors.

karrYmRbCuMnRkumRbwkSaGaCJak
Nal RtUvEtRbRBwteTAedaybiTTVar.
Article 313: Within fifteen days starting from the date of its receipt of the case, the Council of
Arbitration shall communicate its decision to the Minister in Charge of Labor.
The Minister shall immediately manage to notify the parties. The latter have the
right to appeal this arbitral decision by informing the Minister by registered mail
or by any other reliable method within eight calendar days from the date of
receiving the notification.

maRta313
kgryeBldb;R)aMf
rab;BIfEdlxn)anTTYlsMNuMerOg
RkumRbwkSaGaCJa kNal
RtUvbBa
nesckIsMercrbs;xneTArdmnIR
ksYgTTYlbnkvisykargar
ehIyrdmnI
RksYgTTYlbnkvisykargarcat;kare
GaydMNwgeTAPaKIPam.
PaKImansiTibwgCMTas;nwg
dMeNaHRsayrbs;GaCJakNalenHeday
CUndMNwgeTArdmnIRksYgTTYlb
nkvisykargartam
sMbuRtGnusidbtammeFa)ayEdlTu
kCa)ankarepSgeTot
kgryeBlR)aMbIfeBj cab;BI
fTTYldMNwg.
Article 314: The final arbitral decision which was not appealed by either party shall be
implemented immediately.
The arbitral decision which was already implemented shall be filed and registered
the same way that a collective agreement is.
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LABOR LAW (1997)

maRta314
esckIsnidanndMeNaHRsayrbs;GaCJakN
al EdlKanPaKINabtwgCMTas;eT
GacykeTAGnuvt)anPam.dMeNaHRs
ayrbs;GaCJakNalEdlGacykeTAGnuvt
)anehIy RtUvtMkl;Tul nigcuHbBa
ikaeTAtamEbbbTdUcKanwgGnusBa
arYmEdr.
Article 315: The reports on conciliation agreements and arbitral decisions, which have not
been appealed, shall be posted in the workplace of the enterprise involved in the
dispute and in the office of the relevant provincial and municipal Labor
Inspectorate.

maRta315
kMNt;ehtuRBmeRBogsHCa
nigdMeNaHRsayrbs;GaCJakNtalEdlKannrNa
btwg
CMTas;eTenaHRtUvbiTpSaykgTIsan
TaMgLaynshRKasEdlmanekItvivaT
nigkgkariyaly
nGFikardankargarnext-Rkug.
Article 316: The procedure for conciliation and arbitration shall be carried out free of charge.

maRta316
nItiviFInkarpSHpSa
nigGaCJakNalRtUveFVIeday\tKitf.

Article 317: The Ministry in Charge of Labor of Labor shall issue a Prakas (ministerial order)
to determine the mode of enforcement of the present section.

maRta317
RksYgTTYlbnkvisykargarecjRbkas
kMNt;EbbbT nigkarGnuvtEpkenH.
CHAPTER XIII

CMBUkTI 13

STRIKES - LOCKOUTS
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LABOR LAW (1997)

kUdkm - LkeGA
SECTION I

EpkTI 1
GENERAL PROVISIONS

bTb,BatiTUeTA
Article 318: A strike is a concerted work stoppage by a group of workers that takes place
within an enterprise or establishment for the purpose of obtaining satisfaction for
their demand from the employer as a condition of their return to work.

maRta318
kUdkmKWCakarQb;eFVIkargaredaykmkrni
eyaCitmYyRkum EdlmankarRBm eRBogKa
ehIy)aneFVIeLIgenAkgshRKasmYy
bRKwHsanmYy
kgeKalbMNgedIm,ITTYl)an
nUvdMeNaHRsaydyutiFmcMeBaHk
arTamTarrbs;kmkrnieyaCitBInieyaCk
ehIykCalkxN
edIm,IcUleFVIkarvij.
A lockout is a total or partial closing of an enterprise or establishment by the
employer during a labor dispute.

LkeGA KWkarbiTshRKas
bRKwHsanTaMgmUl
bmYyEpkedaynieyaCk
kgkasEdlmanvivaT kargar.

Article 319: The rights to strike and to a lockout are guaranteed. It can be exercised by one
of the parties to a dispute in the event of rejecting the arbitral decision.

maRta319
siTieFVIkUdksm
nigLkeGARtUv)anFana.
siTienHGacRtUv)anGnuvtedayPaKI

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LABOR LAW (1997)

NamYykgcMeNamPaKIEdlmanvivaT
kgkrNIEdlmankarbdiesFesckIsMerc
rbs;GaCJa kNal.
Article 320: The right to strike can also be exercised when the Council of Arbitration has not
rendered or informed of its arbitration decision within the time periods
prescribed in Chapter XII.

maRta320
sTiV eFVIkUd kmG acRtUv )
anGnuvtpgEdr
enAeBlEdlRkumRbWkSaGaCaJ kNa l
min)anedaHRsaybmin)anCUndMNwg
GMBIdMeNaHRsayrbs;GaCJakNal
kgryeBlEdlman
kMNt;kgCMBUkTI 12.
It can also be exercised when the union representing the workers deems that it
has to exert this right to enforce compliance with a collective agreement or with
the law.

siTienHkRtUv)anGnuvtEdr
enAeBlEdlshCIBCatMNagkmkrnieyaCi
tyl;eXIjfa RtUvyk
siTienHmkeRbIedIm,IbgMeGaymank
areKarBtamGnusBaarYm
btamc,ab;.
It can also be exercised, in a general manner, to defend the economic and sociooccupational interests of workers.

siTienHkGacGnuvtCaTUeTA)anEdr
sMrab;karBarplRbeyaCn_xagesdkic
nigplRbeyaCn_xag
viCaCIvsgAmenkmkrnieyaCit.
The right to strike can be exercised only when all peaceful methods for settling
the dispute with the employer have already been tried out.

siTieFVIkUdkmGacGnuvtteTA)an
luHRtaEt)aneRbIR)as;Gs;lTPaBkgkared
aHRsayCMelaH
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LABOR LAW (1997)

edaymeFa)aysniviFICamYynieyaCk.
Article 321: The right to strike cannot be exercised when the collective dispute results from
the interpretation of a juridical rule originating from existing law, or the
collective agreement, or the rule relating to an arbitral decision accepted by the
concerned parties.

maRta321
kalNavivaTkargarrYmekIteLIgGMBIkarbkRsay
viFanKtiyuti EdlmanRbPB ecjBIc,ab;
bBIGnusBaarYm
bkviFanTak;TgnwgdMeNaHRsayrbs;Ga
CJakNalEdlPaKIsamI )anRBmeRBogKa
siTieFVIkUdkmminGacGnuvtt)aneT.
It also cannot be exercised for the purpose of revising a collective agreement or
reversing an arbitral decision accepted by the parties, when the agreement or the
decision has not yet expired.

siTienHkminGacGnuvt)anEdr
ebIeFVIeLIgkgeKalbMNgesIerIeLIgvijnU
vGnusBaarYm bdMeNaH
Rsayrbs;GaCJakNalEdlPaKIsamI)anRB
meRBogKa ehIyenAeBlEdlGnusBaarYm
bdMeNaH
Rsayrbs;GaCaJkNalenaHminTan;putk
MNt;eT.
Article 322: The right to a lockout shall be exercised under the same provisions as the right
to strike.

maRta322
siTeFVILkeGA
RtUvGnuvttambTb,BatTaMgLay
dUcKanig siTeFVIkUdkmEdr .
SECTION II

EpkTI 2
PROCEDURES PRIOR TO THE STRIKE

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LABOR LAW (1997)

nItiviFImuneFVIkUdkm
Article 323: A strike shall be declared according to the procedures set out in the unions
statutes, which must state that the decision to strike is adopted by secret ballot.

maRta323

kUdkmRtUvRbkaseFVItamnItiviFIEdlmankM
Nt;kglknikshCIB. lknikenH
RtUvkMNt;GMBIkarGnumtedaykare)
aHeqatCasMgat;stIBIkarsMerceGaye
FVIkUdkm.
A. Prior Notice

k- karCUndMNwgmun
Article 324: A strike must be preceded by prior notice of at least seven working days and be
filed with the enterprise or establishment. If the strike affects an industry or a
sector of activity, the prior notice must be filed with the corresponding
employers association, if any. The prior notice must precisely specify the
demands which constitute the reasons for the strike.

maRta324
kareFVIkUdkmRtUvCUndMNwgmunknugry
eBly:agticR)aMBIrf KitEtfeFVIkar
ehIyRtUvtMkl;TukenAkgshRKas
bRKwHsanrbs;xn.
RbsinebIkUdkmmankarb:HBal;dl;
EpnkskmPaBxoHbvisyskmPaBmY
y
karCUndMNwgmunRtUvEttMkl;TukenAs
maKmnieyaCk
erogxn
RbsinebIman.karCUndMNwgmunRtUvb
Baak;eGay)anc,as;las; nUvkarTamTar
TaMgLay EdlCamUlehtuenkUdkm.
The prior notice must also be sent to the Ministry in Charge of Labor.

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LABOR LAW (1997)

karCUndMNwgenHRtUvEtepJIeTARksY
gTTYlbnkvisykargarpgEdr.
Article 325: During the period of prior notice, the Minister in Charge of Labor shall actively
seek all means to conciliate between the parties to the dispute, including
soliciting the collaboration of other relevant ministries. The parties are required
to be present at the summons of the Minister in Charge of Labor.

maRta325
enAkgGMLgeBlnkarCUndMNwgmun
rdmnIRksYgTTYlbnkvisykargar RtUv
riHrky:agskmnUvral;meFa)ay
edayKitTaMgkicshkarCamYyRksYgBa
k;Bn edIm,IpSHpSa
PaKImanvivaT.PaKITaMgGs;RtUvEtman
vtman tamkarekaHGeBa
Ijrbs;rdmnIRksYgTTYlbnk
visykargar.
B. Minimum Service

x- esvaGb,brma
Article 326: During the period of prior notice, the parties to the dispute are required to attend
the meeting in order to arrange the minimum service in the enterprise where the
strike is taking place so that protection of the facility installations and equipment
of the enterprise will be assured. If there is no agreement between the parties,
the Ministry in Charge of Labor shall determine services in question.

maRta326
enAkgkMLgeBlnkarCUndMNwgmun
PaKIvivaTRtUvEtcUlrYmRbCuMedIm,IerobcMb
egIt
esvaGb,brmaknugshRKasEdlmaneFVI
kUdkm
edIm,IFanadl;karkarBarzbnPN
nigeRKOg
brikarrbs;shRKas.ebIKankarRBmeRB
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ogrvagPaKIeT
RksYgTTYlbnkvisykargarkMNt;
esvaGb,brmaenH.
A worker who is required to provide minimum service covered by this Article
and who does not appear for such work is considered guilty of serious
misconduct.

kmkrnieyaCitEdlRtUvekNDedIm,IeGa
yr:ab;rgesvaGb,brma
dUcmanEcgkgmaRtaenH ehIy
samIxnminmkbgajedIm,IeFVIkarga
r RtUvcat;TukfamankMhusFn;.
C. Essential Services

K- esvaCasarvn
Article 327: If the strike affects an essential service, namely an interruption of such a service
would endanger or be harmful to the life, safety, or health of all or part of the
population, the prior notice mentioned in Article 324 shall be extended to a
minimum of fifteen working days.

maRta327
RbsinebIkUdkmmanb:HBal;dl;esvaCasarvn
eBalKWkarpakskmPaBenesva
enHGacnaMeGaymaneRKaHfak;
bmuxCaGacnaMeGaymaneRKaHfak
;dl;CIvit snisux bsuxPaBn
RbCaCnTaMgmUlbmYyEpk
karCUndMNwgmundUcmanEcgkgm
aRta 324 RtUvkMNt;dl;db;R)aMf
y:agticedayKitEtfeFVIkar.
Article 328: During the period of such prior notice, the Minister in Charge of Labor shall
determine the minimum essential service to be maintained so as not to endanger
the life, health or safety of persons affected by the strike. The workers union
that has declared the strike shall be asked to give its views as to which services
to be maintained.

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maRta328
enAkgGMLgeBlnkarCUndMNwgmun
rdmnIRksYgTTYlbnkvisykargarkMNt
;
esvaCasarvnGb,brmaEdlnwgRtUvrkS
aTukedIm,IkarBarmineGaymaneRKaHfak
;dl;CIvit suxPaB
bsnisuxrbs;mnusSEdlbNtalmkBIkUd
km.
shCIBkmkrnieyaCitEdl)anRbkaseFVIkUdk
m
RtUv)anGeBa
IjeGaypl;eyabl;rbs;xnGMBIesvaTa
MgLayEdlnwgRtUvrkSaTukenaH.
A worker who is required to provide the minimum essential service covered by
this Article and who does not appear for such work is considered guilty of
serious misconduct.

kmkrnieyaCitEdlRtUvekND
edIm,IeGayr:ab;rgesvaCasarvnGb,br
ma dUcmanEcgkgmaRta
enHehIysamIxnminmkbgajxned
Im,IeFVIkargar
RtUvcat;TukfamankMhusFn;.
Article 329: The list of enterprises that provide essential services in the sense of Article 328
shall be established by a Prakas (ministerial order) of the Ministry in Charge of
Labor. All disputes concerning the qualification for an essential service shall be
settled by the Labor Court, or in the absence of a Labor Court, by a common
court.

maRta329
bBa
IeQaHshRKasTaMgLayEdlRtUvmanesvaCas
arvnt tamnynmaRta 328
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RtUvkMNt;edayRbkasRksYgTTYlbnk
visykargar.
esckIsMerccMeBaHral;karCMTas;
EdlTak;TgnwgKuNvuDinesvaNamY
yfaCaesvasarvn
Casmtkicrbs;tulakarkargar brbs;
tulakarGaCJaKtiRbsinebIKantulakarka
rgareT.
SECTION III

EpkTI 3
EFFECTS OF A STRIKE

GanuPaBnkUdkm
Article 330: A strike must be peaceful. Committing violent acts during a strike is considered
to be serious misconduct that could be punished, including work suspension or
disciplinary layoff.

maRta330
kUdkmRtUvRbRBwtteTAedaysntiviFI.
karbgaGMeBIhwgSaenAknugeBleFVIkUdkm
RtUv
cat;TukfamankMhusFn;EdlGacnwgRt
Uvdak;TNkmedayKitTaMgkarBuUrka
rgar bkarbBab;BI kargarCabTviny.
Article 331: Freedom of work for non-strikers shall be protected against all form of coercion
or threat.

maRta331

esrIPaBnkareFVIkargarrbs;GkminEmnCakU
dkr RtUv)ankarBarTl;nwgkarbgit bgM
bkarKMramkMEhgepSg.
Article 332: A strike suspends the labor contract. During a strike, the allowance for work is
not provided and the salary is not paid.

maRta332
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kicsnuakargarRtUvBuUrenAeBleFVIkUdkm
. knugGMLugeBlenkUdkm tavkalik
kargarminRtUv)anpl;eGayeT
ehIyR)ak;ebovtSminRtUv)anebIkeGay
Edr.
The worker shall be reinstated in his job at the end of the strike.

kmkrnieyaCitRtUv)anTTYlkargarrbs;x
nvij enAeBlcb;kUdkm.
The mandate of workers representatives shall not be suspended during the strike
so that they can maintain contact with representatives of the employer.

GaNtirbs;tMNagkmkrnieyaCitminRt
Uv)anBuUreTknugeBleFVIkUdkm
edIm,IGktMNagTaMgenaH
GacrkSaTMnak;TMngCamYytMNagnie
yaCk.
Article 333: The employer is prohibited from imposing any sanction on a worker because of
his participation in a strike. Such sanction shall be nullified and the employer
shall be punishable by a fine in the amount set in Article 369 of Chapter XVI.

maRta333
RtUvhamXat;mineGaynieyaCkdak;TNkmG
VImYyeTAelIkmkrnieyaCit eday
ykelsenkarcUlrYmeFVIkUdkmrbs;sam
ICn. ral;kardak;TNkmrebobenH
RtUvcat;TukCa
emaXehIynieyaCkRtUvTTYlBinyCaR
)ak;eTAtamkarkMNt;nCMBUkTI 16
maRta 369.
Article 334: During a strike, the employer is prohibited from recruiting new workers for a
replacement for the strikers except to maintain minimum service provided for in
Articles 326 and 328 if the workers who are required to provide such service do
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LABOR LAW (1997)

not appear for work. Any violation of this rule obligates the employer to pay the
salaries of the striking workers for the duration of the strike.

maRta334 knugGMLugeBleFVIkUdkm
RtUvhamXat;mineGaynieyaCkeRCIserIskmk
rnieyaCitepSg
mkCMnYskUdkrTaMgGs;
elIkElgEtkareRCIserIsenHeFVIeLIgedIm,IFa
naesva Gb,brma
dUcmanEcgkgmaRta 326 nigmaRta
328
EdlkmkrnieyaCitCab;ekNkgesva
enHminmkbgajxnedIm,IeFVIkar.ra
l;karrMelaPviFanenH
tMrUveGaynieyaCkmankatBVkicebI
k
R)ak;ebovtSeGaykmkrnieyaCitCakUd
krTaMgGs;enAkgryeBleFVIkUdkm.
Article 335: A lockout undertaken in violation of these provisions obligates the employer to
pay the workers for each day of work lost thereby.

maRta335
cMeBaHLkeGA
EdlRbRBwteTAedaybMBanbTb,BatiTaMgL
ayenH nieyaCkRtUv
pl;R)ak;QnUleGaykmkrnieyaCiteTAt
amcMnYnefEdlxatbg;min)aneFVIkare
daysarerOgenH.
SECTION IV

EpkTI 4
ILLEGAL STRIKES

kUdkmxusc,ab;
Article 336: Illegal strikes are those that do not comply with the procedures set out in this
Chapter.

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maRta336
kUdkmxusc,ab;
KWCakUdkmEdlekIteLIgedayminGnu
vtttamnItiviFIEdlmanEcg
kgCMBUkenH.
Non-peaceful strikes are also illegal.

kUdkmEdlmineFVIedaysntiviFI
kKWCakUdkmxusc,ab;Edr.
Article 337: The Labor Courts or, in the absence of the Labor Courts, the common courts,
have sole jurisdiction to determine the legality or illegality of a strike.

maRta337
karkMNt;KuNvuDAienkUdkmfaRtwmRtUvta
mc,ab; bxusc,ab;Casmtkicpac;mux
ntulakarkargar
btulakarGaCJaKti
RbsinebIKantulakarkargareT.
If the strike is declared illegal, the strikers must return to work within forty-eight
hours from the time when this declaration is given out. A worker who, without
valid reason, fails to return to work by the end of this period is considered guilty
of serious misconduct.

ebIkUdkmRtUv)anRbkasCakUdkmx
usc,ab;
kUdkrRtUvcUleFVIkarvijkgryeBlEssibR)
aMbIem:ag
Kitcab;BIeBlEdlecjRbkasenH.
kmkrnieyaCitEdlmin)ancUleTAeFVIkarvije
nAmuneBlput
kMNt;EssibR)aMbIem:agenH
ehIyKanehtuplRtwmRtUv
RtUvcat;TukfamankMhusFn;.
CHAPTER XIV
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LABOR LAW (1997)

CMBUkTI 14
LABOR ADMINISTRATION

rd)alkargar
SECTION I

EpkTI 1
GENERAL PROVISIONS

bTb,BatiTUeTA
Article 338: The Labor Administration is primarily responsible for preparing, implementing,
coordinating, supervising, and evaluating national labor policy. Particularly
within the realms of public administration, it is the tool for formulating and
enforcing legislation in order for this policy to materialize.

maRta338
rd)alkargarmanParkicCaGaTKWerobcMd
ak;eGaydMeNIrkar sMrbsMrYl RtYtBinit
nigvaytMlneya)ayCatiGMBIkargar.
CaBiessenAkgvisyrd)alsaFarN
rd)alkargar
KWCa]bkrN_EdlerobcM nigGnuvtc,ab;
edIm,IeFVIeGayneya)ayenHeTACa
Cak;Esg.
The Labor Administration consistently studies the situation of employed,
unemployed or under-employed persons in light of the national laws and
practices regarding working conditions, employment and professional life. It
pays attention to inadequacies and abuses in this area and puts forward a
proposal and requests a decision on a method for remedy.

rd)alkargarsikSaCab;Canic
GMBIsanPaBrbs;GkEdlmanmuxrbr
RBmTaMgGnkEdlKanmuxrbr
bGkmanmuxrbrscesIgeTAtamc,
ab; nigkarRbtibtirbs;Cati
EdlTak;TgeTAnwglkxNkar
garmuxrbrnigCIvitviCaCIv.
rd)alenHykcitTukdak;cMeBaHkarxV
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Hxat nigkarrMelaPEdlekIt
eLIgenAkgvisyenHehIyelIkeLIgnUv
sMeNI
nigsuMesckIsMercGMBImeFa)aysMr
ab;EklMG.
The Labor Administration offers its advisory service to employers and to
workers, as well as to their respective organizations, in order to promote
consultation and real cooperation between the authorities or public institutions
and employers or workers, as well as between employers and workers
organizations.

rd)alkargarpl;eyabl;rbs;xndl;nie
yaCk nigdl;kmkrnieyaCit
RBmTaMgdl;Ggkarrbs;
GkTaMgenaHerogxnedIm,IelIktMe
kIgdl;kicBieRKaHeyabl;
nigkicshRbtibtikarCak;lak;
rvagGaCJaFr bsabnsaFarN
nignieyaCkbkmkrnieyaCit
RBmTaMgrvagGgkarnieyaCk
nigGgAkarkmkrnieyaCit.
The Labor Administration responds to requests for technical assistance from
employers and workers, as well as from their respective organizations.

rd)alenHeqIytbnwgsMeNIsuMeyabl;
rbs;nieyaCk nigkmkrnieyaCit
RBmTaMgrbs;Ggkar
rbs;GkTaMgenaHerogxnGMBIbBa
abeckeTs.
The Labor Administration offers conciliatory services to employers and workers,
as well as to their organizations, in order to help settle individual or collective
disputes.

rd)alenHpl;CUncMeBaHnieyaCk
nigkmkrnieyaCit
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LABOR LAW (1997)

RBmTaMgGgkarrbs;GkTaMgenaH
nUvesva
edIm,IsMruHsMrYlpSHpSaCYyedaHRsa
ynUvvivaTbuKl nigvivaTkargarrYm.
Article 339: The Labor Administration must permanently maintain enough personnel,
material, means of transportation, offices and premises to meet the needs of the
service that is conveniently accessible to all interested persons.

maRta339

Rkumrd)alkargarRtUvmanCaGciny_nU
vmeFa)ayRKb;RKan;xagbuKlik sMPar
meFa)aydwkCBankariyaly
nigTIsanerobcMeGaysmnwgesckIRtUvk
arnkargar EdlGk
RtUvkarRKb;rUbGaccUleTATak;Tgnwgk
ickar)anedaysmrm.
Agents of the Labor Administration must be acquired [provided?] with adequate
training for carrying out their respective functions. Relevant measures are taken
by Prakas (ministerial order) of the Ministry in Charge of Labor to ensure that
permanent training is provided to these agents during their employment.

Pak;garnRkumrd)alkargar
RtUv)anTTYlkarhVwkhVWnsmeTAtamkarg
arerogxn. viFankar
epSgRtUv cat;edayRbkasRksYgTTYl
bnk visykargar edmI,pl;karhVIk
hVWn CaGcRnydl;
Pak;garTaMgenHenAeBleFVIkar.
Article 340: The agents of the Labor Administration must have sufficient qualifications to
perform their assigned functions, have access to the necessary training in
carrying out their functions and be free from all undue external influence.

maRta340

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LABOR LAW (1997)

Pak;garnRkumrd)alkargarRtUvmansmas
PaB CaGkmanmuxCMnajRKb;RKan;
edIm,IGnuvtmuxgarEdl)anRbKl;eGay
nig)anTTYlkarbNHbNalCacaM)ac;t
ammuxgarrbs;
xnehIyminsitenAeRkam\TiBlminl
TaMgLayBIxageRkA.
All this personnel shall be granted with material means and financial resources
required to effectively perform their statutory duties.

buKlikenHnwgTTYlKuNRbeyaCn_Cam
eFa)ay sMPar
nigCaFnFanhirBavtcaM)ac;
edIm,IGnuvt
nUvmuxgarrbs;xneGaymanRbsiTP
aBeTAtamlknik.
Article 341: The Ministry in Charge of Labor shall issue a Prakas to determine the structure
of the Labor Administration and, for each service, specify:

maRta341

RksYgTTYlbnkvisykargarecjRbkas
kMNt;sMrab;RkumnImYynUv
*5 the roles and tasks incumbent on the responsible agents;

- tYnaTI
Parkicrbs;Pak;garEdlRtUvTTYlxus
RtUv
*6 the organization, relationship and coordination with the other services within
the Labor Administration;

karerobcMnigkarTak;TgsMrbsMrYlCa

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LABOR LAW (1997)

mYynwgRkumepSgdTeTotkgp
nRkum
rd)alkargar
*7 layout of the service in order to best serve in provinces and municipalities in
the country;

RbBnTItaMgRkumedIm,IeGayman
TIkEnglRbesIrenAtamextRkugnImYykgRbeTs

*8 work methods of the responsible agents.

rebobrbbeFVIkarnPak;garTTYlxusR
tUv.
Article 342: The special statutes and conditions of service for the various categories of
personnel in the Labor Administration shall be determined by an Anukret (subdecree).

maRta342
lknikedayELk
niglkxNbMerIkargarrbs;RbePTbuKlik
nRkumrd)al kargar
RtUvkMNt;edayGnuRkwt.
SECTION II

EpkTI 2
LABOR INSPECTION

GFikarkickargar
Article 343: The tasks of the Labor Inspection are assumed by Labor Inspectors and by
Labor Controllers.

maRta343

ParkicnGFikarkickargarRtUvRbKl;
eGayeTAGFikarkargar nigGPi)alkar gar.
Before their appointment, Labor Inspectors and Controllers must solemnly swear
allegiance to fulfilling their duties and to not revealing, even after having left
their post, any manufacturing or trade secrets or operating methods that they
learned of during the course of their work.

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munnwgTTYlkarEtgtaMg GFikar
nigGPi)alkargar
RtUvs,ffanwgbMeBjParkicrbs;xne
dayl
edaysVamIPkinigminR)ab;eGayeKdw
gnUvGafkM)aMgplitkm BaNiCkm
brebobeFVIGaCIvkm
Edlxn)andwgBkgeBlbMeBjmuxk
arxn eTaHbIxnecjBIRksYgehIykI.
Article 344: The Labor Inspection shall have the following missions:

maRta344

GFikarkickargarRtUvmanebskkmCa
GaTidUcteTA
a) to ensure enforcement of the present Labor Law and regulatory text that is
provided for, as well as other laws and regulations that are not yet codified
and that relate to the labor system;

k- Fanadl;karGnuvtc,ab;kargarenH
nigGtbTGnuvtc,ab;Edl)aneRKagTukk
dUcCac,ab; nig
bTbBa
ac,ab;dTeTotEdlminTan;)ancgRkg
ehIyEdlmanTak;Tgdl;rbbkargar.
to provide information and technical advice to employers and to workers on the
effective ways of observing the legal provisions;

x- pl;dMNwg nigdMbUnanbeckeTs
cMeBaHnieyaCk
nigkmkrnieyaCitGMBImeFua)aydm
an
RbsiTPaBedIm,IeKarBbTb,Batic,ab
;.
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LABOR LAW (1997)

a) to bring to the attention of the competent authority any improprieties or

abuses that are not specifically covered by the existing legal provisions;

Kpl;BtmaneTAGaCJaFrmansmtkic
nUvkarminKb,I
bkarrMelaPepSgedayehtumkBIBuMT
an;
manbTb,Batic,ab;CaFrman.
b) to give advice on issues relating to the arrangement or restructuring of
enterprises and organisms that have been authorized by the administrative
authorities and covered by Article 1 of this law;

XCUneyabl;GMBIbBaaTak;Tgnwgkarer
obcM bEkERbshRKas
nigGgkarcat;taMgEdl)an
GnuBaatGMBIGaCJaFrrd)al
ehIyEdlmancglkgmaRta 1
nc,ab;enH.
c) to monitor the enforcement of the legal provisions regarding the living
conditions of workers and their families.

g- RtYtBinitkarGnuvtbTb,Bati
EdlkarTak;TgnwglkxNDCIvPaBe
nkmkrnieyaCit
nigRKYsarnCnTaMgenH.
Article 345: Labor Inspectors and Controllers can ask for assistance from duly qualified
experts and technicians from relevant ministries or outside, who are specialized
in medicine, mechanics, electricity, chemistry and environment, in order to ensure
enforcement of the legal provisions regarding the health and safety of workers in
carrying out their duties, and to inquire about the effectiveness of the methods
applied, the materials used, and the regulations on the health and safety of
workers. This technical assistance shall be exerted under the monitoring of the
Labor Inspector or the Labor Controller in cooperation with relevant ministries.

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maRta345
GFikarkargar
nigGPi)alkargarGacehArkGkCMnajkar
nigGkbeckeTs
mansmtPaBBitR)akdBIRksYgBak;B
n bBIxageRkA
nUvGkbeckeTsxageBT
xageRKOgyn xagGKisnI
xagKImInigxagbrisan
edIm,InwgRtYtBinit)anht;ct;nUvkar
GnuvtbTb,BatisIBI Gnamy
nigsntisuxenkmkrnieyaCitkarbMeBj
muxgarxn
nigedIm,IeGay)andwgnUvRbsiTPaB
nrebobeFVIEdl)anGnuvt
vtFatuEdlykmkeRbIehIynigbBatis
IGMBIGnamy nigsnisux
enkmkrnieyaCit.
CMnYyEpkbeckeTsenHRtUveFVIkar
eRkamkarRtYtBinitrbs;GFikarkargar
bGPi)alkargar
edaymankicshkarBIRksYgBak;Bn.
The experts and technicians, who cooperate with the Labor Inspector or the
Labor Controller in enforcing the legal provisions on the labor health and safety,
must take an oath. They have the same powers granted the Labor Inspectors as
per Articles 346 and 347 below.

GkCMnajkar
nigGkbeckeTsEdlshkarCamYyGFikarkar
gar bGPi)alkargarkgkar
RtYtBinitkarGnuvtbTb,BatisIBIG
namy nigsnisuxkargar RtUveFVIsm,f
ehIyRtUvman GMNac

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dUcEdl)anpl;eGayGFikarkargartamm
aRta 346 nigmaRta 347
xageRkamenH.
The expenses incurred from this assistance shall be paid by the Ministry in
Charge of Labor.

esahuyTaMgLayEdlTak;TgnwgCMnYyk
arenH
RtUvenAkgbnkRksYgTTYlbnkvi
sykargar.
Article 346:

maRta346
1. Labor Inspectors and Controllers possessing the proper identification are
authorized:

1- GFikarkargar
nigGPi)alkargarEdlmanlixitCaPsta
gbgajnUvmuxgarxn
RtUvGnuBaat
eGay
a) to freely enter any enterprise within the jurisdiction of their inspection,
without prior notification of the time, whether day or night;

kcUledayesrIeTAkgshRKasTaMgGs;
EdlenAeRkamGMNacRtYtBinitrbs;G
Fikardan
edaymin)ac;R)ab;nUveBlem:ag
eTaHfkI yb;kI.
b) to enter in the daytime workplaces that they could rationally assume to
be subject to inspection of their Inspectorate;

xcUleBlfeTAkgTIsanTaMgGs;Edl

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LABOR LAW (1997)

xnGacsnidanedaymanmUlehtu
smrm
faKYreGaymankarRtYtBinitnGFikar
dan.
c) to conduct any examinations, inspections and investigations considered
to be necessary to ensure that the provisions are effectively observed,
and, in particular,

K- cat;karBinitepSg RtYtBinit
nigGegtEdlyl;faCakarcaM)ac;edIm,I
eGaydwgCak;c,as;
fabTb,BatiRtUv)aneKarBy:agm:t
;ct;ehIy manCaGaT
*9 to question, either alone or in the presence of witnesses, the employer or the
staff about any matter relating to the enforcement of the law;

- karsYrnieyaCk
bbuKlikshRKasmak;gkIcMeBaH
muxsakSIkIGMBIerOgTak;TgnwgkarG
nuvt bTb,Batic,ab;.
*10

to demand access to all books, ledgers, and documents that must be

kept by the employer as prescribed by the legislation relating to working
conditions so as to verify whether they (the papers) conform to the
legislation; as well as to have the right to copy or take extracts from the
books or ledgers;

karTareGayRbKl;ykmkBinitnUvesovePAb
Baika nigksarEdlnieyaCkRtUvEtmantam
bTb,Batic,ab;sIBIlkxNkargar
edIm,IepgemIl
etIRtwmRtUvtambTb,Batic,ab;ehIy
benA
RBmTaMgmansiTicMlgbRsg;esckIe
pSgecjBIesovePA bbBaikaenaH.
*11to demand the posting of notices or papers that are required to be affixed by
law;

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LABOR LAW (1997)

- bgab;eGaybiTpSaynUvRbkas
bGVIEdlc,ab;tMrUveGaybiTpSay.
*12

to take, for the purposes of analysis, samples of materials or substances

used or mixtures provided that the employer or his representative is aware
that the materials or substances were taken for this purpose.

- hUt bdkykKMrUnvtFatu
bsarCatuEdleRbIR)as;
bvtlaymkeFVIviPaKeGayEtnieyaCk b
tMNagnCnenH)andwgfavtFatu
bsarCatienH)anhUt bdk
edIm,IkarenHb:ueNaH.
2.

During each inspection, the Labor Inspector or Controller must inform the
employer or his representative of his presence, unless he thinks that doing so
will prejudice the effectiveness of the inspection.

2- kgkarRtYtBinitmg GFikar
bGPi)alkargar
RtUvR)ab;vtmanxneTAnieyaCk bGk
tMNag
elIkElgEtkrNIEdlxnyl;eXIjfa
karR)ab;eGaydwgmunnaMeGayxUcx
atRbsiTPaB nkarRtYtBinit.
3.

The Labor inspector and Controller may need to be accompanied by one or

more shop stewards during inspection.

3- GFikarkargar
nigGPi)alkargarGacehARbtiPUbuKlikma
k; beRcInnak;eGayedIrCamYyxn
kgkarRtYtBinitenaHpg.
Article 347: In performing their duties, Labor Inspectors and Controllers have the power:

maRta347
kgkarbMeBjmuxgarxn
GFikarkargar nigGPi)alkargarmanGMNac
1) to make observations to the employer or his representative and to the
workers;

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1- eFVIkMNt;sMKal;eTAeGaynieyaCk
btMNagnCnenH
nigeTAeGaykmkrnieyaCit.
2) to serve notice on the employer or his representative to observe the
legislation within a certain time period;

2- dak;kMhitnieyaCk
bGktMNagCnenHeGaycat;karkgk
areKarBbTb,Batic,ab;eGay)an
Tan;kgryeBlEdlxnkMNt;.
3) to note with an official report the non-observance of certain legal provisions
that must, until proved otherwise, be credited;

3kt;sMKal;nUvkarmineKarBbTb,Bati
edayeFVIkMNt;ehtuEdleKRtUvEteCO
rhUtdl;man Pstagpy.

4) to order that immediate measures be taken when they have every reason to
believe or conclude that there is an imminent and serious danger to the health
or safety of the workers;

4- bgab;eGaycat;
beRbIeGaycat;viFankarEdlRtUvRbtibt
iPam kalNamanmUlehtu
smrmEdlkt;sMKal;eXIj
bsnidanfamaneRKaHfak;BitR)a
kd ehIyFn;FrcMeBaHsuxPaB b
sntisuxcMeBaHkmkrnieyaCit.
5) to inflict the fine on those guilty of violating the provisions of this law and
any enforcement-related text of these provisions.

5sMerceFVIkarBinycMeBaHGnkRbRB
wttelIs
nigbTb,BatiTaMgLaync,ab;enH
nigGtbTGnuvt
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LABOR LAW (1997)

bTb,BatiTaMgenaH.
Article 348: Labor Inspectors, Labor Medical Inspectors and Labor Controllers cannot have
any interest whatsoever in the enterprises within the jurisdiction of their
inspection.

maRta348
GFikarkargar GFikareBTkargar
nigGPi)alkargarminGacmanplRbeyaCn_
GVImYykgshRKasEdlsitenAeRkamk
arRtYtBinitrbs;xneLIy.
They must keep the source of any complaint referred to them, about any default
in the facility or a violation of the law, strictly confidential and must not reveal to
the employer or his representative that the inspection was the result of a
complaint.

mnITaMgenHRtUvTukCaGafkM)aM
gdac;xat
nUvRbPBnBakbNwgTaMgGs;Edldak;eG
ayxnBinit
stIBIkMhusNamYyknugzbnkm
bGMeBIelIsnwgbBaOttic,ab;ehIyRtU
veCosvagminR)ab;nieyaCk b
tMNagnCnenaHfakarRtYtBiniteFVIeL
IgedaymanBakbwgesaHeLIy.
SECTION III

EpkTI 3
LABOR MEDICAL INSPECTION

GFikarkiceBTkargar
Article 349: The Labor Medical Inspection permanently operates for the purpose of
protecting the health of workers at the workplace. The tasks of this inspection
are assigned to Labor Medical Inspectors who place great emphasis on the
organization and operation of labor medical services.

maRta349
GFikarkiceBTukargareFVIskmPaBCaGcie
ny_knugeKaledAkarBarsuxPaBkmkr
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LABOR LAW (1997)

nieyaCitenAkEngeFVIkar.
ParkicnGFikarkicenH
RtUvRbKl;eGayGFikareBTkargar
EdlRtUvcab;GarmN_CaBiesseTAelIsk
mPaBerobcM
nigdak;eGaydMeNIrkarnUvesvaeBT
kargar.
The Labor Medical Inspectors work in conjunction with the Labor Inspectors
and cooperate with them in enforcing regulations regarding the health of
workers.

GFikareBTkargarbMeBjkargaredaysm
n<k arCamyY GFki arkargar ngi
shkarCamYyKa elI
karGnuvtbTbBa
aTaMgLayTak;Tgdl;suxPaBenkmkrni
eyaCit.
Article 350: Within the framework of their mission, the provisions relating to the powers and
obligations of Labor Inspectors provided for in Article 343 - paragraph 2, 346
and 347 - points 1, 2, 3, 4 of this law, are also extended to the Labor Medical
Inspectors.

maRta350
kgRkbxNnebskkmrbs;xn
bTb,BatinanaEdlTak;Tgdl;siTiGMNac nig
katBVkicrbs;GFikarkargarkMNt;kg
maRta 343 kfaxNTI 2 maRta 346
nigmaRta 347 cMNucTI 1/ 2/ 3/
4nc,ab;kargar
kRtUvRbKl;CUnGFikareBTkargarEdr.
CHAPTER XV

CMBUkTI 15
THE LABOR ADVISORY COMMITTEE

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LABOR LAW (1997)

KNkmkarRbwkSakargar
Article 351: A Labor Advisory Committee shall be formed under the Ministry in Charge of
Labor.

maRta351
RtUvbegItKNkmkarRbwkSakargarm
Yy
enAGmRksYgTTYlbnkvisykargar.
It consists of :

KNkmkarenHrYmman
*13

the Minister in Charge of Labor, or his representative, who is the

Chairperson;

rdmnIRksYgTTYlbnkvisykar
gar btMNag CaRbFan
*14

a number of representatives of relevant ministries;

tMNagmYycMnYnnRksYgBak;Bn
the equal number of representatives from the workers' unions that are the most
representative at the national level, and of representatives from the employers'
organizations that are the most representative at the national level.

cMnYnesIKnaentMNagGgAkarshCIBk
mkrnieyaCit
EdlmanPaBCatMNagCageKbMputkg
fak; CatinigtMNagGgkarnieyaCk
EdlmanPaBCatMNagCageKbMputkg
fak;Cati.
It elects two vice-chairpersons, one from among the workers' representatives
and the other from among the employers' representatives.

KNkmkarenHRtUve)aHeqateRCIserI
sGnuRbFanBIrrUb
Edlmak;CatMNagenGgAkarkmkr
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LABOR LAW (1997)

nieyaCitnigmak;eTotCatMNagGgkar
nieyaCk.
Article 352: The composition and functions of the Labor Advisory Committee shall be
determined by an Anukret (sub-decree).

maRta352
smasPaB
nigkarRbRBwteTAnKNkmkarRbwk
Sakargar RtUvkMNt;eday GnuRkwt.
Article 353: The Labor Advisory Committee must meet at least twice per year. However, it
can be convoked at any time by the Minister in Charge of Labor at his own
initiative or at the request of one of the vice-chairpersons.

maRta353
KNkmkarRbwkSakargar
RtUvrYmRbCuMBIrdgy:agtickgmYyqaM.
b:uEnrdmnITTYl
bnkvisykargarGacekaHRbCuMKN
kmkarenH)anRKb;eBl
eTAtamkaryl;eXIjrbs;xn b
eTAtamsMeNIrbs;GnuRbFanNamYy.
The chairperson sets the agenda of each session of the Labor Advisory
Committee in consultation with the vice-chairpersons.

RbFanKNkmkarRbwkSakargar
CaGktMNt;rebobvarnsmyRbCuM
nImYyrbs;KNkmkar
enHbnab;BI)anBieRKaHeyabl;CamYy
GnuRbFanTaMgBIr.
Article 354: The Labor Advisory Committee shall have a permanent secretariat, which is
under the charge of the Ministry in Charge of Labor.

maRta354

KNkmkarRbwkSakargarRtUvmanelxaFikard
aanGcieny_mYy Edlr:ab;rgeday
RksYgTTYlbnkvisykargar.
Article 355: At the request of the Chairperson or of one of the vice-chairpersons, duly
qualified officers or prominent figures who are competent primarily in the areas
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LABOR LAW (1997)

of economics, medicine, social or cultural matters can be invited to attend the

meetings of the Labor Advisory Committee for consultations.

maRta355
ebImanesckIsuMBIRbFan
bGnuRbFanNamYynKNkmkar
mnIEdlmanKuN sm,tiRKb;RKan;
bvrCnNaEdlmansmtkicCaGaT
bBaaesdkic bBaaevCsaRs
bBaasgmkic bvb,Fm
GacnwgGeBa
IjcUlmkrYmRbCuMkgKNkmkaren
H edIm,Ipl;eyabl;epSg)an.
Article 356: The post of member of the Labor Advisory Committee is unpaid.
The employer whose worker is a member of the Labor Advisory Committee is
required to give the worker the necessary time to attend the meetings.

maRta356
tMENgsmaCiknKNkmkarRbwkSakargarmin
RtUv)anTTYlR)ak;ebovtSeT.
nieyaCkEdlmankmkrnieyaCitCasmaC
ikenKNkmkarRbwkSakargar
RtUvTukeBlcaM)ac;
eGayCnenH)aneTAcUlrYmkgkarRbC
uMepSgpg.
This meeting period is paid as normal work time and considered as such for the
calculation of seniority and the right to take leave.

eBlRbCuMenHRtUKitQl
eGaydUceBleFVIkarFmta ehIy RtUv
Tuk Ca)aneFVIkarFmtakg karKit
GMBI GtItPaBnigsiTiQb;sMrakepSg.
The workers who are members of the Labor Advisory Committee are subject to
the same protection granted by this law to union stewards and union leaders.

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LABOR LAW (1997)

kmkrnieyaCitEdlTTYltMENgCasmaCik
KNkmkarRbwkSakargar
RtUv)anTTYlnUvkarkarBar
dUcKanwgRbtiPUshCIB
bGkdwknaMshCIB
dUcEdlmanEcgkgc,ab;kargarenH.
Article 357: The Labor Advisory Committee has the mission primarily to study problems
related to labor, the employment of workers, wages, vocational training, the
mobility of labor force in the country, migrations, the improvement of the
material and moral conditions of workers and the matter of labor health and
safety.

maRta357
KNkmkarRbwkSakargarmanebskkmCaGaT
i sikSaRsavRCavral;bBaa Edl
Tak;Tgnwgkargar
muxrbrenkmkrnieyaCit R)ak;Ql
karGb;rMviCaCIv clnakMlaMgBlkm
kgRbeTseTsnr
Rbevsn_karerobcMeGayrwtEtRbesIreL
IgnUvlkxNxagsMPar
nigxagsartI nkmkrnieyaCit
ehIynigbBaaGnamynigsnisuxkarg
ar.
The Labor Advisory Committee has the following duties:

KNkmkarRbwkSakargarmanParkic
CaGaTdUcteTA
*0 formulate recommendations on the guaranteed minimum wage;

elIkeyabl;ENnaMGMBIGRtaebovtSGb
,brmaEdlRtUvFana
render advice beforehand in order to extend the scope of a collective agreement
or, if there is no collective agreement, give advice eventually [generally?] on any
regulation concerning the conditions of employment in a given profession or in a
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LABOR LAW (1997)

certain sector of activity.

pl;eyabl;CamunedIm,IBRgIkEdnGnuv
tGnusBaarYm
bknugkrNIEdlKanGnusBaOarYmeT
pl;
eyabl;CayfaehtuCamuncMeBaHbTbBa
anlkxNmuxrbrenAkgviC
aCIvmYy benAkgvisy
skmPaBNamYyCak;lak;.
Article 358: Participation of the Kingdom of Cambodia in activities of the International Labor
Organization shall be in consultations with representatives of employers and
workers who are members of the Labor Advisory Committee.

maRta358
ral;karcUlrYmrbs;RBHraCaNacRkkm<Ca
enAknugskmPaBTaMgLayrbs;Ggkar
GnrCatixagkargarRtUvEtBieRKaHeya
bl;CamYytMNagnieyaCk
nigtMNagkmkrnieyaCit
EdlCasmaCikrbs;KNkmkarRbwkSaka
rgar.
CHAPTER XVI

CMBUkTI 16
PENALTIES

eTasb,Bat
Article 359: Those guilty of violating the provisions of the articles in Chapter XVI of this law
shall be fined or imprisoned or both.

maRta359
GkRbRBwtelIsnwgbTb,BatinmaRtaTa
MgLaydUcmanEcgkgCMBUkTI 16 n
c,ab;enH

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LABOR LAW (1997)

RtUvpnaeTasBinyCaR)ak;
bpnaeTasdak;BnnaKar
bkRtUvTTYleTasTaMgBIr.
Fines are imposed by the Labor Inspector and the Labor Controller.

karpakBinyCaR)ak;
RtUvdak;bgMedayGFikarkargar
bGPi)alkargar.
Article 360:

Fines are set in multiples of the base daily wage. The base daily wage is the
minimum wage set by a joint Prakas (ministerial order) of the Ministry in
Charge of Labor and the Ministry of Justice.

maRta360

karBinyCaR)ak;RtUv)ankMNt;CaBhuKuNn
R)ak;QleyagRbcaMf. EdlehA fa
R)ak;QleyagRbcaMf
KWR)ak;QlGb,brmaEdlkMNt;edayRb
kasrYmrbs;RksYgTTYl
bnkvisykargarnigRksYgyutiFm.
Article 361: Those guilty of violating the provisions of Article 14, 20, 22, 24, 29, 30, 34, 37,
42, 43, 72, 112, 134, 187, 214, 222, 253, and 255 are liable to a fine of ten to
thirty days of the base daily wage.

maRta361
GkRbRBwtelIsnwgbTb,BatinmaRta 14
maRta 20 maRta 22 maRta 24 maRta 29
manRta
30maRta 34 maRta 37 maRta 42
maRta 43 maRta 72 maRta 112
maRta 134 maRta 187 maRta
214maRta 222 maRta 253 maRta 255
RtUvpnaeTas

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LABOR LAW (1997)

BinyCaR)ak;BIdb;feTAsamsibf
nR)ak;QleyagRbcaMf.
Article 362: Employers who eliminate or suspend the weekly time off of their workers or who
provide this time off under conditions contrary to the provisions of Section IV of
Chapter VI of the present Labor Law or Prakas instructing enforcement of this
law are liable to a fine of ten to thirty days of base daily wage.

maRta362
RtUvpnaeTasBinyCaR)ak;BIdb;f
eTAsamsibfnR)ak;QleyagRbcaMf
cMeBaHnieyaCkEdlbM)at;bBrTukk
arQb;sMrakRbcaMs)ah_rbs;kmkrnie
yaCit bkpl;kar sMrakenH
pyBIbTb,BatinEpkTI 4
CMBUkTI 6nc,ab;kargar
bnRbkasENnaMGnuvt c,ab;enH.

These penalties also apply to employers who suspend this time off without the
necessary authorization, or who do not provide their workers with compensatory
time off under the conditions laid [stated] in the aforesaid provisions.

eTasBinyenH kRtUvGnuvtEdr
cMeBaHnieyaCkEdlBrTukkarsMrake
nH edayKankarGnuBaOatCa
caM)ac;bmin)anpl;dl;kmkrnieyaCit
nUvkarsMrakTUTat;dUclkxNEdlk
MNt;kgbTb,Bati erobrab;xagelI.
Article 363:

Those guilty of violating the provisions of Articles 21, 28, 44, 45, 49, 50, 57,
59, 106, 139, 144, 162, 163, 164, 166, 167, 168, 169, 170, 179, 180 paragraphs 1 and 2, 182 - paragraphs 2 and 3, 184, 194, 198, 200, 204, 205,
206, 210, 249, 296, and 306 are liable to a fine of thirty-one to sixty days of the
base daily wage.

maRta363

GkRbRBwtelIsnwgbTb,BatinmaRta 21
maRta 28 maRta 44 maRta 45 maRta 49
maRta
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LABOR LAW (1997)

50maRta 57 maRta 59 maRta 106

maRta 139 maRta 144 maRta 162
maRta 163 maRta 164 maRta
166maRta 167 maRta 168 maRta 169
maRta 170 maRta 179 maRta 180
kfaxNTI 1 nigkfaxNTI 2
maRta182 kfaxNTI 2 nigkfaxN
TI 3 maRta 184 maRta 194 maRta
198 maRta 200 maRta 204 maRta
205maRta 206 maRta 210 maRta 249
maRta 296 maRta 306
RtUvpnaeTasBinyCaR)ak;BIsamsi
bmYyf
eTAhuksibfnR)ak;QleyagRbcaM
f.
Article 364:

The employer who neglects or refuses to grant an employment certificate under

the conditions laid [stated] in Article 93 is liable to a fine of thirty-one to sixty
days of the base daily.

maRta364
RtUvpnaeTasBinyCaR)ak;BIsamsibmYyf
eTAhuksibfnR)ak;Qleyag
RbcaMfcMeBaHnieyaCkEdleFVsRbE
hs bminRBmecjviBaabnbRtkargar
dUclkxNEdl kMNt;kgmaRta
93nc,ab;enH.
Article 365: Without prejudice to any civil liability, those guilty of violating the provisions of
Articles 113, 114, 115 and 116 are liable to a fine of thirty-one to sixty days of
the base daily wage.

maRta365

edayminKitdl;karTTYlxusRtUvxagrdb,evNI
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LABOR LAW (1997)

RtUvpnaeTasBinyCaR)ak;BI
samsibmYyf
eTAhuksibfnR)ak;QleyagRbcaM
f
GnkEdlRbRBwttelIsnwgbTb,Batin
maRta 113 maRta 114 maRta115
nigmaRta 116.
Article 366: Offsetting installments, deductions from wages by the employer in violation of
the rules imposed by Articles 127, 128 and 129 are liable to a fine of thirty-one
to sixty days of the base daily wage.

maRta366
RtUvpnaeTasBinyCaR)ak;BIsamsibmYyf
eTAhuksibfnR)ak;Qleyag
RbcaMfcMeBaHnieyaCkNaEdleFVIk
arTUTat; karrMls;
bdkhUtelIR)ak;QledaybMBaneTAelI
viFankMNt;edaymaRta 127 maRta
128 nigmaRta 129.
Article 367:

Employers who employ staff under conditions contrary to the provisions of

Articles 137,138 - paragraph 2, 140 and 141 regarding hours of work or the
Prakas instructing enforcement of these articles are liable to a fine of thirty-one
to sixty days of the daily wage.

maRta367
RtUvpnaeTasBinyCaR)ak;BIsamsibmYyf
eTAhuksibfnR)ak;Qleyag
RbcaMfcMeBaHnieyaCkEdleRbIR)as;
buKlik
kglkxNpyBIbTb,Batinm
aRta 137 maRta 138 kfaxNTI
2maRta 140 nigmaRta 141
sIBIfirevlaeFVIkar
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LABOR LAW (1997)

bRbkasENnaMGnuvtmaRta
TaMgenH.
Article 368: Employers who employ children less than eighteen years of age under conditions
contrary to the provisions of Articles 173, 174, 175, 176, 177 and 178 of this
law are liable to a fine of thirty-one to sixty days of the base daily wage.

maRta368
RtUvpnaeTasBinyCaR)ak;BIsamsibmYyf
eTAhuksibfnR)ak;Qleyag
RbcaMfcMeBaHnieyaCkEdlmaneRbI
R)as;ekgGayuticCag 18 qaM
kglkxNpynwgbTb,Bati
nmaRta 173maRta 174 maRta 175
maRta 176 maRta 177 nigmaRta 178
nc,ab; enH.
Article 369: Those guilty of violating the provisions of Articles 12, 15, 17, 18, 39, 46, 104,
126, 260, 264, 281, 292, 331, 333, 334 and 335 are liable to a fine of sixty-one
to ninety days of the base daily wage or to imprisonment of six days to one
month.

maRta369
GkRbRBwttelIsnwgbTb,BatinmaRta 12
maRta 15 maRta 17 maRta 18 maRta 39
maRta
46maRta 104 maRta 126 maRta 260
maRta 264 maRta 281 maRta 292
maRta 331 maRta 333 maRta334
maRta 335
RtUvpnaeTasBinyCaR)ak;BIhuk
sibmYyf
eTAekAsibfnR)ak;QleyagRbcaM
fbRtUvpnaeTasdak;BnnaKarBI
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LABOR LAW (1997)

R)aMmYyf eTAmYyEx.
Article 370: The employer who violates the provisions of Article 16 of this law is liable to a
fine of sixty-one to ninety days of the base daily wage.

maRta370

RtUvpnaeTasBinyCaR)ak;BIhuksibmYyf
eTAekAsibfnR)ak;Qleyag
RbcaMfcMeBaHnieyaCkEdlRbRBwtt
elIsnwgbTb,BatinmaRta 16
nc,ab;enH.
Article 371: The employer who dismisses staff from work for one of the reasons laid [stated]
in Article 95 - paragraphs 1 and 2, without informing the Labor Inspector, or
who carries out this dismissal during the suspension period of dismissal imposed
by the Minister in Charge of Labor in compliance with Article 95 - last
paragraph, is liable to a fine of sixty-one to ninety days of base daily wage or to
imprisonment of six days to one month.

maRta371

RtUvpnaeTasBinyCaR)ak;BIhuksibmYyf
eTAekAsibfnR)ak;Qleyag RbcaMf
bRtUvpnaeTasdak;BnnaKarBIR)a
MmYyfeTAmYyEx
cMeBaHnieyaCkEdlbBab;buKlikBI
kargaredaymUlehtuNamYykgcMeN
ammUlehtuEdlmanEcgkgmaRta 95
kfaxNTI 1 nig TI
2ehIyEdlKanCUnBtmaneTAGFikarkar
gar
bk)aneFVIkarbBab;kargarkgry
eBlEdl
rdmnIRksYgTTYlbnkvisykarg
arsMercpakkarbBab;kargarenH
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LABOR LAW (1997)

edayGnuvttammaRta 95
kfaxNcugeRkay.
Article 372: Any person who hires or keeps in his service a foreigner who does not possess
the employment card authorizing him to carry out a paid job in the Kingdom of
Cambodia, is liable to a fine of sixty-one to ninety days of the base daily wage or
to imprisonment of six days to one month. In the event of a subsequent offense,
such person is liable on conviction to imprisonment of one month to three
months.

maRta372
CnNaEdlTTYleGayeFVIkar
brkSaTukeGayeFVIkarnUvCnbreTs EdlKan
esovePAkargarGnuBaateGayRbkbka
rgarmanR)ak;QlkgRBHraCaNacR
kkm<Ca RtUvTTYl
eTasBinyBIhuksibmYyfeTAekAsib
fnR)ak;QleyagRbcaMf
bRtUvpnaeTasdak; BnnaKar
BIR)aMmYyfeTAmYyEx.kgkrNImi
nragcalRtUvpnaeTasdak;BnnaKar
BImYyEx eTAbIEx.
Article 373:

Those guilty of violating Articles 278, 279 and 280 are liable to a fine of sixty
one to ninety days of the base daily wage and to imprisonment of six days to
one month, or to one of the both [these] penalties.
Anyone guilty of violating or attempting to breach the provisions of Section I,
Charge XI, regarding the formation of trade unions and the freedom to join or to
not join a union organization, in particular, Articles 266, 267 and 273 though
pressure, threat or coercion, shall be subject to the same penalties.

maRta373
GkRbRBwttelIsnwgmaRta
278 maRta 279 nigmaRta 280
RtUvpnaeTas
BinyCaR)ak;BIhuksibmYyf
eTAekAsibfnR)ak;QleyagRbcaMf
nigRtUvpnaeTasdak;

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LABOR LAW (1997)

BnnaKarBIR)aMmYyfeTAmYyEx
beTasNamYykgcMeNameTasTaMgB
Ir.
Article 374:

Those guilty of violating the rules concerning the minimum age are liable to a
fine of thirty to one hundred twenty days of the base daily wage.

maRta374

GkRbRBwttelIsnwgviFanTaMgLayGMBIGay
uGb,brma RtUvpnaeTasBinyCaR)ak;
BIsamsibfeTAmYyrymfnR)ak;
QleyagRbcaMf.
Article 375: Company heads, directors, managers, or officers-in-charge who personally
violated the provisions of Articles 229, 230 and 231 or the Prakas for enforcing
these articles are liable to a fine of thirty to one hundred twenty days of the base
daily wage.

maRta375
naykshRKas caghVag
bNaFikar bGkTTYlGaNti )
anRbRBwteday
pal;xoUnelIsnwgbTb,BaatiTaMgLay
nmaRta 229 maRta 230 nigmaRta 231
belIsnwg
RbkasGnuvtmaRtaTaMgenaH
RtUvpnaeTasBinyCaR)ak;BIsamsib
fdl;mYyrymfnR)ak;
QleyagRbcaMf.
Article 376: Any person who commits the offenses defined in the preceding article that are
harmful to the health or safety of others, is liable to a fine of thirty to one
hundred twenty days of the base daily wage.

maRta376
RtUvpnaeTasBinyCaR)ak;BIsamsibf
eTAmYyrymfnR)ak;Qleyag
RbcaMf
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LABOR LAW (1997)

cMeBaHCnNaEdlRbRBwttbTelIsdUcm
anEcgknugmaRtaxagelI
bNaleGaymaneRKaH
fak;dl;suxPaBbsnisuxGkdT.
The penalties laid [stated] in Articles 375 and 376 are independent of the
provisions related to the compensation for work-related accidents and
occupational illnesses that are the subject of Chapter IX of this law.

eTasBinyEdlmanEcgkgmaRta 375
nigmaRta 376
minmanTak;Tgdl;bTb,BatiEdlEcg
GMBIkarCYsCuleRKaHfak;kargar
nigCMgWviC
aCIvEdlmanEcgkgCMBUkTI 9
rbs;c,ab;enH.
Article 377:

Those guilty of violating the provisions of articles 240, 241, 242, 243, 244,
245, 246 and 247 or violating the Prakas instructing application of labor health
are liable to a fine of one hundred twenty days to three hundred sixty days of
the base daily wage and to imprisonment of one to five years, or to only one of
the both [these] penalties.

maRta377
GkRbRBwtelIsnwgbTb,BatinmaRta
240 maRta 241 maRta 242 maRta 243
maRta 244
maRta 245 maRta 246 nigmaRta 247
belIsnwgRbkasENnaMGnuvttstIBI
eBTkargar
RtUvpnaeTasBinyCaR)ak;BImYyry
mfeTAbIryhuksibf
nR)ak;Qleyag RbcaMf
nigRtUvpnaeTasdak;BnnaKarBImYy
qaM dl;R)aMqaM
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LABOR LAW (1997)

bkeTasNamYykgcMeNameTas
TaMgBIr.
Article 378: The leaders or administrators of a professional organization or a union of
professional organizations who induce these organizations to engage in activities
extraneous to its exclusive objective, as defined in Article 266 of this law, are
liable to a fine of sixty-one to ninety days of the base daily wage.

maRta378
GkdwknaM
bGPi)alnGgkarviCaCIv
bshPaBGgPaBviCaCIv EdlnaMGgkar
TaMgenaHeGayeFVIskmPaBpTuyBIeK
aledAEtmYyKt;rbs;xndUcmanEcgen
AkgmaRta 266 n
c,ab;enHRtUvpnaeTasBinyCaR)ak;
BIhuksibmYyf
eTAekAsibfnR)ak;QleyagRbcaM
f.
The dissolution of the professional organization or the union of professional
organizations must be pronounced by the Labor Court in the event of those
organizations committing the wrongdoing as stated in the preceding paragraph
or in case of serious, repeated violation of the laws and regulations, particularly
in the area of industrial relations.

karrMlayecalGgkarviCaCIv
bshPaBGgkarviCaCIv
RtUvRbkasedaytulakarkargarkg
krNIEdlGgkarTaMgenaH)aneFVIskm
PaBxusqAg
dUcmanEcgkgkfaxNxagelI
bkgkrNI
EdlbMBany:agFn;FrnigpnelIc,ab;
nigbTbBa
aTaMgLayBiesskgvisyTMnak;TMn
gviCaCIv.
Article 379: Those guilty of violating Articles 268, 269 and 270 are liable to a fine of sixtyone to one hundred twenty days of the base daily wage.
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LABOR LAW (1997)

maRta379
GkRbRBwtelIsnwgbTb,BatinmaRta
268 maRta 269 nigmaRta 270 RtUv
pnaeTasBinyCaR)ak;BIhuksibmYy
f
eTAmYyrymfnR)ak;QleyagRb
caMf.
Article 380: Anyone who undermines or attempts to undermine the free designation of a
union steward or the independent or regular performance in his mandate, or who
violates the provisions of Article 282 regarding the dismissal from work,
reassignment, transfer of union stewards or former union stewards, shall be liable
to a fine of sixty one to ninety days of the base daily wage and to imprisonment
of six days to one month, or to only one of the both [these] penalties.

maRta380
CnNamak;EdleFVI
bb:unb:gnwgeFVIeGayb:HBal;dl;karcat;taM
gRbtiPUshCIB
kglkNRbkbedayesrIPaB
bdl;kareFVIskmPaBCaEkraCu
bCaFmta enAkgGaNti rbs;eK
bCnNamak;EdlRbRBwttelIsnwgbT
b,BatinmaRta 282
EdlEcgGMBIkarbBab;BI kargar
karpas;brkEngeFVIkarkareprkE
ngeFVIkarnRbtiPUshCIB
bGtItRbtiPUshCIB
CnenaHRtUvpnaeTasBinyCaR)ak;
BIhuksibmYyfeTAekAsibfnR)ak;Q
leyagRbcaMf nig
RtUvpnaeTasdak;BnnaKarBIR)aMm
YyfeTAmYyEx

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LABOR LAW (1997)

bTTYleTasNamYykgcMeNameTasTa
MgBIr.
Article 381: Anyone who does not observe the provisions of Articles 283, 286, 287 and 291
and who undermines or attempts to undermine the free election of a shop
steward or the regular performance of his functions, shall be liable to a fine of
sixty one to ninety days of the base daily wage and to imprisonment of six days
to one month, or to only one of the both [these] penalties.

maRta381
CnNaEdlminGnuvttambTb,BatinmaRta
283 maRta 286 maRta 287 nigmaRta 291
ehIyEdleFVI
bb:unb:gnwgeFVIeGayb:HBal;dl;kareRCI
serIsRbtiPUbuKlik kg lkNRbkb
edayesrIPaBbdl;kareFVIskmPaBCaF
mtaenAknugmuxgarrbs;eK CnenaHRtUv
pnaeTasBinyCaR)ak;BIhuksibmYy
feTAekAsibfnR)ak;QleyagRbcaM
f nigpnaeTas
dak;BnnaKarBIR)aMmYyfdl;mYyEx
bTTYleTasNamYykgcMeNameTasTa
MgBIr.
Article 382: Anyone who prevents or attempts to prevent the Labor inspectors or Controller
as well as the Labor Medical Inspectors from carrying out their functions or from
exercising their powers, is liable to a fine of one hundred twenty to three
hundred sixty days of base daily wage or to imprisonment of one month to one
year.

maRta382

RtUvpnaeTasBinyCaR)ak;BImYyrymf
eTAdl;bIryhuksibfnR)ak;Ql
eyagRbcaMf
bRtUvpnaeTasdak;BnnaKarBImYy
Exdl;mYyqaM
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LABOR LAW (1997)

cMeBaHCnNaEdlCMTas; bb:unb:g
CMTas;nwgkarGnuvttammuxgarbka
reRbIR)as;GMNacEdlRbKl;eGayGFikark
argar bGPi)al kargar
RBmTaMgGFikareBTkargar.
Article 383: When there are several infractions, which are liable to the same penalty by virtue
of this law, fines must be proportional to the number of infractions. However,
the total amount fined cannot exceed five times the maximum rate of fines.

maRta383
kalNamanbTelIseRcIn
ehIyRtUvEtTTYlrgedayeTasBinytambBati
n c,ab;enH
kardak;BinyRtUveFVItamcMnYnbTel
Is
b:uEntmineGayelIsBIR)aMdgnGRta
Gtibrman BinyenaHeLIy.
This rule applies particularly when several workers are employed under
conditions contrary to this law.

viFanenHRtUvGnuvtCaGaT
kgkrNIEdlkmkrnieyaCiteRcInnak;Rt
UveKeRbIkglkxNpyBI
bBatinc,ab;enH.
Fines imposed in the event of subsequent offenses are tripled.

kgkrNIBuMragcal RtUvBiny tMelIg

mYy CabI.
Article 384: Managers of enterprises shall be civilly liable for sentences rendered against their
authorized representatives or officers-in-charge.

maRta384
naykshRKasTaMgLayRtUvTTYlxusRtUvBIbTrd
b,evNI cMeBaHkardak;TNkm
eTAelIGaCJanukarIbeTAelIGkTTYlGa
Ntixn.
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LABOR LAW (1997)

Article 385: Any labor dispute covered by Chapter XII of this law that could not be settled
through conciliation can be brought before the Labor Court.

maRta385
ral;vivaTkargarEdlmanEcgkgCMBUkTI
12 nc,ab;enH EdlminGacedaHRsay
)anedaykarpSHpSaGacbBa
neTAtulakarkargar.

Within labor into mission to settlement of this dispute, the Labor Court can take
a number [any] of the necessary measures as follows:

kgebskkmnkaredaHRsayvivaTenH
tulakarkargar
Gaccat;viFankarcaM)ac;mYycMnYndUc
teTA
1. Order the reinstatement of a dismissed worker, by retaining his former
position and paying him a retroactive wage.

1bgab;eGayykcUleFVIkaredayrkSazan
edImvijnUvkmkrnieyaCit
EdlnieyaCk)anlub
eQaHedaymankarrMlwkR)ak;Qlp
g.
2. Nullify the results of a union election or the election of a shop steward.

2TukCaemaXnUvlTplnkare)aHeqatr
bs;shCIB
bkare)aHeqateRCIserIsRbtiPUbuKli
k.
3. Order an employer to negotiate with a union or to cooperate with a union
steward or a shop steward.

3bgab;eGaynieyaCkeFVIkarcrcaCamY
yshCIB
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LABOR LAW (1997)

beFVIkicshRbtibtikarCamYyRbtiPU
shCIB bRbtiPUbuKlik.
4. Decide the payment for damages in favor of the party who won the case in
the labor conflict.

4sMerceGaysgCMgWcitcMeBaHPaKIEd
lQHkI kgvivaTkargar.
Article 386: Without prejudice to the disciplinary penalties laid [stated] in the Statute of
Administrative Agents, Labor Inspectors and Controllers as well as Labor
Medical Inspectors who reveal the secrets and production processes shall be
punished by imprisonment for six days to one month, even though the revelation
of the secrets took place after they have left their job.

maRta386
edayminKitdl;eTasBiny
EdlEcgkglkniknPak;garraCkar GFikar
nig GPi)alkargar
RBmTaMgGFikareBTkargar
EdlebIkkkayeFVIeGayEbkkarsMgat;
nigrebob plit
RtUvpnaeTasdak;BnnaKarBIR)aMm
YyfeTAmYyEx
eTaHbIkarebIkkkayenaH)aneFVIenAeBl
eRkayEdl)anQb;kan;muxgarehIyked
ay.
CHAPTER XVII

CMBUkTI 17
LABOR COURTS

tulakarkargar
Article 387: Labor courts shall be created that have jurisdiction over the individual disputes
occurring between workers and employers regarding the execution of the labor
contract or the apprenticeship contract.

maRta387
RtUvbegIttulakarkargarEdlRtUvTTYlCMnuM
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LABOR LAW (1997)

CMrHvivaTbuKl EdlekIteLIgrvag
kmkrnieyaCit
nignieyaCkedaymkBIkarRbtibtikics
nakargar
bkicsnahVwkhVWnkUnCag.
Article 388: The organization and functioning of the Labor Courts shall be determined by law.

maRta288
karerobcM
nigkarRbRBwteTAntulakarkargar
nwgRtUvkMNt;edayc,ab;.
Article 389: Pending the creation of the Labor Courts, disputes regarding the application of
this law shall be referred to common courts.

maRta389
enAeBlminTan;begIttulakarkargar
ral;vivaTEdlekIteLIgcMeBaHkarGnuvt
c,ab;enH
RtUvdak;CUntulakarGaCJaKti.
CHAPTER XVIII

CMBUkTI 18
TRANSITIONAL PROVISIONS

Gnrb,Bat
Article 390: The provisions of this law are lawfully applicable to current individual labor
contracts. However, workers are entitled to continue enjoying benefits granted
them by their present contract when these benefits are more favorable than those
they would have under this law.

maRta390
bTb,Batinc,ab;enHGacGnuvt)anedayeBj
c,ab; eTAelIkicsnakargarCa
buKlEdlkMBugenAmanGayukalb:uEn
tebIkmkrnieyaCit)anTTYlGtRbeyaCn_ta
mkicsnaenaH

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LABOR LAW (1997)

eRcInCagGtRbeyaCn_EdlmanEcgk
gc,ab;enH
kmkrnieyaCitRtUvmansiTiTTYlGtRbeya
Cn_
GMBIkicsnarbs;xnbneTAeTot.
The provisions of this law cannot be a reason for terminating a contract.

bTb,Batinc,ab;enHminGacCaehtun
aMeGaypac;kicsnaeT.
Article 391: Any clause in a current contract that does not conform to the provisions of this
law must be modified within six months from the promulgation of this law.

maRta391
bTb,BatinkicsnakMBugGnuvtEdlmin
RsbKanwgbTb,Batinc,ab;enH RtUvEt
EkERbkgryeBlR)aMmYyEx
cab;taMgBIfRbkaseGayeRbIc,ab;en
H.
Article 392: In a transitional period and until a date that shall be set by a Prakas (ministerial
order) of the Ministry in Charge of Labor, all workers' unions can nominate
candidates to the first round of shop steward elections without needing to prove
their representativeness.

maRta392
kgGnrkal
nigrhUtdl;kalbriecT
EdlnwgkMNt;edayRbkasRksYgTTYl
bnkvisykargar
ral;GgkarshCIBnkmkrnieyaCit
GacbBa
nebkCneTAcUlrYmkgkare)aH
eqatelIkTI 1
sMrab;kareRCIserIsRbtiPUbuKlik
edaymin)ac;rkPstagbBa
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LABOR LAW (1997)

ak;nUvPaBCatMNag enaHeT.
During the above period, the professional organizations of workers and
employers claiming to be representative in their professional and geographic area
can sign collective agreements covering the same jurisdiction. However, the
validity of these agreements will end, at the latest, within one year after the date
that the Prakas referred to in the first paragraph is published. Any renewal of the
agreement or any new agreement can be made only within the framework of
Article 96.

kgryeBlxagelIenH GgkarviC
aCIvrbs;kmkrnieyaCit nigGgkarviC
aCIvrbs;nieyaCkEdl
GHGagfamanPaBCatMNagenAtamEp
kviCaCIv nigPUmisaRsrbs;xn
GacsMercelIGnusBaarYm
EdlRKbdNb;elIEdnGnuvtnEpkviC
aCIv nigPUmisaRsenaH.
eTaHy:agNakeday ktMln
GnusBaaenaHRtUvEtbBab;y:agyUr
bMputkgryeBlmYyqaM
bnab;BIfecjpSayCasaFarN
nUvRbkasEdlmanEcgkgkfaxNTI1
nmaRtaenH.
kardak;eGayeRbIGnusBaarYmCafI
bkar eFVIGnusBaOarYmf
IGaceFVI)anEtkgRkbxNnmaRta
96.
While waiting for professional organizations to be recognized as representative
at the national level, the Minister in Charge of Labor shall select prominent
figures (officials) credited with special merits in the domain of social affairs or in
the area of occupation and employment to occupy the seats reserved for
representatives of workers and employers.

kgeBlrg;caMkarTTYlsal;GgkarviC
aCIv EdlmanPaBCatMNagfak;Cati

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LABOR LAW (1997)

rdmnIRksYgTTYl
bnkvisykargarnwgeRCIserIsnUv\sS
rCn
EdleKTTYlsal;famanKuNsm,tiBiessk
gvisy sgmkic
bkgvisymuxrbr
nigkargaredIm,Ikan;kab;GasnTaMgLa
ysMrab;tMNagkmkr nieyaCit
nigtMNagnieyaCk.
Article 393: In the absence of the post for Labor Inspectors, Labor Medical Inspectors and
Labor Controllers, officials who are appointed to conduct inspections by the
Minister in Charge of Labor shall carry out the functions and the duties of the
Labor Inspectors, Labor Medical Inspectors and Labor Controllers as stipulated
in this law.

maRta393
enAeBlEdlminTan;manRkbxNGFikarkargar
GFikareBTkargar nigGPi)al kargar
mnITaMgLayEdl)ancat;taMgedayrd
mnIRksYgTTYlbnkvisykargar
eGayeFVI GFikarkic
RtUvRbtibtimuxgarnigParkicrbs;GF
ikarkargar GFikareBTkargar nigGPi)al
kargarEdlmanEcgkgc,ab;enH.
Article 394: Workers' unions and employers' associations that have already been created
before this law comes into effect, must again complete the formalities in
conformance with the provisions of this law.

maRta394
shCIBkmkrnieyaCit
nigsmaKmnieyaCk
Edl)anbegItehIymunc,ab;enH cUlCaFrman

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LABOR LAW (1997)

RtUvbMeBjEbbbTsaCafItamlkxN
dUcmanEcgkgc,ab;enH.
CHAPTER XIX

CMBUkTI 19
FINAL PROVISIONS

Gvsanb,Bati
Article 395: All provisions contrary to this law shall be abrogated.

maRta395
bTb,BatiTaMgLayNaEdlpynwgc,a
b;enH RtUvTukCanirakrN_.
Article 396: This law shall be declared as a matter or great urgency.

maRta396
c,ab;enHRtUv)anRbkasCakarRbjab;.
This law was adopted on January 10, 1997 by the National Assembly of the Kingdom of
Cambodia during the 7th session of its first legislature, and promulgated on March 13, 1997.
Phnom Penh, March 13, 1997

eFVIenAraCFanIPMeBj fTI 13 ExmIna

qaM1997
in the King's name and by the royal order

kgRBHbrmnam nigtamRBHraCbBa
adx<g;x<s;
Chea Sim

Ca suIm
Acting Head of State

RbmuxrdsITI
Submitted to the First Prime Minister
and Second Prime Minister

Submitted for the Signature of the King

)anbgMTUlfVay nigCMrabCUn
semcnaykrdmnI1 nigTI2
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LABOR LAW (1997)

From Secretary of State of the Ministry

of Social Affairs, Labor and Veteran
Affairs
SUY SEM

Ref. 28

First Prime Minister

Norodom Ranariddh

Second Prime Minister

Hun Sen

Copy from the original

For distribution
Phnom Penh, March 25, 1997

Nady Tan
Secretary General

Phnom Penh, March 31, 1997

For the Secretary of State, the Ministry of
Social Affairs, Labor and Veteran Affairs
Miv Choeoung
Chief of Cabinet

Page 297