Spending too much on recruitment, payroll or global HR?
We help you find the Best Providers at the lowest cost.
Cambodia may often be overshadowed within Southeast Asia, but it’s quietly grown to become one of the region’s most intriguing frontier markets for foreign investors and businesspeople. Today, Cambodia boasts stability that attracts businesses, with its primary industries being garment exports, construction, agriculture, and tourism.
Today, the International Monetary Fund (IMF) projects a real GDP growth rate of 4.8%, with inflation falling below 2%. Despite the challenges of the region’s economy, Cambodia is a prime example of a high-opportunity yet high-complexity environment. And that’s why teaming up with a Cambodia Employer of Record (EOR) can be so valuable.
Due to a complex web of labor rules, Cambodia can be tough to get to grips with when entering the market for the first time. In this guide, we discuss how EORs work in Cambodia, the benefits of working with them, and the leading choices for EORs operating in the country.
Whenever you hire a worker through a Cambodia Employer of Record (EOR), the EOR becomes the legal employer. In practice, you don’t become the legal employer; you manage the hire on a day-to-day basis as if you were.
Your EOR will manage issues like:
Crucially, this model allows you to hire a team in Cambodia without registering any form of local entity. Reasons for doing this include being able to test the market, avoid compliance headaches, and get to grips with the Cambodian business environment.
The EOR model smoothens the process of moving into a new market, whether it’s your first time in Southeast Asia or you’re setting up a satellite as part of a multi-jurisdiction organization. However, we also know the difficulties of finding the right EOR for you because, after all, not all EORs are created equal.
To help you learn more about the best EOR companies, we’ve investigated the market and created our top six choices for EORs in Cambodia. Each one excels in a different area, with our shortlist being:
With that in mind, we’ll break down each of these six EORs in detail to help you determine which option is most suitable for you.
Compliant hiring in emerging markets is less than straightforward, and this is where Remote People stands head and shoulders above the rest. Its EOR model is ideal for startups testing new markets and medium-sized businesses requiring hands-on local support. Unlike other EORs, Remote People is much more than a self-service platform.
By far, Remote People offers one of the best-value EOR services, with transparent fees that undercut many of the EORs with bigger profiles. They’re capable of handling everything from Cambodia-specific onboarding to payroll and tax compliance.
If you want to learn more about why they’re our choice for the best-value EOR, check out our detailed Remote People review.
| Pros | Cons |
|---|---|
| Strong high-touch support going beyond self-service platforms. | Limited ancillary products. |
| Transparent, affordable pricing. | Less effective for companies needing fully unified HR stacks across multiple jurisdictions. |
| Compliance-first approach for peace of mind. |
Among the most prominent global EOR platforms is Deel, with coverage in more than 100 countries. Unlike Remote People, Deel opts for the product-led over the service-led approach, allowing you to manage everything from performance management to payroll within a single interface.
In Cambodia, Deel works with a network of partners to hire staff on your behalf and run payroll, while staying within the lines of the country’s labor framework. If you’re already present in multiple countries, Deel offers the single global HR system you’re likely looking for.
If you’re ready to learn more about them, check out our full Deel review now.
| Pros | Cons |
|---|---|
| All-in-one global HR and payroll platform. | Higher pricing than other EORs. |
| 24/7 support for your business. | Too complicated for smaller operations. |
| An extensive finance and HR integrations suite. |
Specialized support at the enterprise level requires an EOR that caters to them, and that’s what G-P provides. Boasting one of the industry’s largest footprints, spanning 180+ countries, G-P focuses on compliance and governance.
Within Cambodia, G-P offers full entity coverage, payroll, and benefits management. Generally, this EOR provider’s robust feature coverage makes it the ideal partner if you’re already running a multi-country program via its platform. Additionally, clients can enjoy 24/7 support for any emergencies that might crop up.
If you’d like to learn more about this enterprise-focused EOR, check out our G-P review.
| Pros | Cons |
|---|---|
| Product built around the needs of global enterprises. | Higher pricing. |
| Strong governance and risk management posture. | May feel heavy for smaller businesses in Cambodia. |
| Value-added services, including recruitment. |
If you’re struggling with payroll, Papaya Global is a global workforce platform focused on dealing with the challenges of payroll. They’ve also added payments, contractor management, and EOR infrastructure on top of their existing offerings.
Within Cambodia, Papaya Global uses a partner network to manage the headaches of compliant employment. Despite this outsourcing, it’s backed by a fully centralized global payroll engine. Areas where Papaya Global excels include its multi-currency payments infrastructure, payroll accuracy, and analytical tools.
Want to know more about some of the company’s products? Read our full Papaya Global review now.
| Pros | Cons |
|---|---|
| Designed for companies where payroll is the leading pain point. | Pricing means it’s not ideal for smaller teams. |
| Strong analytical tools for managing your workforce and finances. | Cambodia services are delivered by local partners, rather than Papaya Global. |
| Scaling capabilities for moving beyond Cambodia. |
Working with Safeguard Global is marketed as making it easier to manage workforces across multiple jurisdictions. With an EOR model covering over 170 countries, the company augments its services with professional local HR expertise to ensure your compliance with Cambodian regulations.
One massive benefit of working with Safeguard Global is its emphasis on ensuring consistent processes and reporting across your company, regardless of how many jurisdictions you’re based in. Another area where they win out is in their support for complex restructuring and different types of workers, including contractors.
With so much coverage breadth and a 24/7 team ready to support you, this is a choice for companies that need flexibility in their EOR choice. To learn more, here’s our Safeguard Global review.
| Pros | Cons |
|---|---|
| Works especially well with larger employers. | Not the cheapest option for smaller teams. |
| Advisory support via local professionals. | Platform UX may be too heavy for non-enterprises. |
| Supports multi-employment status scenarios. |
Ethical, compliant hiring is often a priority when operating in emerging frontier markets like Cambodia, which is what Oyster HR offers across 180 countries. It’s especially effective for distributed teams, including those working with agency-style workers, full-time employees, and freelancers.
Within Cambodia, Oyster HR works with a local network of entities to provide its compliant payroll and HR services. If you’re looking to build a regional remote team, Oyster HR’s focus on risk management is a particular advantage. It even provides Employment Practices Liability (EPL) coverage to provide an extra layer of protection with regard to certain types of employment claims.
If you want to learn more about them, read our complete Oyster HR review.
| Pros | Cons |
|---|---|
| Perfect match for remote-first companies. | Less useful for classic brick-and-mortar operations. |
| Great employee-facing service portal. | Relies on local partners, rather than direct servicing, in Cambodia. |
| Strong on compliance and risk mitigation. |
The EOR model has helped thousands of companies worldwide enter new markets without the hassle of establishing a local entity and network from scratch. Although it’s not the model for everybody, there are a range of advantages that make working with a Cambodia EOR the best option.
Some of the major advantages include:
The EOR model brings an array of benefits to the table that you won’t get through setting up your own entity. It’s also worth mentioning that most reputable EORs will also help you make the transition if you decide to establish a permanent Cambodian entity later, so you’re never locked into your original EOR setup.
The best way to decide whether an EOR is for you is to assess your business model and its needs before comparing them with what an EOR has to offer.
Cambodia’s labor market has evolved dramatically over the past couple of decades. It’s also rules-dense and designed to protect the rights of employees and prevent exploitation. When you don’t understand the local language and you’re not keeping up with Khmer politics, this poses an immense risk management problem.
If you’re on the point of setting up a Cambodian branch, here are some of the biggest issues you’ll be contending with within the country’s labor framework.
In Cambodia, most employment contracts are bilingual, appearing in Khmer and English. However, in the event of conflict, the Khmer version of the contract will usually take precedence. There are two types of employment contracts in Cambodia that are recognized as legal:
Each contract must contain a range of essential provisions, including job title, working hours, workplace, wages, benefits, and termination conditions. Probationary clauses may also be incorporated for up to three months for regular employees.
Your EOR will standardize your contract templates and ensure that the English and Khmer versions align, providing you with protection if any conflicts arise later.
Under Cambodian labor law, the standard working week is 48 hours a week, split into eight-hour days. Any additional hours must be paid at the prevailing overtime rate. Changes to the law also mean that overtime must be voluntary and each worker can work no more than two hours per day.
Regulations also set overtime pay at 150% of a staff member’s usual wage. Any work done on non-workdays or during the night must be paid at 200% of normal wages.
Cambodia doesn’t have a universal minimum wage system. The statutory minimum wage only applies to four industries, including the garment, textile, travel goods, and footwear industries. As of 2025, this is $208 USD per month for regular employees and $206 for workers who’re on probation.
Other sectors have no minimum wage, but the reality on the ground is that these sectors tend to have much higher wages, especially in services and technology. Your EOR will brief you on the current market norms for your industry, helping you to attract leading talent and avoid falling foul of any sector-specific regulations.
Cambodia does provide statutory benefits to protect employees against exploitation. Most benefits are mandatory, with discretionary benefits mainly confined to industries such as Phnom Penh’s tech market. Examples of discretionary benefits might include life insurance and private health insurance.
Today, the most important benefits to bear in mind are:
Cambodia’s social security framework is centered on the National Social Security Fund (NSSF). All employers are required to register each new hire with them within a few days of hiring. Additionally, a certain portion of each employee’s wages must be withheld and remitted to the NSSF.
Current monthly contributions are:
It’s this web of phasing and rules that can quickly lead to confusion and payroll inaccuracies. Your EOR will configure all NSSF contributions according to the latest regulations set by the Ministry of Economy and Finance.
Termination procedures in Cambodia must be handled with extreme care because they change based on the type of employment contract.
Employees under an FDC are entitled to unpaid wages and unused leave. Plus, they may be entitled to severance pay equal to 5% of all wages paid throughout the length of their contract. If terminated without a valid reason, they may also be entitled to damages.
In the case of workers under a UDC contract, employees are also entitled to unpaid wages and unused leave. They’re also entitled to ongoing seniority payments, which are essentially a replacement for the “indemnity for dismissal” model. Likewise, if termination is considered to be unfair, they may be entitled to damages.
The termination and severance regime has been amended several times in recent years, which is why so many foreign operations rely on local experts.
Cambodia utilizes a quota system for foreign workers to protect the opportunities of domestic workers. The default position in Cambodian law is that a company’s workforce may be no more than 10% non-domestic, with a split of 6% skilled workers, 3% office staff, and 1% unskilled workers.
Furthermore, employers are required to apply annually to the Ministry of Labour and Vocational Training (MLVT) for a foreign employee quota to hire foreigners legally. Any non-national working for a company based in Cambodia must obtain an E-class (business) visa, a work permit, and an employment card from the Foreign Workers Centralized Management System (FWCMS).
If you don’t comply with the rules, you could be fined up to $12,600 USD for every foreign worker without a valid permit. There’s even the potential for imprisonment or deportation for repeat offenders.
Cambodia’s frontier status makes this an economic environment with tremendous opportunities for business owners. The labor framework has undergone significant turbulence, and the regulations tend to change constantly. The penalties for getting things wrong are high, which is why working with an EOR in Cambodia is essential.
Your Cambodia EOR will enable you to hire quickly while maintaining your compliance. This enables you to focus your efforts on building out your team and establishing a foothold within the growing Cambodian market.
If you want to learn more about working with an EOR, reach out to RemotePad’s global hiring and EOR specialists for tailored guidance. Take the first step to establishing your Cambodian presence and contact us today.
No, recruitment services are considered value-added, so you’re not going to get them by default. Different providers will use different models. Some may have in-house recruiting teams, whereas others may point you in the direction of a local partner. In terms of providers focusing on self-service plus compliance, these EORs often only become the legal employer after you’ve already found the candidate.
Decide on your hiring approach before hiring an EOR to ensure you choose a provider that can offer the recruitment support you need, if necessary.
Within the EOR industry, prices are most often bespoke, meaning you’ll have an initial consultation before being given a quote. Naturally, since EOR scope varies so widely, you’ll see significant price variations, based on the services you’re taking advantage of and the brand.
When approaching any EOR, it’s vital that you understand your needs and only pay for the services you require. Many EORs may also offer ancillary services to help you manage your team in other ways.
The best way to find out what your costs are is by determining your budget and then approaching a variety of EORs for quotes.
