Cambodia Visa and Work Permit Update 2025: Practical Guide and Key Policy Interpretations

This article summarizes the latest developments in Cambodia's visa and work-permit landscape in 2025, interprets important policy points, and provides step-by-step operational guidance and practical precautions (Notes) for employers and foreign workers. The guidance is designed for HR teams, recruiters, mobility specialists, and expatriates planning to live and work in Cambodia.

Overview of the 2025 policy environment

In 2025 Cambodia continues to simplify some administrative procedures while strengthening enforcement on unauthorized work. Foreign nationals must hold a valid visa that permits business or residency and obtain an official work permit or labor card before being formally employed. Immigration and the Ministry of Labour and Vocational Training (MLVT) remain the primary authorities for visas and work authorization respectively. Many procedural steps have moved online, but in-person verification and employer responsibilities remain significant.

Key policy points and interpretations

• Visa type matters: tourist visas and e‑visas are unsuitable for formal employment. Employers should ensure recruits enter on an Ordinary (E) visa or residence-type visa appropriate for employment.
• Work permit as mandatory document: The MLVT-issued work permit or labor card is the legal basis for employment. Hiring without a valid permit risks fines, deportation, and sanctions on the employer.
• Employer responsibility: Cambodian law places primary responsibility on the local employer or local representative to compile applications and maintain employment records.
• Online services: Cambodia has expanded online submission and tracking for work-permit applications, but supporting documents often require original copies and local authentication.
• Social security and tax registration: Foreign workers must be registered for salary tax and may have reporting obligations to the National Social Security Fund (NSSF) when eligible.
• Sectoral and SEZ specifics: Special Economic Zones and regulated sectors (e.g., finance, telecommunications, health) may require additional approvals or professional licenses.

Who needs a work permit?

Foreign nationals taking up paid employment in Cambodia—whether as expatriate managers, technical specialists, or on-site supervisors—must obtain a work permit. Short-term consulting on a tourist visa carries risk and is increasingly scrutinized by authorities.

Step-by-step procedure: Employer-led work-permit application (typical process)

1. Confirm visa status: Ensure the incoming employee has an appropriate entry visa (Ordinary E visa or residence visa). Do not rely on tourist/e-visa for employment.
2. Prepare corporate documentation: company registration certificate, business license, tax registration (TIN), employer representative ID and authorization letter.
3. Collect employee documents: passport copy, passport-sized photos, signed employment contract, educational/professional certificates (translated and notarized if required), medical certificate, and criminal record check where applicable.
4. Complete MLVT application form: fill the online or paper application for a work permit/labor card. Attach employer and employee documents as required.
5. Pay application fees: fees vary and are subject to change—confirm current amounts on official MLVT/Immigration sites or through authorized service providers.
6. Submit and track: submit the application via the MLVT portal or in person. Retain submission receipts and tracking numbers.
7. Attend verification/biometrics: the employee may need to appear for verification or biometric enrolment for an identification card.
8. Receive work permit and labor card: upon approval, collect the permit and ensure it is kept with the employee’s records; some permits are issued as an ID card.
9. Register for tax and social security: register the employee with the tax authority and, where applicable, the NSSF for social insurance contributions.

Typical timeline

Processing times vary by workload and completeness of documentation; in many cases expect 2–6 weeks from submission to issuance if documents are in order. Delays are common when translations, notarizations, or additional approvals are missing.

Document checklist (quick reference)

Case examples to illustrate practice

Case 1: Tech start-up hires a foreign CTO

A Phnom Penh start-up recruiting a foreign Chief Technology Officer entered the candidate on an Ordinary (E) visa, then applied for the MLVT work permit with notarized diplomas and an employment contract. Processing took three weeks; tax registration followed immediately. The company paid attention to NSSF obligations once the employee became eligible.

Case 2: Garment factory supervisor transfer

A manufacturer in a Special Economic Zone moved a foreign line supervisor from another Cambodian factory. The employer updated the work permit sponsor information and submitted a transfer letter. Additional SEZ compliance documents were required, and processing extended to five weeks due to inter-agency coordination.

Renewals, transfers and termination

• Renewals: apply ahead of expiry—typically 30–60 days before the permit’s end date. Late renewals increase the risk of fines and administrative complications.
• Transfers: when an employee changes employer, the new employer must apply for a new permit or update sponsorship; the previous permit may need formal cancellation.
• Termination: employers should cancel the work permit promptly when employment ends to avoid liability and to inform immigration authorities.

Precautions and Notes

1. Do not employ on tourist/e-visa: using tourist or e-visas for paid employment is unlawful and exposes both employer and employee to penalties.
2. Verify translations and notarizations: certificates and criminal records often require translation and notarization; check MLVT guidance for specific authentication rules.
3. Maintain accurate payroll records: tax and social security authorities may audit and require proof of contributions and withholding.
4. Watch visa validity and entry stamps: overstaying or failure to renew a visa can complicate or invalidate work-permit status.
5. Monitor sector-specific requirements: regulated professions (medical, legal, financial) may require local licensing and professional membership.
6. Use local counsel for complex cases: for SEZs, long-term residency, or disputes, engage a local immigration/labor lawyer to reduce regulatory risk.

Costs and fines (guidance)

Fee levels change; confirm current amounts with MLVT and Immigration. Non-compliance fines can be materially higher than application fees and may include deportation costs. Budget for legalisation/translation and potential consultant fees.

Practical tips for employers

• Start early: collect documents and begin MLVT steps before the employee’s arrival when possible.
• Keep originals accessible: authorities often request original documents during verification stages.
• Digital readiness: register on official portals and keep scanned backups for submission.
• Train HR: ensure local HR understands renewals, reporting, and cancellation procedures.

Where to get official information

Primary sources remain the Ministry of Labour and Vocational Training (MLVT) and the General Department of Immigration. Embassy and consulate guidance is also important for visa class and entry conditions. Because policy details evolve, verify requirements with these authorities before action.

Service option: SailGlobal

For firms needing hands-on assistance with cross-border employment formalities, SailGlobal offers out-of-sea human services including document preparation, liaison with MLVT/Immigration, and case tracking. Engaging an experienced provider can shorten lead times and reduce compliance risk—especially for SEZs or industry-regulated roles.

Final recommendations

Treat Cambodia’s 2025 framework as one that balances increased administrative digitalization with stricter compliance checks. Employers should adopt proactive workflows for visa and work-permit administration, invest in HR training, and maintain good recordkeeping. When in doubt, seek authoritative confirmation from MLVT or licensed local advisers to avoid disruptive enforcement actions.

Note: This article provides practical guidance and interpretations but does not replace legal advice. Always confirm current fees, forms, and procedural steps with Cambodia’s official agencies or accredited service providers before proceeding.