[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Fmaternity-and-work":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":127,"in_subsite":56,"contact_page_url":7,"banner_message":132},707,"maternity-and-work","Maternity and Work",null,"","\u002Fen-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Fmaternity-and-work","labourlaw.labourlawpage","en_KH","2025-07-27T10:29:34.581000+00:00","2026-04-02T18:52:27.312627+00:00","\u002Fcms\u002Fpages\u002F707\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Cambodia","en-kh",{"title":20,"slug":21},"Work in Cambodia","work-in-cambodia",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Maternity Leave, Pregnancy and Pay - Cambodia","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Fmaternity-and-work\u002F","index, follow","website","summary_large_image","2025-07-27T12:29:34.581000+02:00","2026-04-15T07:02:52.404237+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Maternity and Work\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-17\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Maternity Leave\u003C\u002Fh2>\n          \u003Cp>Female employees are entitled to at least 90 days of paid maternity leave on the birth of a child. The Arbitration Council has ruled that 90 days of maternity leave refers to 90 calendar days, including Sundays and holidays. There are no clear provisions in the law providing for an extension of maternity leave. Employment contract of a female worker is suspended during pregnancy, delivery and for absences due to any post-natal illness. The Labour Law implicitly provides extension in maternity leave in the event of post-natal illness.\u003C\u002Fp>\n\u003Cp>Sources: §182 of the Labour Law, promulgated by Royal Order No. CS\u002FRKM\u002F0397\u002F01 of 13 March 1997 (amended in 2021); Arbitration Council Awards (25\u002F2008, 23\u002F2008, 08\u002F2007)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Income\u003C\u002Fh2>\n          \u003Cp>Maternity leave is paid by the employer to workers with at least one year of service. Workers are entitled to half their wages, i.e., 50% wages, by the employer during the maternity leave, along with other benefits (if any).\u003C\u002Fp>\n\u003Cp>Previously, employers paid maternity leave wages on regular pay cycles or upon the worker’s return. No requirement to prepay the sum existed. However, the Instruction No. 015\u002F25 on Special Protection for Pregnant Employees of the Ministry of Labour and Vocational Training now requires employers to pay all due wages in full (i.e., 50%) before the worker starts her maternity leave.\u003C\u002Fp>\n\u003Cp>An employee who has 9 months of contribution in the last 12 months is granted 70% of the reference earnings for 90 days from Social Security (NSSF).  \u003C\u002Fp>\n\u003Cp>Sources: §183 of the Labour Law, promulgated by Royal Order No. CS\u002FRKM\u002F0397\u002F01 of 13 March 1997 (amended in 2021); ISSA Country Profile; NSSF Health-Care Benefits (Prakas 109\u002F2016)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Pregnancy Testing \u002F Inquiry in Recruitment\u003C\u002Fh2>\n          \u003Cp>No provision could be located regarding pregnancy inquiry. On 7 February 2025, Cambodia’s Ministry of Labour and Vocational Training issued Instruction No. 015\u002F25 on Special Protection for Pregnant Employees, which expressly prohibits discrimination against pregnant employees in recruitment, contract renewals, and increases in wages or benefits.\nSources: Instruction No. 015\u002F25 on Special Protection for Pregnant Employees \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Free Medical Care\u003C\u002Fh2>\n          \u003Cp>In Cambodia, maternity medical care is provided through the National Social Security Fund Health-Care Scheme: insured workers receive antenatal, delivery, and postnatal treatment at NSSF-contracted facilities with the bill settled by NSSF (out-of-network care is generally reimbursed only for emergencies).\nFor health-care services, NSSF practice requires being registered and having either 2 consecutive months or at least 6 months of contributions in the preceding 12 months. Alongside medical care, NSSF also pays a maternity cash allowance. \nSources: ISSA country profile for Cambodia; Prakas No. 109 (17 Mar 2016) on Health Care Benefits\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Maternity and Work\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Labour Law, promulgated by Royal Order No. CS\u002FRKM\u002F0397\u002F01 of 13 March 1997 (amended in 2021)\n          \u003C\u002Fli>\n          \u003Cli>\n            Constitution of the Kingdom of Cambodia, of 21 September 1993 (as amended 1999)\n          \u003C\u002Fli>\n          \u003Cli>\n            Arbitration Council Awards (25\u002F2008, 23\u002F2008, 08\u002F2007)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_jobprotection_URL_\n      \n          _ll_breastfeeding_URL_\n      \n          _ll_family_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_employmentsecurity_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: maternity leave and pay in Cambodia – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-17\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Maternity Leave\u003C\u002Fh2>\n\u003Cp>Female employees are entitled to at least 90 days of paid maternity leave on the birth of a child. The Arbitration Council has ruled that 90 days of maternity leave refers to 90 calendar days, including Sundays and holidays. There are no clear provisions in the law providing for an extension of maternity leave. Employment contract of a female worker is suspended during pregnancy, delivery and for absences due to any post-natal illness. The Labour Law implicitly provides extension in maternity leave in the event of post-natal illness.\u003C\u002Fp>\n\u003Cp>Sources: §182 of the Labour Law, promulgated by Royal Order No. CS\u002FRKM\u002F0397\u002F01 of 13 March 1997 (amended in 2021); Arbitration Council Awards (25\u002F2008, 23\u002F2008, 08\u002F2007)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Income\u003C\u002Fh2>\n\u003Cp>Maternity leave is paid by the employer to workers with at least one year of service. Workers are entitled to half their wages, i.e., 50% wages, by the employer during the maternity leave, along with other benefits (if any).\u003C\u002Fp>\n\u003Cp>Previously, employers paid maternity leave wages on regular pay cycles or upon the worker’s return. No requirement to prepay the sum existed. However, the Instruction No. 015\u002F25 on Special Protection for Pregnant Employees of the Ministry of Labour and Vocational Training now requires employers to pay all due wages in full (i.e., 50%) before the worker starts her maternity leave.\u003C\u002Fp>\n\u003Cp>An employee who has 9 months of contribution in the last 12 months is granted 70% of the reference earnings for 90 days from Social Security (NSSF).  \u003C\u002Fp>\n\u003Cp>Sources: §183 of the Labour Law, promulgated by Royal Order No. CS\u002FRKM\u002F0397\u002F01 of 13 March 1997 (amended in 2021); ISSA Country Profile; NSSF Health-Care Benefits (Prakas 109\u002F2016)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Pregnancy Testing \u002F Inquiry in Recruitment\u003C\u002Fh2>\n\u003Cp>No provision could be located regarding pregnancy inquiry. On 7 February 2025, Cambodia’s Ministry of Labour and Vocational Training issued Instruction No. 015\u002F25 on Special Protection for Pregnant Employees, which expressly prohibits discrimination against pregnant employees in recruitment, contract renewals, and increases in wages or benefits.\nSources: Instruction No. 015\u002F25 on Special Protection for Pregnant Employees \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Free Medical Care\u003C\u002Fh2>\n\u003Cp>In Cambodia, maternity medical care is provided through the National Social Security Fund Health-Care Scheme: insured workers receive antenatal, delivery, and postnatal treatment at NSSF-contracted facilities with the bill settled by NSSF (out-of-network care is generally reimbursed only for emergencies).\nFor health-care services, NSSF practice requires being registered and having either 2 consecutive months or at least 6 months of contributions in the preceding 12 months. Alongside medical care, NSSF also pays a maternity cash allowance. \nSources: ISSA country profile for Cambodia; Prakas No. 109 (17 Mar 2016) on Health Care Benefits\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Maternity and Work\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Labour Law, promulgated by Royal Order No. CS\u002FRKM\u002F0397\u002F01 of 13 March 1997 (amended in 2021)\n          \u003C\u002Fli>\n\u003Cli>\n            Constitution of the Kingdom of Cambodia, of 21 September 1993 (as amended 1999)\n          \u003C\u002Fli>\n\u003Cli>\n            Arbitration Council Awards (25\u002F2008, 23\u002F2008, 08\u002F2007)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection'>Job Protection\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding'>Breastfeeding\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Ffamily-responsibilities'>Family Responsibilities\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Fcontracts-and-dismissals'>Contracts and Dismissals\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-kh\u002Fwork-in-cambodia\u002Fcollective-bargaining-agreement\u002F'>Collective Bargaining Agreement\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,78,82,83,87,91,95,99,103,107,111,115,119,123],{"id":59,"short_title":7,"title":60,"url":61},701,"Work and Wages","\u002Fen-kh\u002Fwork-in-cambodia\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},702,"Compensation and Working 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Same organisation, same information, new look!\u003C\u002Fp>"]