The best Employer of Record providers in Cambodia, ranked
Nine providers that can employ staff on your behalf in Cambodia, scored on what actually decides whether the arrangement works here: whether they employ through their own Cambodian company or a Phnom Penh partner, how they handle the two-year ceiling on fixed-duration contracts and the twice-yearly seniority payment, whether they run NSSF, Tax on Salary and the Ministry of Labour filings correctly, how plainly they explain their terms, and how they support you after signature. Cambodia has no dispatch licence and no limit on EOR tenure. What it does have is a Labour Law that quietly converts every rolling contract into a permanent one, and a foreign-worker quota with an annual deadline that catches out anyone who has not planned for it.
Quick verdict
RemotePeople is our pick — best for companies building a real Cambodian team who want a named contact. Also worth a call: Deel for software-first teams with Cambodia as one of many countries, and Acclime Cambodia for companies that expect to incorporate later and want one adviser throughout.
Read this before the ranking
Cambodia does not regulate EOR as labour dispatch and there is no licence to check. The provider is simply an employer that has filed a Declaration of Opening with the Ministry of Labour and Vocational Training and holds an NSSF employer account. Two features of the Labour Law of 1997, as amended in 2018 and 2021, matter more than any licence. First, Article 67: a fixed-duration contract, however often renewed, cannot run for more than two years in total; the day it does, it becomes an undetermined-duration contract with full notice and seniority rights, and a provider that keeps re-papering one-year FDCs to avoid that is storing up a dispute for you. Second, Articles 261 to 263 and the ministry’s foreign-manpower prakas: an employer may not employ foreign nationals beyond 10 per cent of its Cambodian workforce (3 per cent office staff, 6 per cent skilled, 1 per cent unskilled) without special approval, quota applications for the following year close on 30 November, and every foreign hire needs a work permit and employment card through FWCMS before starting. An EOR uses its own quota for your expatriate hire, which is convenient until it runs out. The first question to ask any provider is whether it employs through its own Cambodian company or a partner’s, and, if you are hiring a foreigner, how much foreign-manpower quota it has left for the year.
How we scored, and what we could not verify
Every provider below was assessed against the same five criteria: own-entity presence in Cambodia, handling of contract conversion and the foreign-worker quota, payroll and statutory accuracy across NSSF, Tax on Salary and the seniority payment, transparency, and support. Where a lower-ranked provider beats a higher-ranked one on a criterion, we say so.
An honest limitation: Cambodian company records are held by the Ministry of Commerce and can be searched through its online registration platform on the CamDX portal, but the search returns name, number and status, not who owns the company or whom it employs. A global platform may hold a Phnom Penh private limited company that exists mainly as a contracting shell, with payroll actually run by a local HR firm, and one of the firms on this page openly advertises itself as that in-country partner. Where a provider states that it employs through its own Cambodian entity we record that as a claim, and we recommend asking for the Ministry of Commerce and NSSF employer registration numbers and checking that the employer named on your hire’s NSSF card is the company you contracted with.
| # | Provider | Score | Cambodia footprint | Best for |
|---|---|---|---|---|
| 1 |  RemotePeople | 9.2 | Full EOR in Cambodia, including work permits and quota; onboarding in one to two weeks | Companies building a real Cambodian team who want a named contact |
| 2 |  Deel | 8.6 | Global platform; published Cambodia cost model and US$599 list fee | Software-first teams with Cambodia as one of many countries |
| 3 |  Acclime Cambodia | 8.3 | Phnom Penh office of the Asia-focused Acclime group; published price list | Companies that expect to incorporate later and want one adviser throughout |
| 4 |  HRINC | 7.9 | Phnom Penh HR services group founded 2005; own Cambodian company; also Myanmar | Larger local teams, field staff and anyone who also needs recruitment |
| 5 |  Talentnet Cambodia | 7.6 | Cambodian arm of the Vietnamese HR firm Talentnet; Phnom Penh office; PEO and payroll | Companies already using Talentnet in Vietnam, or wanting Mercer salary data |
| 6 |  Optimal P | 7.3 | Phnom Penh HR consultancy; EOR for local and expatriate staff | A country manager or small team wanting a local HR department on call |
| 7 |  Multiplier | 7.0 | Singapore-headquartered platform; Cambodia guides current to September 2026 | Asia-Pacific rollouts where Cambodia sits alongside Vietnam, Thailand and the Philippines |
| 8 |  Skuad (Payoneer) | 6.7 | Singapore-founded, Payoneer-owned; Cambodia priced on its public list | Volume hiring in South-east Asia on a budget |
| 9 |  Premium HR Cambodia | 6.4 | Phnom Penh HR outsourcer; in-country partner to global PEOs and EORs | Companies that want to contract with the local firm directly rather than via a platform |
Rankings reflect our assessment of each provider for hiring in Cambodia specifically. A provider ranked lower here may be the better choice if most of your hiring is elsewhere.
RemotePeople
Cambodia is the market where the gap between RemotePeople and the global platforms is widest, because most of them either do not employ there or list only contractor management. RemotePeople runs Cambodia as a full EOR: it registers staff with the NSSF, pays the seniority payments each June and December, manages the two-year fixed-duration limit and the conversion to undetermined contracts, runs payroll in dollars and riel, files Tax on Salary, and handles work permits, employment cards and the ten per cent foreigner quota for expatriate hires, with new hires onboarded in one to two weeks against the three to six months and several thousand dollars a year of running a Cambodian company. Founded in 2018 by Antoine Boquen and Pierre Pradier and headquartered in New York, with its Asia-Pacific business run from Singapore, the company has more than 250 staff across 30 countries and over 3,000 clients. Phnom Penh hires are run by a dedicated account manager backed by HR and employment specialists, and recruitment is in-house, which matters in a market where finding the right country manager is half the job. Payroll for companies with their own Cambodian entity, contractor management and incorporation sit alongside EOR. EOR Flex starts at US$199 per employee per month.
- Full EOR in Cambodia where most global platforms offer contractors only
- NSSF, seniority payments, FDC/UDC rules and Tax on Salary handled from the first payslip
- Work permits, employment cards and the foreigner quota managed for expatriate hires
- In-house recruitment for hard-to-fill Cambodian roles; onboarding in one to two weeks
- Dedicated account manager backed by HR and employment specialists; EOR Flex from US$199 per employee per month
- Fewer third-party integrations than Deel or Rippling
- Total cost depends on a quote; ask for the all-in Cambodia figure
- The 30 November foreign-quota deadline applies to every provider; plan expatriate hires around it
- Cambodia entity
- Employs directly in Cambodia; NSSF-registered employer
- Regional base
- Singapore (Asia-Pacific HQ); global HQ New York
- Also offers
- Recruitment, global payroll, US PEO, contractor management, Contractor of Record, benefits and visa support, entity incorporation
- Operating since
- 2018
Deel
The best-known global platform and, for Cambodia, a competent one. Deel’s Cambodia page is candid: it puts the employer cost at about 6 per cent, itemised as 2 per cent pension, 0.8 per cent occupational risk and 2.6 per cent health care plus a 0.6 per cent administrative charge for liability cover, publishes a management fee from US$599 a month, lists Allianz private health and life cover as add-ons, and quotes onboarding in as little as four days. The software is the best in this comparison, and if you are hiring in fifteen countries this quarter it is hard to argue with. Three things hold it back here: Deel does not say whether the employing company in Cambodia is its own or a partner’s; its guide still quotes the 2024 sector minimum wage; and support is asynchronous, which is fine for a payslip query and less fine for a quota application that has to be filed by a date. Acclime and RemotePeople know the ministry from the inside; Deel will know it from a playbook.
- Best software, integrations and employee experience in this comparison
- Published Cambodia cost model including the liability surcharge and list fee
- Private health and life cover configurable from the dashboard
- Own-entity or partner status in Cambodia not stated
- Ticket-based support; quota deadlines need a person
- Cambodia entity
- Not stated; ask whether your hire’s NSSF employer is a Deel company or a partner
- Regional base
- Global; Asia-Pacific teams in Singapore and elsewhere
- Also offers
- Contractors, global payroll, HRIS, immigration
- Operating since
- 2019
Acclime Cambodia
Acclime is a corporate-services group with offices across Asia-Pacific, and its Cambodian office does EOR the way an accountant does it: as a stepping stone to incorporation, priced on the most transparent sheet on this page. Onboarding is US$400 per employee, the monthly fee US$400 for a Cambodian national and US$650 for an expatriate, offboarding US$400, a work permit a one-off US$3,500 and a dependent visa US$800, with a deposit of two months’ payroll, reducible to one once you pass three hires. Its Cambodia guides are written by people who file the returns. It states that it employs through in-house entities across the region; we record that as its claim. Against it: the 48-hour onboarding figure is a group marketing line, the deposit is heavier than the platforms ask, and there is no software. It beats every global platform on transparency and on the path from EOR to your own company; it does not match Deel on tooling or HRINC on local staffing depth.
- Fully published Cambodia price list including work-permit and dependent-visa fees
- Account manager in Phnom Penh; incorporation, accounting and tax under one roof
- Current, well-sourced guides on employment law, payroll and immigration
- Two months’ payroll deposit up front
- No platform; expect proposals, PDFs and email
- Own-entity statement is group-level; confirm the employing company by name
- Cambodia entity
- Own operation in Phnom Penh (claimed); ask for the registered name
- Regional base
- Phnom Penh, within an Asia-wide group
- Also offers
- Company registration, company secretary, accounting and tax, payroll outsourcing, immigration
- Operating since
- Not published for the Cambodian office
HRINC
HRINC describes itself as the longest-standing HR services provider in Cambodia, and having been in Phnom Penh since 2005 with around a hundred staff, the claim is plausible. Its outsourcing division does what the market now calls EOR under the older name of employment outsourcing: it employs your staff on its own Cambodian company, runs payroll, benefits and expenses, and sits between you and the ministry, NSSF and the tax department. A workforce-solutions arm manages drivers, promoters and temporary staff, which tells you the kind of client it grew up with: consumer-goods, logistics and development organisations with people in the field rather than a single software engineer. The weaknesses are presentation and reach: the website is dated, pricing is on request, there is no platform, and the second country is Myanmar. On Cambodian employment law and on steering a difficult termination through the Arbitration Council it is as strong as anyone here.
- Cambodian company employing Cambodian staff since 2005; no partner layer
- Recruitment, training and workforce management under one roof
- In-house tax and compliance unit; deep ministry and NSSF practice
- No pricing published; no platform
- Cambodia and Myanmar only
- Cambodia entity
- Own company, HRINC (Cambodia) Co., Ltd, Phnom Penh
- Regional base
- Phnom Penh
- Also offers
- Recruitment, payroll, tax and compliance, training, staffing
- Operating since
- 2005
Talentnet Cambodia
Talentnet is one of Vietnam’s largest HR consultancies, tracing its origins to the HR services practice of PwC Vietnam, and opened in Phnom Penh as part of an expansion that also covers Singapore. Its Cambodian offer is the full Vietnamese menu: a PEO service under which Talentnet becomes the legal employer, payroll, expatriate services, staffing, recruitment, and the Talentnet–Mercer Total Remuneration Survey, now run for Cambodia and the best salary benchmark available for the market. The Cambodian operation is young, and it shows: the PEO page still promises compliance with Vietnamese labour law, and the 150-plus PEO clients and 24-hour response commitment are group figures. Payroll set-up is quoted at about a month. It suits a company already using Talentnet in Ho Chi Minh City, or one that wants Mercer data attached to its pay decisions. For a standalone Cambodian hire, HRINC and Acclime have deeper local benches.
- Cambodia–Vietnam coverage from one established regional HR firm
- Talentnet–Mercer salary survey for Cambodia; strong compensation and benefits consulting
- Cambodian material partly templated from Vietnam; check every clause
- Local track record is short relative to the group’s
- Pricing on request; no self-service platform
- Cambodia entity
- Own Phnom Penh office (claimed); confirm the registered employing company
- Regional base
- Ho Chi Minh City
- Also offers
- Payroll, HR consulting, recruitment, staffing, salary surveys
- Operating since
- 2007 in Vietnam; Cambodia office more recent
Optimal P
Optimal P is the trading name of HR Strategic Partner Co., Ltd, a Phnom Penh consultancy offering EOR for local and expatriate staff alongside staff outsourcing, payroll, labour-law compliance and training. Its EOR page is short but specific: contracts and compensation, benefits, visa and work-permit coordination, Ministry of Labour compliance and, unusually, workspace management, so a single country manager can be given a desk as well as a payslip. It says it serves more than 200 clients across ten or more industries, and its client wall carries multinational consumer, insurance and banking brands, which for a firm of its size suggests outsourced HR for their Cambodian operations rather than whole workforces; we record the list as its claim. The labour-compliance practice is a real asset, since the same team files Declarations of Opening and annual returns for entity clients. Against that, the website gives no pricing, founding date or headcount, there is no platform, and coverage stops at the border. It beats the platforms on visa handling for a single expatriate and trails HRINC on scale and Acclime on price transparency.
- EOR for local and expatriate hires with visa coordination built in
- Labour-law compliance practice that handles ministry filings day to day
- No published pricing, founding date or headcount
- Cambodia only; no platform
- Client claims are the firm’s own; ask for references
- Cambodia entity
- Own company, HR Strategic Partner Co., Ltd, Phnom Penh
- Regional base
- Phnom Penh
- Also offers
- Staff outsourcing, payroll, labour-law compliance, training, HR advisory
- Operating since
- Not published
Multiplier
Multiplier is Singapore-built and treats South-east Asia as home territory. Its Cambodia material is the most current of any global provider: the EOR page carries the US$210 sector minimum wage under Prakas 214/25, the NSSF rates under Prakas 449, the seniority payment under Prakas 443 and the Article 75 notice ladder, each dated to the month, and the work-permit guide is realistic about a month-long process. The platform is good for contracts, payroll, expenses and benefits across many countries, and its immigration product will run a work-permit application. What it does not do is say whether your hire will be employed by a Multiplier company in Phnom Penh or a local partner, and Cambodia pricing is quoted rather than published. It edges out Skuad on country research and breadth. For a Cambodia-only hire the firms above will know more and, in Acclime’s case, cost less.
- Asia-Pacific headquarters and depth across South-east Asia
- The most current Cambodian statutory figures of any global platform
- Cambodia pricing on request only
- Own-entity status not disclosed
- No local presence; ministry matters handled remotely
- Cambodia entity
- Not stated; ask
- Regional base
- Singapore
- Also offers
- Contractors, global payroll, HRIS, immigration
- Operating since
- 2020
Skuad (Payoneer)
Skuad publishes a headline price for Cambodia, which most of its competitors do not: a list rate of US$399 per employee per month, discounted to around US$269 on volume. That makes it the cheapest global route into Cambodia on this page. Its Cambodia guide is mostly right on the things that matter: the June and December seniority payment, the FDC and UDC split, the KHR 1.2 million NSSF ceiling and the 5.4 per cent employer total. It also still describes NSSF registration as applying from eight employees, a threshold that has not applied for several years. Own-entity status is not disclosed and support is tiered. Worth a call for six support agents in Phnom Penh on a budget; less so for a country manager with a work permit to renew every March.
- Published Cambodia pricing, the lowest of the global platforms here
- Built for South and South-east Asia; Payoneer’s rails for payroll
- Own-entity or partner status in Cambodia not disclosed
- Some statutory details in the guide are out of date
- Discounted rate depends on volume; still integrating into Payoneer
- Cambodia entity
- Not stated; likely partner-supported, ask
- Regional base
- Singapore
- Also offers
- Contractor payments, agent of record, global payroll via Payoneer
- Operating since
- 2019; part of Payoneer since 2024
Premium HR Cambodia
Premium HR is on this list because it says out loud what the rest of the market leaves unsaid. Its lead service is a PEO and EOR partnership for global providers: it is the local operational partner that employs, pays and files for staff whom an international platform has sold to its own clients. If your global EOR does not disclose who employs your Cambodian hire, there is a fair chance it is a firm like this one. Going direct removes a layer and a margin, and gets you the people who actually run the NSSF and Tax on Salary each month. What you give up is what the platform layer provides: software, a global contract, a help desk on your time zone and a balance sheet behind the indemnities. It publishes no pricing, founding date or client names; a directory listing gives its size as 50 to 100 staff. It suits a company that has decided to be in Cambodia for the long run, wants the cheapest compliant employer it can find and will manage the relationship itself. For anyone else, the eight above will be easier to live with.
- Cambodian company doing the in-country work directly; no platform mark-up
- Payroll, NSSF, labour-law compliance and company registration under one roof
- No published pricing, founding date or client references
- Built to serve EORs rather than end clients; contract terms may be basic
- Cambodia entity
- Own company in Phnom Penh; ask for the registered name
- Regional base
- Phnom Penh
- Also offers
- Payroll and NSSF administration, labour-law compliance, company registration, recruitment
- Operating since
- Not published
How we scored
- Own-entity presence in CambodiaWhether the provider employs your hire through a Cambodian company it owns, or through a Phnom Penh partner. Five of the nine are Cambodia-based firms employing on their own paper; the four global platforms do not say. Partners are acceptable when named, but a partner layer is one more party between you and the ministry, and one more margin in the fee.
- Handling of contract conversion and the foreign-worker quotaWhether the provider can explain, before signature, what happens when a fixed-duration contract reaches two years under Article 67, and how notice, the seniority payment and the Article 73 severance of 5 per cent apply on each side of that line. For foreign hires, whether it holds quota for the current year, files through FWCMS, and calendars the 30 November quota deadline and the 31 March permit renewal.
- Payroll and statutory accuracyNSSF at 0.8 per cent occupational risk, 2.6 per cent health care and 2 per cent pension from the employer, plus 2 per cent pension from the employee, on a contributory wage capped at KHR 1.2 million and remitted by the 20th of the following month; Tax on Salary withheld monthly on the progressive riel brackets to 20 per cent, a flat 20 per cent for non-residents and fringe-benefit tax on benefits in kind; the seniority payment of 7.5 days’ wages each June and December on UDCs; and the US$210 sector minimum wage from January 2026 where it applies.
- TransparencyWhether fees, deposits, work-permit charges and contract type are set out before a sales cycle. Acclime, Deel, Skuad and RemotePeople publish the most; Optimal P, Premium HR and Talentnet the least.
- SupportWhether there is a named person who knows your account and can sit in front of the ministry or NSSF if needed, or a queue. The Phnom Penh firms and RemotePeople win here; the platforms are competent but asynchronous.
Frequently asked questions
Is Employer of Record legal in Cambodia?
Yes. Cambodia has no labour-dispatch statute and no licence requirement for a company that employs staff and places them with a client, so an EOR operates under ordinary employment law: the Labour Law of 1997 as amended in 2018 and 2021, the Law on Social Security Schemes of 2019 and the prakas issued under them. The provider must have filed its Declaration of Opening with the Ministry of Labour, registered with NSSF and the tax department, and, if it employs foreigners, hold approved quota. The employee is the EOR’s in law and yours in practice. There is no cap on the share of a client’s workforce employed this way and no role restrictions, unlike China, Korea or Vietnam. See our guide to where EOR is legal across Asia.
What does an EOR cost in Cambodia?
Three layers. First, salary, commonly quoted and paid in US dollars although tax and NSSF are calculated in riel at the tax department’s monthly rate. Second, statutory employer costs, among the lowest in Asia: NSSF of 5.4 per cent, but only on a contributory wage capped at KHR 1.2 million, roughly US$300, so for a professional salary the monthly NSSF bill is a fixed US$16 or so; plus the seniority payment of 15 days’ wages a year on undetermined-duration contracts, about 4.1 per cent of salary, paid out in June and December rather than accrued. Third, the EOR fee, from US$269–399 a month at the volume end (Skuad) through US$300–600 (RemotePeople’s band; Acclime’s US$400 for a local hire) to US$599 at Deel and US$650 for an expatriate at Acclime. A work permit adds a one-off charge — Acclime publishes US$3,500 — and an annual renewal. There is no statutory thirteenth month; Khmer New Year and Pchum Ben bonuses are customary. Our employer-cost comparison puts Cambodia at the cheap end of the region on contributions.
Can an EOR sponsor a work permit in Cambodia?
Yes, and here it is often the main reason to use one. A foreign national needs an E-class business visa, then a work permit and employment card from the Ministry of Labour through the FWCMS portal, sponsored by the employer, which must hold foreign-manpower quota for the year — applied for between September and November, capped at 10 per cent of its Cambodian workforce — and renew the permit by 31 March each year. An EOR with a large Cambodian payroll has quota to spare; a client company with no local staff has none. Processing runs two to four weeks once quota is in place, so budget three to six weeks for a foreign start. RemotePeople, Acclime, Optimal P, HRINC and Multiplier all say they will do it; only Acclime publishes the price. Ask how much quota a provider has left before you sign.
How long can an employee stay on EOR in Cambodia?
Indefinitely, with one important consequence. If the provider papers the hire as a fixed-duration contract, that contract, including all renewals, cannot exceed two years in total under Article 67; at that point it becomes an undetermined-duration contract by operation of law, with notice under Article 75 rising from seven days to three months by tenure and the seniority payment falling due twice a year. A provider offering to keep issuing one-year FDCs beyond that is misreading the law or hoping you will not check. The practical limit is economic: past twelve to twenty people the fee per head starts to exceed the cost of your own registration, and RemotePeople, Acclime and HRINC will incorporate for you and transfer the staff, structured as a continuation so service for seniority and notice is preserved.
How do probation and termination work in Cambodia?
Probation is capped by Article 68 at three months for regular employees, two for specialised and one for non-specialised workers, and must be written into the contract; during it either side can walk away without notice or indemnity. After it, the rules depend on contract type. A fixed-duration contract ends on its date with ten to fifteen days’ written notice and a severance of 5 per cent of wages paid under it; ending it early without serious misconduct exposes the employer to damages up to the wages remaining. An undetermined-duration contract can be ended for a valid reason on notice of seven days under six months’ service, fifteen days to two years, one month to five years, two months to ten years and three months beyond, with pay in lieu permitted; the employee keeps seniority payments already received, is owed the accrued balance, and can take an unjustified dismissal to the Arbitration Council. Pregnant women, employees on maternity leave and union representatives cannot be dismissed without ministry approval. Our employment-law guide compares this with the rest of the region.
Should we use an EOR or set up our own company in Cambodia?
For fewer than about a dozen people, or for anything you are not sure will last, use an EOR. Incorporation is not the obstacle it once was — registration runs through the CamDX portal, 100 per cent foreign ownership is permitted in most sectors and there is no local-director requirement — but the operating burden is real: patent tax, monthly tax filings, an annual audit above modest thresholds, NSSF and Ministry of Labour registration, and your own foreign-manpower quota application every autumn. Cambodia’s dollarised economy spares you the exchange-rate drama of some neighbours, though more payroll obligations are denominated in riel each year, so ask every provider how it converts. Acclime, HRINC and RemotePeople are the natural choice if you already know the answer is “an entity, but not yet”. See our regional guide to the best EOR providers in Asia and to employee benefits across the region.
Not sure which provider fits?
Tell us how many people, which roles and how soon, and we will point you to the two or three providers worth talking to in Cambodia — without passing your details to any of them.
Ask usSources
- Kingdom of Cambodia, Labour Law of 1997, as amended in 2018 and 2021; Articles 17 (Declaration of Opening), 67 and 73 (contract types and severance), 68 (probation), 75 (notice), 89 (seniority payment), 261–263 (foreign labour); Ministry of Labour and Vocational Training.
- Ministry of Labour and Vocational Training, Prakas No. 443/18 on the seniority payment, effective 1 January 2019; Prakas No. 214/25 of 17 September 2025 on the 2026 minimum wage for the textile, garment, footwear and travel-goods sector; prakas on foreign-manpower quota and the FWCMS work-permit system.
- Law on Social Security Schemes 2019; National Social Security Fund, Prakas No. 449 on occupational-risk and health-care contribution rates; Sub-Decree No. 32 (2021) on the pension scheme and its phased rates from October 2022; NSSF contributory wage ceiling of KHR 1,200,000.
- General Department of Taxation, Tax on Salary and fringe-benefit tax under the Law on Taxation.
- General Department of Immigration, E-class visa categories; Ministry of Commerce, Business Registration Department and CamDX platform; Arbitration Council of Cambodia, published awards.
- Provider websites and published documentation, reviewed September 2026.