Estimate notice pay, seniority indemnity, and termination damages owed under Cambodia's Labor Law (Article 89, as amended 2018) — in seconds, before you run payroll or negotiate an exit.
1. Contract type
2. Dates & salary
3. How is the contract ending?
ResignationEmployee's own choice to leave
Gross MisconductSerious cause, employer-initiated
Dismissal — Valid ReasonA specific documented reason (narrower than most people assume — does NOT automatically include ordinary redundancy)
Dismissal — Without ReasonIncludes ordinary redundancy/layoff — the default for most terminations that aren't misconduct-based
3. How is the contract ending?
Expiration / mutual agreementContract ran its course, or both parties agreed to end it
Gross misconduct / force majeureSerious cause ends the contract early
Premature — ended by employerEmployer ends the contract before its term — triggers damages
Estimated payout
This is an informational estimate based on Cambodia's Labor Law (Article 89, as amended 2018, effective 1 Jan 2019) and Prakas No. 443 MoLVT — not legal advice. It does not account for tenure predating 1 January 2019, tax withholding, or any employment contract terms more generous than the statutory minimum. The KHR figures use an approximate exchange rate that may not match the rate on your actual payout date. Confirm with us or a labor lawyer before paying out a real termination.
Want this as an editable Excel workbook — same line items, with a highlighted KHR-rate cell you can update to today's actual rate and have every figure recalculate automatically? Enter your email and we'll send it over.
Prefer to just talk it through — with tax treatment and QuickBooks-ready journal entries? We run this as part of Cambodia payroll & bookkeeping for clients.
