.svg)
.svg)
.svg)
Thousands of global businesses can't be wrong.
Sign up for free and explore global hiring with Playroll.
Cambodia offers a cost-efficient hiring environment in Southeast Asia, especially in hubs like Phnom Penh and Siem Reap. Your total employer cost is driven by gross salary plus mandatory contributions to the National Social Security Fund (NSSF), paid leave, and any additional benefits you choose to offer.
Below are average monthly costs for popular roles in 2026, combining typical market salaries with employer-side NSSF contributions, which are generally modest flat amounts for occupational risk and capped contributions for health and pension schemes. Figures are estimates for full-time roles in major cities and will vary by seniority, industry, language skills, and your internal benefits policy. USD values assume an exchange rate of roughly KHR 4,100 = USD 1 and are rounded.
- Software Engineer:
Average salary KHR 4,100,000 (≈ USD 1,000) + employer contributions KHR 205,000 (≈ USD 50) = Estimated Total Monthly Cost KHR 4,305,000 (≈ USD 1,050). Costs rise for senior engineers, scarce tech stacks, and roles requiring regional experience or leadership responsibilities. - Product Manager:
Average salary KHR 6,150,000 (≈ USD 1,500) + employer contributions KHR 287,000 (≈ USD 70) = Estimated Total Monthly Cost KHR 6,437,000 (≈ USD 1,570). Product leaders with strong digital, fintech, or international-market expertise typically command higher salaries and may negotiate performance-based bonuses. - Marketing Specialist:
Average salary KHR 2,460,000 (≈ USD 600) + employer contributions KHR 123,000 (≈ USD 30) = Estimated Total Monthly Cost KHR 2,583,000 (≈ USD 630). Digital marketers with SEO, paid media, and analytics skills sit toward the top of the range, especially in export-oriented or tech-driven companies. - Customer Support Representative:
Average salary KHR 1,640,000 (≈ USD 400) + employer contributions KHR 82,000 (≈ USD 20) = Estimated Total Monthly Cost KHR 1,722,000 (≈ USD 420). English-speaking or night-shift agents serving international customers can earn more, particularly when shift allowances and incentives apply. - HR Manager:
Average salary KHR 4,920,000 (≈ USD 1,200) + employer contributions KHR 246,000 (≈ USD 60) = Estimated Total Monthly Cost KHR 5,166,000 (≈ USD 1,260). HR leaders with experience in Cambodian labor law, NSSF compliance, and multinational environments usually attract a premium.
Figures may differ depending on current exchange rates and how you structure benefits such as health coverage, allowances, bonuses, or equity incentives.
💡 Curious how much it would cost to hire your next role in Cambodia? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Cambodia, salary is only one part of your budget. You also need to consider NSSF contributions, leave entitlements, public holidays, probation and notice rules, and whether you will offer market-aligned bonuses or allowances.
In 2026, statutory employer social security contributions usually add a modest percentage on top of gross salary, with overall total cost more heavily driven by role seniority, sector, and your broader benefits strategy.
Leave and Paid Time Off
Employees in Cambodia are generally entitled to at least 18 days of paid annual leave per year, increasing with seniority, plus separate sick leave rights under certain conditions. You must also observe a significant number of public holidays, many of which are fully paid days off and influence staffing and scheduling.
Mandatory Employer Contributions
Cambodian employers contributing to the NSSF must pay occupational risk, health care, and, progressively, pension contributions on top of salary. Although each component is relatively low or capped, these mandatory payments still need to be built into your ongoing payroll budget for every eligible employee.
Probation and Notice Periods
Cambodia allows probation periods that typically range up to three months for regular staff, with shorter notice obligations during this time. After confirmation, statutory notice periods depend on the type and duration of contract, and you may also incur severance or indemnity costs when ending employment.
Compensation Structure and Bonuses
Compensation in Cambodia is usually expressed as a monthly base salary, sometimes supplemented by allowances such as transport, meals, or housing. A 13th-month salary is not mandated by law but is common practice in many sectors, so you should decide early whether to offer it as part of your total rewards strategy.
Social Security and Tax Compliance
As an employer in Cambodia, you must register with the NSSF, withhold employee contributions where applicable, and remit both employee and employer portions on time. You are also responsible for withholding monthly personal income tax (salary tax) and filing returns according to the General Department of Taxation's schedules.
Hiring and Engagement Models
If you lack a local Cambodian entity, partnering with an Employer of Record lets you hire staff compliantly while a local partner manages contracts, payroll, and NSSF and tax obligations. Companies with their own entity can hire directly but must resource HR and compliance capacity to keep pace with changing rules.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Cambodia in 2026?
.png)
In 2026, typical employer costs in Cambodia for mid-level professionals range from about USD 600-1,800 per month, including salary and statutory contributions. Budget more for senior, specialized, or leadership roles.
Are there regional or industry-specific variations in employer costs in Cambodia?
Employer costs in Cambodia are higher in Phnom Penh and in sectors like finance, telecoms, and tech than in smaller cities or labor-intensive industries. Location, sector, and talent scarcity all influence what you will pay.
What is the estimated timeline for hiring in Cambodia?
Hiring in Cambodia usually takes 3-8 weeks, with longer timelines for specialist or senior roles. Expect more time for positions needing advanced English or regional leadership experience.
What factors impact the cost of hiring in Cambodia?
In Cambodia, hiring costs are driven by seniority, sector, language needs, and your benefits structure. Offering bonuses, allowances, or a 13th-month salary will increase total employer cost beyond base pay and NSSF.
How often do employment-cost rules change in Cambodia?
Employment-cost rules in Cambodia, such as NSSF and tax parameters, change periodically rather than every year. Regularly reviewing legal updates or using a local expert helps keep your payroll compliant.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
Back to Top
.svg)
.svg)