老挝人民民主共和国劳动法
老挝社会保障制度发展历程、保障体系与中国籍员工应对策略
老挝社会保障制度发展历程、保障体系与中国籍员工应对策略刘鑫［摘要］老挝社会保障法律法规的制定从最初的部级规章，上升至总理府颁布的政令，再上升至体现国家意志的法律，反映老挝国家对社会保障的重视。
老挝社会保障的对象，起初仅仅是包括国家工作人员，随后扩展至企业职工，最后将农民、灵活就业者及非正规就业者通过自愿参保方式吸收进来，但3个群体缴纳的社保费比例不同，享受的社会保障待遇有一定的差别。
老挝社会保障项目主要涵盖健康保障补助、工伤或职业病补助、生育补助、疾病补助、丧失劳动能力补助、养老补助、死亡补助、遗属补助和失业补助等9项，其中，工伤或职业病补助、死亡补助、疾病补助和遗属补助具有项目类别上的创新性。
老挝社会保障制度具有典型的家庭式保障特点，即一人参保，部分社会保障待遇可以为整个家庭的成员所享受。
该特点说明老挝将传统的重视家庭的价值观融入社会保障制度之中。
此外，老挝不排斥外国劳动者参保和享受社会保障待遇，在老挝长期工作的中国等外籍员工除外交人员外，都应当在老挝参保，参照老挝企业职工缴纳同等比例的社保费用，并享受同等社会保障待遇。
然而，由于老挝经济发展水平不高，中国籍员工的保障待遇仍需要通过增加商业保险或在中国境内参保等方式予以多重叠加保障。
［关键词］老挝；社会保障；法律；家庭；中国籍员工［作者简介］刘鑫，泰和泰律师事务所万象办公室律师，老挝万象999012［中图分类号］D815.5［文献标识码］A［文章编号］1003－2479（2024）01-077-15老挝是中国一衣带水的重要邻国，也是“一带一路”倡议的积极推动者①。
2021年12月3日，“一带一路”倡议重大项目中老铁路跨境货运开通，2023年4月13日，中老铁路国际旅客列车正式开行，中国与老挝的经贸往来更加频繁，中国通过老挝与东盟其他国家的经济交往更加深入，进入老挝投资的中国企业数量大幅增加②。
在此背景下，老挝中资企业的本地员工和外国员工所能享受的社会保障待遇，以及中资企业需要承担的社会保障责任范围，将是中国企业投资老挝、开展属地化经营和高质量发展必然会面临的问题。
老挝人民民主共和国劳动法
老挝人民民主共和国劳动法第一章总则第一条劳动法的任务劳动法的任务是改善劳动关系,调动一切劳动力为国家社会经济发展服务,提高社会工作的效率和产量,使劳动者的生活得到改善。
第二条用工者与劳动者之间的互利原则不分种族、性别、宗教、政治和社会地位，国家一律实行保护用工者与劳动者之间的互利原则。
劳动者要遵守劳动制度并执行各项劳动规章。
用工者要保证发给劳动者公平的工资，保证有各种安全劳动的条件并履行社会保险。
本法所称的“劳动者”，是指在用工者管理和监护下，为换取法律和劳动合同中规定的工资或劳动报酬、利益和各种福利而从事劳动的个人。
“用工者”是指按法律和劳动合同中规定的工资或劳动报酬、利益和各种福利，为自己工作的劳动者提供报酬的个人或法人。
第三条成立和参加群众和社会组织的权利劳动者和用工者有权成立和参加合法的群众和社会组织。
上述群众和社会组织有权制定自己的规章，选举代表，自行管理，开展活动。
同时有权参加国内的劳动协会活劳动联盟。
上述组织成立规定、职能和活动章程将另作专门制定。
第四条禁止强迫性使用劳力禁止用工者强迫使用劳工强迫使用劳工，是指违背合同规定，指使劳动者去做其不愿做的工作的用工方式。
不属于强迫使用劳力的情况如下：依法使用劳力或依法征兵；某些紧急情况使用劳力，例如：战争、火灾、自然灾害、传染病等等；根据法院的判决，在政府官员的管理监护下，从事某项工作。
此类人员将不为某一个人、法人或劳动单位的利益进行工作；按自己所在地基层行政单位和自己为其成员的机关、协会的决定，进行某项工作。
该工作必须是为了国家共同利益，而且是具有每个公民应尽义务的性质的工作。
在上述情况下使用劳力只有国家有此权力。
禁止任何个人、法人或劳动单位直接或间接地采取手段使用劳力为某个人或某集团工作。
第五条劳动法的使用范围本劳动法适用于老挝人民民主共和国各社会经济部门，即“劳动单位”内从事活动的劳动者和用工者。
本劳动法不适用于在国家管理、技术部门内工作的职员以及国防和安全机关的工作人员。
老挝国家职业标准
老挝国家职业标准老挝国家职业标准以确保劳动者在工作场所获得合理保护和公平待遇。
以下将介绍老挝的职业标准体系，并详细描述其中一些重要的标准。
老挝的职业标准体系由国家劳动部门（Ministry of Labor and Social Welfare）管理和监督。
这个体系包括了一系列的法律法规、政策文件和标准化规范。
职业标准的目标是确保工作环境的安全和健康，并保障劳动者的权益。
首先，老挝职业标准包括了对工作场所安全和健康的要求。
这些要求涵盖了建筑物设计与布局、设备设施的安全性和使用规范、并针对特定行业和职业提供了特殊要求。
例如，对建筑工地和危险品管理存在特殊要求，以保护工人免受伤害。
其次，老挝的职业标准要求雇主提供适当的劳动条件和待遇。
这包括了工作时间、工资和福利待遇的要求。
工作时间要求包括了每周工作时长、法定加班和休息时间的规定。
工资要求涉及了最低工资、薪酬支付和加班津贴等方面。
另外，老挝的职业标准还规定了员工的福利权益，如医疗保险、养老金和工伤保险等。
此外，老挝的职业标准还涉及了劳动关系和雇佣合同。
职业标准规定了劳动者与雇主之间的权利和义务，以及合同签订、终止和争议解决等方面的规定。
这些要求旨在确保劳动者的合法权益得到保护，并提供了相应的法律途径解决纠纷。
最后，老挝的职业标准还与职业培训和职业发展相关。
这些标准涉及了员工的培训机会、技能评估以及职业发展路径的规定。
通过这些标准，劳动者可以获得持续学习和提升职业技能的机会，从而提高就业竞争力和个人发展。
总之，老挝的职业标准体系致力于确保劳动者在工作场所获得安全和健康的工作环境，以及公平的劳动条件和待遇。
这些标准的实施对于保障劳动者的权益和提高劳动力的素质至关重要，同时也对于促进国家经济的可持续发展起到了积极的作用。
东南亚各国劳动法对比
东南亚各国劳动法对比说到东南亚这些国家，每个地方都有自己的特色。
大家如果有过出差或者旅游的经历，一定会发现，生活方式、风俗习惯甚至饮食文化都各具风味。
说到这些国家的劳动法，你会觉得有点陌生吗？嗯，别急，我们来一探究竟。
一、泰国：阳光下的“工时规定”泰国的劳动法，一般来说是挺宽松的，但也不意味着随便什么事都可以大大咧咧。
泰国的工作时间在正常情况下是每周48小时，平均每天工作8小时。
老实说，很多公司还是会根据具体情况安排加班。
大家都知道泰国是个热带国家，太阳照得人都睁不开眼，很多人都得忍受一点加班才能多赚些钱。
大家看起来悠闲自在，但其实很多工人每天都得早起晚归，生活也没那么轻松。
嗯，这也是一个"拼命三郎"的职场环境吧。
泰国的加班也是有严格的规定的。
雇主可不能随便让员工加班，必须要支付额外的加班工资。
这一点，泰国劳动法做得挺好——加班费可不是空口白话，怎么算怎么算都得算得清清楚楚。
不少工人朋友可能会觉得，天啊，虽然加班有点多，但至少加班费给得挺及时，这也算是对辛勤付出的奖励了。
二、马来西亚：工会强，保障全说起马来西亚的劳动法，可能你会觉得它有点儿“强硬”。
说到底，马来西亚的劳动法其实是从英国的传统继承下来的，所以它的劳动保障方面，真的是很有“硬货”。
它的工作时间和休假时间，给人一种稳稳的“安心感”。
你看，马来西亚规定每周工作时长不能超过48小时，每天工作8小时。
更有意思的是，如果你在休假期间被召回工作，那你可得有“额外”的收入，工作也得算加班工时支付。
马来西亚的工会组织特别强大，很多行业都有相应的工会。
如果员工在工作过程中遇到问题，工会可以站出来为员工发声。
像是被不公平解雇啦，工资被拖欠啦，甚至工作环境差不多都能通过工会来解决。
这个机制，让员工感觉特别有保障。
就像你被霸凌了，可以有“超能力”帮助你挺身而出，挺酷吧。
三、新加坡：职场的“高效标准”新加坡，作为一个发达国家，经济体量和发展速度都不容小觑。
老挝人民民主共和国宪法.pdf
老挝人民民主共和国宪法前言数千年来，我各民族同胞世代生息繁衍在老挝可爱的土地上。
早在6个世纪以前的法昂时代，我们的祖先就在这里建立了繁荣统一的国家——澜沧王国。
18世纪以后，老挝经常受到外部势力的侵略，老挝人民发扬英勇战斗的光荣传统，为捍卫国家的独立和统一进行了不屈不挠的斗争。
60多年来，在前印度支那共产党和现在的老挝人民革命党的正确领导下，老挝各民族人民经过艰苦卓绝和充满牺牲的斗争，终于打碎了殖民主义和封建制度压迫统治的枷锁，取得了彻底的解放，并于1975年12月2日建立了老挝人民民主共和国，从而揭开了老挝国家独立、人民自由的历史新篇章：。
建国以来，全国人民积极贯彻执行保卫祖国、建设祖国两大战略任务，并取得了初步的、令人鼓舞的成就。
在新的历史时期，社会生活要求我们的国家拥有一部宪法。
这部宪法是我国人民民主制度的宪法，它确认了我国人民在解放事业和建设事业中所取得的伟大成就，规定了国家的政治制度和社会经济制度，规定了公民的基本权利和义务，以及在新时期国家机构的组织制度。
在我国历史上，第一次在国家的根本大法中规定了人民的主人翁权利。
这部宪法是广泛集中全国人民意见的成果，它体现了全国人民的长远愿望和决心把老挝建设成为和平、独立、统一、民主和繁荣的新国家的坚强的整体意志。
第一章：政治制度第一条：老挝人民民主共和国是独立国家，拥有自己的主权和包括空域、水域在内的领土完整，是不可分割的多民族统一国家。
第二条：老挝人民民主共和国是人民民主国家。
国家的一切权力属于人民，为以工人、农民和知识分子为主体的社会各民族、各阶层人民服务。
第三条：老挝各族人民的国家主人翁权利，通过以老挝人民革命党为领导核心的政治制度来保障和实现。
第四条：老挝国会是老挝人民的代表机构。
国会议员的选举产生，根据普遍、直接、平等和无记名投票的原则进行。
选民认为自己选出的代表不称职或缺乏人民信任时，有权建议罢免。
第五条：国会和国家机构根据民主集中制原则组成和工作。
柬埔寨王国劳工法
柬埔寨王国劳工法第一章总则第一条劳动法的任务劳动法的任务是改善劳动关系,调动一切劳动力为国家社会经济发展服务,提高社会工作的效率和产量,使劳动者的生活得到改善。
第二条用工者与劳动者之间的互利原则不分种族、性别、宗教、政治和社会地位，国家一律实行保护用工者与劳动者之间的互利原则。
劳动者要遵守劳动制度并执行各项劳动规章。
用工者要保证发给劳动者公平的工资，保证有各种安全劳动的条件并履行社会保险。
本法所称的“劳动者”，是指在用工者管理和监护下，为换取法律和劳动合同中规定的工资或劳动报酬、利益和各种福利而从事劳动的个人。
“用工者”是指按法律和劳动合同中规定的工资或劳动报酬、利益和各种福利，为自己工作的劳动者提供报酬的个人或法人。
第三条成立和参加群众和社会组织的权利劳动者和用工者有权成立和参加合法的群众和社会组织。
上述群众和社会组织有权制定自己的规章，选举代表，自行管理，开展活动。
同时有权参加国内的劳动协会活劳动联盟。
上述组织成立规定、职能和活动章程将另作专门制定。
第四条禁止强迫性使用劳力禁止用工者强迫使用劳工强迫使用劳工，是指违背合同规定，指使劳动者去做其不愿做的工作的用工方式。
不属于强迫使用劳力的情况如下：依法使用劳力或依法征兵；某些紧急情况使用劳力，例如：战争、火灾、自然灾害、传染病等等；根据法院的判决，在政府官员的管理监护下，从事某项工作。
此类人员将不为某一个人、法人或劳动单位的利益进行工作；按自己所在地基层行政单位和自己为其成员的机关、协会的决定，进行某项工作。
该工作必须是为了国家共同利益，而且是具有每个公民应尽义务的性质的工作。
在上述情况下使用劳力只有国家有此权力。
禁止任何个人、法人或劳动单位直接或间接地采取手段使用劳力为某个人或某集团工作。
第五条劳动法的使用范围本劳动法适用于老挝人民民主共和国各社会经济部门，即“劳动单位”内从事活动的劳动者和用工者。
本劳动法不适用于在国家管理、技术部门内工作的职员以及国防和安全机关的工作人员。
老挝人民民主共和国劳动法
Labour Law of LAO PEOPLES DEMOCRATIC REPUBLICCHAPTER I. GENERAL PROVISIONSArticle 1. Purpose.The purpose of this law is to regulate employment relationships, to make the best use of workers? abilities to ensure national social and economic development, to enhance the efficiency and productivity of society and to improve workers? living conditions.Article 2. Principle of mutual interest of employers and workers.The Government shall ensure that employers and workers derive mutual benefits from their relationships without discrimination on the basis of race, colour, sex, religion, political opinion or social status. Workers shall respect and observe work rules and comply with all labour regulations. Employers shall provide workers with fair wages, safe working conditions and social protection. In this law, ? worker? means a person who works under the supervision of the employer in exchange for a salary or wage and benefits provided for by law and regulations and under the employment contract; ?employer? means any individual or corporate body who employs workers and must pay them a salary or wage, advantages and other benefits provided for by law and regulations and under contracts of employment.Article 3. Right to organize and to belong to mass and social organizations.Workers and employers shall have the right to organize and belong to any mass and social organization that has been formed lawfully.Such mass and social organizations shall have the right to adopt their rules, to elect their representative, to organize their administration, to carry out their activities independently, and to belong to any labour federation or confederation within the country.Procedures for the establishment, functions and activities of these organizations shall be determined by regulation.Article 4. Prohibition of forced labour.Employers shall not use forced labour. ?Forced labour? means labour imposed on the workers consumed in the absence of their free will that is not in conformity with the employment contract. The expression ?forced labour? shall not apply to the following:-The use of labour provided for under law or regulations for the purpose of national defence;-The use of labour in emergency situations such as a war, a fire, a natural disaster or an epidemic;-Any work performed in accordance with a court sentence, under the supervision ofGovernment officials, although such convicted workers shall not be employed for thepersonal interests of any individual employer, corporate body or work unit;-Any work performed in accordance with a resolution adopted by local authorities,organizations or associations of which the workers concerned are members, where such work constitutes an obligation of all citizens in the common interests of the nation. Themobilization of labour in the above circumstances may be undertaken only by theGovernment, and no person, corporate body or labour unit may force a worker, either directly or indirectly, to work for them or for any group or persons.Article 5. Scope of application.This law applies to all workers and employers who carry on activities in any social economic sector of the Lao People?s Democratic Republic, hereinafter referred to as ? labour units?.This law shall not apply to civil servants employed in state administrative and technical services, national defence and public order.CHAPTER II LABOUR MANAGEMENT RULESArticle 6. Employment of workers.An employer shall have the right to employ workers to respond to the needs of a labour unit under its workers to respond to the needs of a labour unit under its authority, but priority shall be given to Lao citizens.An employment contract shall be concluded in writing between the employer and each worker, on the basis of the principle of equality, and must be approve by both parties thereto without contravention of any state regulations.Article 7. Employment of foreign workers.Any labour unit in economic sectors may employ foreign workers when necessary, if no appropriately qualified workers are available in the Lao People?s Democratic Republic. The employment of foreign workers shall be limited in number and in duration, and a detailed scheme shall be established for the transfer of skills to Lao workers to replace such foreign workers once the duration of their employment contract has been completed.The introduction of short-and long-term foreign workers shall be authorized by the labour administration prior to their entry into the Lao People?s Democratic Republic, except in cases where workers are imported by international and foreign aid projects to which special regulations shall apply.The Government shall not authorize foreign workers to engage in or to exercise activities which are considered necessary to be reserved for Lao citizens. The list of these activities shall be established by regulation.Article 8. Upgrading of workers? qualifications.All employers must ensure that workers under their authority are trained and acquire qualifications and expertise to enable them to gradually become skilled and specialized workers.All labour units in socio-economic sectors shall establish a scheme and set aside an annual budget sufficient to cover expenses for short-, medium- and long-term training and retraining of Lao workers working for them both within the Lao People?s Democratic Republic and abroad.Article 9. Economic, technical and social protection of workers.Employers shall be directly responsible for the economic, technical and social protection of the workers in any labour unit under their control.An employer may delegate its managerial powers to any person to discharge this obligation on its behalfLabour protection at the workplace shall be provided for under internal work rules.Article 10. State labour protection.The labour administration shall have the following duties:-The protection, inspection and supervision of the correct use of manpower;-The regulation of labour protection and employment;-The issuance of directives and supervision of the application of such regulations;-The provision of vocation training and skill development;-Studies and coordination of searches for employment.Provisions for the organization and activities of the labour administration shall be made by regulation.Employers shall be required to observe all provisions of labour protection regulations that are promulgated by the labour administration concerning in particular the regulation of employment recruitment, the registration of workers, labour statistics and other matters.Article 11. Role of trade unions and workers? representatives.A trade union should be established in all labour units in accordance with specific regulations of the sectors concerned. Where there is no trade union, workers? representatives shall be established.Trade unions or workers? representatives shall be responsible within their labour unit for promoting solidarity, training and mobilization of workers with regard to labour discipline; work performance according to production plans established by the labour unit; presentation of any claims regarding compliance with labour regulations and contracts of employment by the employer; participation in the settlement of labour disputes; and negotiations with the employer on matters relating to salaries, hours of work, rest periods, working conditions, and the social security system provided for under laws and regulations.The employer shall provide provided trade unions or workers? representatives with facilities and appropriate premises for at least one hour per month during working hours to enable them to carry out their activities.CHAPTER III CONCLUSION AND TERMINATION OF EMPLOYMENT CONTRACT Article 12. Employment contract.An employment contract is an agreement concluded between a worker and an employment contract must be concluded in writing. Every employer shall respect employment contracts, and workers shall be required to fully perform their duties, according to their specialization andexperience. The employer shall provide the workers with work or functions that are stipulated in the employment contract, pay them salaries or wages, and provide them with fair benefits and any other bonuses in accordance with the statutory provisions in force or with the employment contract signed by both parties.Reference must be made in the employment contract to the workplace, the work to be performed, remuneration level and any other benefits to be provided for by the employer. The conclusion of an employment contract implies an agreement to employ a worker.Article 13. Form and duration of employment contracts.Form and duration of employment contracts an employment contract must be concluded in writing. However, in some cases an employment contract mat be verbal, depending on employment conditions and the nature of the work, such as work on a temporary or daily basis, or employment involving only a small amount of work.An employment contract may be concluded either for a fixed term or for an indefinite period. The duration of a fixed-term employment contract shall depend on the agreement between the employer and the worker concerned.Article 14. Probationary recruitment.An employer shall have the right to engage workers on a probationary basis in order to ascertain their ability to perform their duties.The duration of the probationary period shall be determined according to the nature of the work, as follows:-In respect of work requiring neither experience nor specialized skills, such as manual work, the probationary period shall not exceed 30 days;-In respect of work requiring specialized skills, the probationary period shall not exceed60 days.Where during such probationary period a worker is absent from work as a result of sickness or ant other compelling reason, the duration of such absence shall not be counted as part of the probationary period. Where the worker continues to lack the necessary skill for the work, the employer may extend the probationary period or may not engage the worker concerned. However, the extension shall not exceed 30 days.During the probationary period, each party shall have the right to terminate the probation at any time, but must give the other party at least three days advance notice for non-skilled work and five days notice for skilled work. In such a case, workers shall have the right to received salaries or wages and other benefits provided for by legislation, calculated from the beginning of theprobation to the date of termination.Seven days before the end of the probationary period, the employment will be confirmed. Throughout the probationary period, workers shall be paid at least 90 per cent of the applicable salary or wage.Article 15: Termination of employment contract.An employment contract concluded for a fixed term or for an indefinite period may be terminated by agreement between the two parties.An employment contract concluded for an indefinite period may be terminated by either party thereto, provided that the other party is given at least 45 days notice of such termination in respect of skilled work and 15 days for work that is primarily manual.The parties to a fixed-term employment contract shall notify each other respective intentions at least 15 days prior to the expiry of such contract. Where they wish to continue their employment relationship, they shall conclude a new employment contract.An employment contract shall be terminated on the death of the worker.Article 16. Termination of employment contract by dismissal.An employment contract may be terminated by dismissal where the worker concerned lacks the required specialized skills, where the worker is not in good health and therefore cannot continue to work, or where the employer considers it necessary to reduce the number of workers in order to improve the organization of work within the labour unit.Where it is found that a worker lacks the required skills or is not in satisfactory health, the employment may order the worker to stop working and terminate his employment contract, provided that it gives to the worker at east 45 days notice together with an explanation of the grounds for termination. During the period of notice, the employer shall authorize the worker to be absent from work for one working day per week in order to seek new employment, such absence being paid for as a normal working day.However, before deciding to terminate the employment contract, the employer shall consider the possible transfer of the worker?s skills or health and the employment contract may be terminated only if no such work is available.Where a labour unit considers that it is necessary to reduce the number of its workers in order to improve the organisation of its operation, the employer shall draw up a list of the names of the workers affected in consultation with the trade union re workers? representatives and inform the labour administration. At the same time, employer shall give the dismissed workers at least 45 days notice and an explanation as to the reasons for the reduction.In the event of the termination of an employment contract on any of the above-mentioned grounds, the employer shall pay the workers concerned compensation according to their length of service.Such compensation shall amount to 10 per cent of the monthly salary that was paid at the time of termination for each month of service. For workers who have worked for more than three years, the compensation shall be 15 per cent of such salary for each month of service.For workers who are paid on a piece-rate basis or whose wages are not clearly fixed, the calculation of compensation shall be made on the basis of the average salary or wage that the workers received during the three months prior to termination.Article 17. Limitation of employer?s right to terminate an employment contract.An employer shall not terminate a worker?s employment contract or force a worker to stop work where the said worker is:-Sick and undergoing medical treatment or rehabilitation on the advice of a physician, or suffering from the effects of a disaster such as the destruction of his or her home;- A pregnant woman or a woman having given birth to a child within the last nine months;-On annual leave or on leave approved by the employer;-Still on assignment to another workplace, at the request of the employer;- A claimant or a complainant against the employer, cooperating with Governmentofficials in the application of labour legislation, or participating in a labour dispute within his or the labour unit;- A worker who carries out trade union, worker?s representative or other socialorganization activities with the approval of the employer or outside of working hours;- A candidate for election to a position as a trade union or workers? representative.This section shall not apply to workers who commit any fault mentioned under Article 19 below. Article 18. Special rights of workers during the notice period.Where workers to whom notice of termination has been served sustain an occupational injury or are sick and cannot come to work, the period of treatment for such injury or sickness shall not be counted as part of the period of notice. During the notice period, the workers shall work and receive the same salary or wages as they did before notice was given.Article 19. Termination of employment contract due to the fault of the worker.An employer shall have the right to terminate an employment contract without paying compensation, subject to providing at least three days notice. Where the worker concerned:-Behaves dishonestly or deliberately causes serious damage to the employer?s property where there is sufficient proof of such misconduct;-Violates labour regulations despite previous warnings from the employer;-Is absent from work for four consecutive days without a valid reason;-Is sentenced by a court to imprisonment.Article 20. Unlawful termination of employment contract.An employer shall pay compensation to workers who cease work or to their beneficiaries where:-The employer terminates their employment contract without a valid reason or directly or indirectly forces them to their employment contract;-The employer acts in breach of its obligations under the employment contract despite previous reminders by the worker.In addition to the above compensation, workers shall have the right to claim from their employer such damages as they may be entitled to on account of their unfair dismissal and any legitimate interests. Workers whose employment contracts are unlawfully terminated shall also have the right to request reinstatement to their former post or to be assigned to other appropriate work.Compensation to workers whose employment contract is terminated in the above-mentioned circumstances shall be 15 per cent of the monthly salary received at the time of termination for each month of service. For workers who have worked for more than three years, compensation shall be 20 per cent of such salary for each month of service.Article 21. Temporary transfer of workers.An employer may transfer or move workers to other duties in the same labour unit for a period not exceeding three months, provided that such transfer is effected as a result of a temporary cessation of activity, for disciplinary reasons, as a means of preventing possible damage to its activities, or as a means of protection against a natural disaster. Where the period of transfer exceeds three months, the employer and workers concerned shall reconsider together the continuation of their employment contract.Where, during a period of temporary transfer, workers are assigned to a higher post and are ableto perform the duties involved in accordance with the required standards, the said workers shall be paid the salary or wage corresponding to their new post. On the other hand, where the salary or wage corresponding to the new post is lower than that which they used to earn, the workers shall continue to be paid their former salary or wage. On resuming their former duties, workers shall be paid the salary or wage corresponding to their former duties.Workers transferred for disciplinary reasons to a new post having a lower salary or wage level than their former post shall be remunerated on the basis of the salary or wage level of the new post.Where there is a transfer of workers to other duties as referred to above for whatever reasons or in whatever circumstances, the nature of these duties shall not be different or must be very similar to those of the previous position.Article 22. Measures concerning termination of employment contract by the employer.An employer shall have the right to terminate an employment contract where prior warning has been given for misconduct an such misconduct continues.However, before terminating an employment contract for any reason, the employer shall notify the labour administration in the jurisdiction where it exercises its activities of the reason at least five days prior to termination of the employment contract.Unilateral termination of an employment contract or dismissal of a worker is prohibited unless the opinion of the labour administration had been requested and the trade union or the workers? representatives in the labour unit concerned has been notified.If no reply has been received from the said bodies within 15 days of the notification, the employment contract may be terminated.The employer shall notify the workers concerned in writing about the termination of the employment contract in every such case, giving the reason for termination, and shall pay them the salaries they may have earned prior to termination and all other benefits prescribed by law and regulation.Article 23. Responsibilities of new employers.Where workers terminate their employment contract in breach of the latter and apply for a new job, their new employer shall be responsible for any resulting damage to their former employer, if:-There is evidence that the new employer was involved in the termination of the employment contract by the workers;-The new employer hired the workers knowing that they were still bound by anemployment contract with another employer.Where the new employer discovers that it hired workers in breach of an employment contract with another employer, but did so immediately prior to expiry of such contract, the new employer shall bear no responsibility.Article 24. Issue of work certificates.An employer shall issue a work certificate to workers leaving its service within seven days of the workers cessation of work. The said certificate shall only specify the dates of commencement and cessation of service and the post they occupied before leaving the employer?s service.The certificate shall be specified in more detail on wages and any observation of the workers? performance by the request of workers.CHAPTER IV HOURS OF WORK AND REST PERIODSArticle 25. Hours of work.The hours of work in a labour unit shall be six days per week, but not exceeding eight hours per day or 48 hours per week, irrespective of the form of salary or wage paid.Hours of work must not exceed six hours per day or 36 hours per week in respect of workers whose occupation involves:-Direct exposure to radiation or to contagious disease;-Direct exposure to gas or smoke having an adverse effect on health;-Direct exposure to dangerous chemicals, in particular to explosives;-Work in pits, or in underground tunnels, underwater or at heights;-Work in an abnormally hot or cold environment;-Direct use of constantly vibrating machinery.Article 26. Time counted as hours of work.In the calculation of daily hours of work, account shall be taken of:-Time spent on preparatory technical operations at the start and end of work;-Hourly breaks not exceeding 15 minutes, in certain sectors in which work is divided into periods or which operate on the basis of shifts;- A 45-minute meal break per shift in respect of shift workers.The employer shall establish a reasonable production schedule so as to enable workers to rest at least five to ten minute after having worked for two hours. Should a necessity arise for any technical or mechanical reasons, work by rotation must be organized so that workers can rest appropriately.Time counted as hours of work should be specified in rules of work of labour unit.Article 27. Overtime.An employer may request workers to work overtime if necessary, subject to the prior consent of the trade union or workers? representatives and of the workers concerned.Overtime shall not exceed 30 hours per month, except in exceptional situations such as a natural disaster or an unexpected event of a kind that would cause great damage to the labour unit. Each period of overtime shall not exceed three hours. Continuous daily overtime is prohibited.Where overtime is necessary, the employer shall first consult the trade union or worker?s representatives and notify workers in the labour unit concerned giving them and explanation for the necessity of requiring overtime work, and shall fully pay them fair compensation for overtime as provided for under Article 42 of this law.Where overtime is required for more than 30 hours in one month, the employer must request prior authorization from the relevant labour administration, while giving proof in writing that the trade union or workers? representative is in agreement.Article 28. Weekly rest and official holidays.Workers shall have the right to one full day of weekly rest, which may be Sunday or any other day agreed upon between the workers and their employer.Official holidays shall be established by the Government.Article 29. Sick leave.Upon presentation of a medical certificate, workers remunerated on a monthly basis shall be entitled to sick leave with full pay for up to 30 days per year. This provision shall apply to workers remunerated on the basis of hourly or daily wages or on a piece-rate basis or by contract only if they have worked for more than 90 days.Where the period of sick leave exceeds 30 days, workers concerned shall receive compensation under the social security system.The provisions of this article do not apply to occupational injuries and diseases, which are governed by Article 53 of this law.Article 30. Annual leave.Workers employed under an indefinite period or for a period exceeding one year who have worked for one full year shall be entitled to 15 days of annual leave. Workers performing arduous work or work which is damaging to their health, as specified in Article 25 of this law, shall be entitled to 18 days of annual leave with full pay.Weekly rest days and official holidays shall not be counted in annual leave.CHAPTER V RULES OF WORKArticle 31. Content of rules of work.Workers shall observe rules of work. Rules as specified under laws and regulations, the internal work rules of the labour unit and the employment contract signed between workers and their employer.To be legally enforceable, the internal work rules of any labour unit shall be established in conformity with the labour law and regulations of the Lao People?s Democratic Republic and approved beforehand by the labour administration.The internal work rules of a labour unit shall be made known to all workers and posted openly so that everybody may be informed.Article 32. Penalties for breach of work rules.Workers who breach work rules and to whom warning has been served without any positive change, may be transferred temporarily to work at another workplace or forced to resign, as provided for under Articles 19 and 21 of this law. Where workers intentionally cause damage to the property of a labour unit, they shall be required to provide compensation for such damage.CHAPTER VI EMPLOYMENT OF WOMEN AND YOUNG PERSONSArticle 33. Work prohibited in respect of women.An employer shall not employ women to perform heavy work dangerous to their health as specified by regulation nor to work during the night in all industrial sectors from 10 p.m. to 5 a.m. the next morning. The rest period for women shall be at least 11 hours before resuming work on the next day.Article 34. Prohibition of employment of women during pregnancy and child care.An employer shall not employ a woman during her pregnancy or during the six months following her confinement to perform any of the following duties:-Lifting or carrying heavy loads;-Work which entails standing continuously for long periods.In such circumstances the employer shall assign women to other temporary duties. While performing these temporary duties, the workers concerned shall continue to receive their normal salary or wage for a maximum period of three months, after which they shall be paid the salary or wage corresponding to their new assignment.An employer shall not employ pregnant women or women with a child under 12 months of age to work overtime, or on a day of weekly rest or at night.Article 35. Maternity leave before or after confinement.Before and after confinement, women workers shall be entitled to at least 90 days? maternity leave with their normal pay from their employers or from the social security fund, if contributions have been fully paid to this fund. Such period of 90-day maternity leave shall include post-maternity leave of at least 42 days.In the event of illness resulting from confinement which is certified by a physician, the workers concerned shall be allowed to take a supplementary leave of at least 30 days at 50 per cent of their normal pay.During the 12-month period following confinements, women workers shall have the right to a daily break of one hour to nurse or take care of their child if they place their child in a nursery or bring the child to the workplace. In the event of miscarriage, entitlement to leave shall be determined on the advice of a physician.Article 36.Maternity benefitWomen workers shall, on giving birth to a child, be entitled to a benefit equivalent to at least 60 per cent of the minimum wage established by the Government, to be paid by the employer or by the social security fund, if contributions have been fully paid. Where they give birth to two or more children at the same time, the said benefit shall be increased by 50 per cent. This benefit shall also be due in the event of miscarriage, subject to the presentation of a medical certificate. Article 37. Employment of persons under 18 years of age.。
老挝劳动法2006版
老挝人民民主共和国劳动法老挝人民民主共和国劳动与社会福利部2009老挝人民民主共和国劳动法老挝人民民主共和国劳动与社会福利部发行老挝人民民主共和国和平独立民主团结繁荣主席办公室编号：05/PO老挝人民民主共和国关于颁布劳动法修改法的主席令根据《老过人民民主共和国宪法》第六章第67条第1点；根据2006年12月27日全国人民代表大会《关于劳动法修改法的决议》编号：06/NA；根据2007年7月1日全国人民代表大会常务委员会的提议编号：05/NASC。
老挝人民民主共和国主席颁布法令如下：第一条：特此颁布《劳动法修改法》；第二条：本法令自签字日起生效；2007年1月16日万象老挝人民民主共和国主席Choumaly XAYASONE目录第一章一般条款第1条：目标第2条：术语的解释第3条：劳动相关原则第4条：劳动相关政策第5条：工会的作用第6条：劳动法的适用范围第7条：国际合作第二章劳动技能的建立与发展第8条：劳动技能建立与发展的形式第9条：劳动技能建立与发展的主管机关第10条：与劳动技能建立与发展相关的义务第11条：用于劳动技能建立与发展的国家基金第12条：劳动技能的标准第13条：劳动信息第14条：劳动力市场第三章工作条例第15条：工作条例的内容第16条：工作时间第17条：工作时间的计算第18条：加班时间第19条：每周休息与公休假日第20条：病假第21条：年假第22条：工作条例的违反第四章雇佣合同与雇佣合同的终止第23条：雇佣合同第24条：雇佣合同的形式与期限第25条：雇员接受工作第26条：残疾人的接收第27条：雇员的试用与测试第28条：雇佣合同终止与期满第29条：以解职方式终止雇佣合同第30条：对雇主终止雇佣合同的限制第31条：预先通知期内雇主的权利第32条：由于雇员违约造成的雇佣合同终止第33条：不公正的雇佣合同终止第34条：雇员的临时调任第35条：雇佣合同终止所采取的措施第36条：新雇主的责任第37条：停止工作的雇员的就业证的发放第五章妇女与儿童的雇佣第38条：妇女的雇佣第39条：产假第40条：产妇支持第41条：童工的雇佣第六章劳动保护第42条：劳动与工作条件的保护措施第43条：工人的健康检查及卫生保健第七章工资与收入税第44条：工资第45条：工资收入方面的平等权利第46条：工资水平的决定第47条：工资支付形式及相关规定第48条：加班时间的计算第49条：工资支付方案第50条：临时停工时的工资支付第51条：工资收入优惠权利第52条：工资中扣除的损失补偿的部分第53条：工资中扣除的个人所得税第八章劳动事故与职业病第54条：劳动事故与职业病第55条：劳动事故或职业病受害者的护理第56条：劳动事故或职业病受害者的津贴第九章社会保障第57条：社会保障的重要性第58条：强制性社会保障第十章退休金与津贴制度第59条：退休金制度第60条：一次性津贴的接受第十一章劳动争议的解决第61条：劳动争议的类型第62条：与法律法规相关的劳动争议的解决第63条：负责解决与法律规定相关的劳动争议的组织第64条：与收益相关的劳动争议的解决第65条：禁止停工第十二章：劳动的行政管理与检查第66条：劳动行政管理机构第67条：劳动与社会福利部的权力与职责第68条：各省、市劳动与社会福利部门的权利与职责第69条：各县、直辖市的劳动与社会福利部门的权利与职责第70条：其它相关部门的权利与职责第71条：劳动检查部门第72条：劳动检查部门的权利与职责第73条：检查的类型第十三章对有突出成绩的人的政策及对违反本法律的人所采取的措施第74条：对有突出成绩的人的政策第75条：对违反本法律的人所采取的措施第十四章最后条款第76条：实施第77条：效力老挝人民民主共和国和平独立民主团结繁荣全国人民代表大会编号：06/NA2006年12月27日劳动法第一章一般条款第1条：目标本《劳动法》的目标是为了确定与劳动、工人劳动技能的建立与发展、工作安置、劳动力的使用、劳动关系的调整及劳动力行政管理相关的原则、条例及措施，目的是为了提高社会劳动力的质量与生产力，确保向现代化工业过渡，为国家及地区的社会与经济发展以及国际一体化做出贡献，提高多民族人民的生活水平。
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老挝人民民主共和国劳动法文件管理序列号：[K8UY-K9IO69-O6M243-OL889-F88688]老挝人民民主共和国和平独立民主统一繁荣老挝人民民主共和国国会国会第:06号2006年12月27日,首都万象市老挝人民民主共和国劳动法第一章:总则第一条:目的本劳动法确定劳动的原则、规定和标准，培养开发劳动技能，组织就业，劳动，培养就业岗位，劳动力的使用，理顺劳动关系，劳动管理，提高劳动质量，提高社会生产效率，应对现代化和工业化到来，为国家的社会经济发展做贡献，融入国际和地区当中，使各族人民的生活不断提高。
第二条：词语解释本法律当中使用的一些词语有以下意义：1．劳动的意思是指身体方面的能力，有头脑有知识，人的技术熟练。
2．培养劳动技能,意思是为没有接受过培训的劳动者提供基本的职业训练,培养劳动者的劳动技能。
3．开发劳动技能，意思是：我劳动者（是指具有基本的技能水平，使之更加熟练，以便满足劳动力市场各个发展阶段的需要，）提高职业技术水平。
4．劳动者，意思是：在法律规定和劳动合同的约束下，在劳动使用者的管理下从事工作的人员，并且得到劳动报酬、或者劳动力的价值、利益和享有各种政策。
5．使用劳动的人。
意思是：按照法律规定和劳动合同，使用劳动者为自己工作的人员或者组织，必须为劳动者提供工资、劳动价值、利益和其他政策。
6．强制使用劳动力，意思是：使用劳动者的劳动是劳动者不志愿接受做工的行为，不符合劳动合同规定。
7．劳动单位，意思是：是指社会经济各方面的生产单位和经营单位，或者服务单位。
8．劳动市场，意思是：社会上需要和提供劳动的场所。
第三条：劳动原则有关劳动的原则有：1．劳动必须是劳动使用者和劳动者培养在在劳动合同基础上。
2．劳动必须是保证劳动者的利益和劳动者的各种利益，不受种族、国籍、性别、年龄、信仰、宗教、社会经济地位等方面的歧视；3．劳动力的使用者按照劳动者的知识和能力使用劳动。
4．劳动使用者必须保证劳动条件的安全，向劳动者支付工资或者公平的劳动报酬，和为劳动者落实社会保障制度规定。
5．劳动使用者必须只要老挝的劳动力，如果有必要使用外国的劳动力，必须经过劳动管理部门的批准。
6．劳动使用者必须允许并且为劳动者依法加入自己的劳动组织和加入大众组织和社会组织等提供方便。
7．劳动者需要到外国劳动的时候，必须经过必要的知识培训，并且得到劳动管理部门的批准后方可到外国劳动。
8．劳动者必须遵守和严格执行劳动纪律和劳动规定。
9．解决劳动者和劳动使用者之间的矛盾纠纷，必须按照法律和劳动合同保证公平性。
10．禁止各种形式的强制使用劳动力；11．使用劳动必须与培养和开发劳动技能相一致；12．培养和开发劳动技能，必须符合社会经济发展规划和劳动力市场的需要。
第四条：劳动政策政府有政策提倡研究和使用科学技术，培养和开发劳动技能，发明创造，劳动技能竞赛，提供劳动信息，提高劳动能力和劳动者的纪律，为劳动者提供就业机会，满足国内外劳动力市场对劳动的需要。
以及加强劳动管理，保护劳动者和劳动使用者的合法利益。
第五条：劳动工人的作用工人组织有代表劳动者的作用，有义务团结起来，有接受教育的义务，和动员有纪律的劳动，按照计划认真完成自己的专业工作，保护劳动者的合法权益，促进劳动使用者和劳动者正确地执行劳动法和劳动合同，参与解决劳动纠纷。
劳动使用者必须提供一定的方便，使委员会成员劳动者或者劳动者的代表顺利开展工作。
第六条：劳动法的使用范围本劳动法对劳动者和劳动使用者在各劳动单位内活动有效。
对于有书面劳动合同的工作人员，期限在3个月以上的，也同样适用本法律。
本劳动法不适用于在党的机构部门工作、政府部门工作、老挝国家建国阵线和公众部门工作的公务员、军人和警察。
第七条：国际合作关系政府提倡与外国和国际上在许多领域和多方面以多种形式，在劳动领域里培养广泛的国际合作关系，如：培养和开发劳动技能、组织用工、劳动管理、组织落实劳动国际合同权益、交流经验、援助帮助和各种合作等。
第二章：培养和开发劳动技能第八条：培养和开发劳动技能的形式培养和开发劳动技能运用多种形式：在学校学习、在培训中心学习、开发劳动技能、在实际工作中锻炼、考察学习、学习交流以及其他提倡劳动技能的各项事务等。
第九条：负责培养和开发劳动技能的部门劳动管理部门有责任在培养和开发劳动技能方面发挥作用，同时与负责社会上党、政府和公众部门与培养和开发劳动技能有关的部门、行业进行协调联系。
第十条：培养和开发劳动技能的义务劳动使用者在自己负责的范围内对劳动者的劳动培训和提高职业技术水平、提高知识能力有直接义务，把劳动者变成技术熟练的工人；同时，劳动者有责任学习和开发劳动技能，提高自己的能力和技术水平。
劳动单位必须培养和落实计划，同时确定月工资额的1%资金或者劳动者年劳动报酬的1%，用于在国内为自己劳动单位房屋内的劳动者开支劳动培训、提高劳动技术水平。
在劳动单位不能够为劳动单位的劳动者落实劳动培训开发计划，必须把上述培训资金交给国家的劳动技能培养和开发基金之内。
第十一条：国家的劳动技能培养和开发基金政府有培养劳动培训基金的政策，为劳动者进行培训，上述基金来源于：-政府的财政预算，按照劳动者年工资税收1.5%的比例进行折算。
-劳动单位的基金不能够自己为了劳动者培养和开发劳动技能，劳动单位把劳动者年工资税或劳动报酬的1%贡献给国家劳动培训基金，上述资金是劳动单位的资金，不能从劳动者的工资或劳动报酬当中扣出；-其他来自国内外的资金，有关管理、使用资金培养和开发劳动技能，在专门的条例中有规定。
第十二条：劳动技能的标准劳动技能标准是确定、试用、劳动技能培养和开发认可、劳动者各专业技术水平的认可。
政府是制订劳动技能标准者，交给劳动技能标准委员会负责。
劳动使用者必须接受有关政府部门的劳动技能证明和试验证明，确定工作职责、支付工资或者劳动报酬给劳动者。
第十三条：劳动方面的信息劳动管理部门、劳动单位和其他有关方面有责任相互提供劳动方面的信息。
劳动用工单位必须向劳动管理部门正常地报告劳动信息。
劳动管理部门和劳动用工单位必须向劳动者提供劳动信息。
需要劳动的劳动者必须到劳动管理部门进行登记，或者到被批准的组织劳动企业登记。
第十四条：劳动市场政府和有关方面，必须关心考察研究国内外的劳动市场，更好地培养和开发劳动技能，满足各个时期劳动市场对劳动力的需求。
政府和社会必须通过投资在市场、经营和服务，为了劳动者创造更多的就业机会，培养和开发劳动技能，不断的拓宽劳动力市场。
把老挝的劳动力输送到国外工作和把外国的劳动力引进到老挝来，必须是有选择的，按照有关劳动的法律法规执行，并且得到了劳动管理部门的批准才能实施。
劳动服务公司，为了国内外的劳动市场供应劳动力，必须经过劳动管理部门的批准。
第三章：劳动纪律第十五条：劳动纪律的内容劳动纪律是劳动者和劳动使用者必须强制执行的行为准则，劳动法的内容包括：劳动单位章程和劳动者与用工者签订的劳动合同所规定的劳动者的权利和义务。
劳动用工单位的劳动章程必须符合老挝的劳动法，并且必须是在得到劳动管理部门的认可后才能生效使用。
劳动单位内部的劳动章程必须向劳动者宣传，必须张贴在人人都知道的公开位置。
劳动者和劳动使用者都有严格执行劳动纪律的义务。
第十六条：劳动时间劳动者在任何劳动单位的劳动时间都是每星期为6天。
不分工资和薪金的种类，每天工作不能超过8小时，或者每个星期工作时间不能超过48个小时。
劳动者工作每天不能超过6小时，或者每星期不能超过36小时的情况是：在有放射性和传染病区域工作的劳动者；在有害气体、烟尘环境中工作的劳动者；接触有害的化学物质，如：爆炸性物质。
在地下坑道内工作和在水里工作或者空中工作的劳动者；在不正常的炎热和寒冷场所工作的劳动者；在经常震动和噪音污染环境工作的劳动者；第十七条：必须计入工作时间的日期计入每天正常工作时间内时段有以下情况：为了开始工作和开始工作前所做的技术准备时间；工作间隙的休息时间和轮换班时间在不超过15分钟的情况下计算入工时；轮班工作在休息吃饭的45分钟时间计算入工作时间；为了让劳动者在工作后每2小时有最少5-10分钟的休息时间，劳动使用者必须安排好合适的生产时间。
使用机器设备和技术需要连续工作的劳动者，必须组织轮换，保证让劳动者有适当的休息时间。
计入每天正常工作时间的时段，必须确定在劳动单位的内部章程里面。
第十八条：加班时间在确有必要并征得工会或劳动者代表以及劳动者本人同意后，用工者可要求劳动者进行加班。
加班工时一个月不得超过45小时。
紧急情况除外，如：抗自然灾害或突发事件将给自己的单位带来巨大损失的情况下。
每次加班不得超过3个小时，不得每天连续加班。
每次有必要让劳动者加班之前，用工者要和工会或劳动者代表进行协商，并事先通知该劳动单位的劳动者，同时向其解释加班的必要性，并依照本法第四十二条的规定，发给劳动者完整公平的加班费。
如确有必要在某个月的加班超过45个小时，必须持有自己单位工会或劳动者代表同意的证明，向所属劳动管理机关特别申请，批准后方可实施。
第十九条：每周固定休息日和公休日劳动者有权每个星期至少休息一天，可以是星期天或是劳动者与用工者商定的某一天。
公休日由政府规定。
第二十条：因为生病的病假按工资制度工作的劳动者，因病有权持医生证明休病假，如不超过30天可得到一年的正常工资或劳动报酬。
至于以天、以计件工时计算或承包工作的劳动者，须90天以上才可执行。
在超过30天的情况下，劳动者只能按社会保险制度享受补助费。
该条内容不适用于本法第五十三条规定的工伤事故或职业病患者。
第二十一条：年度休假签订一年以上无限期或有限期劳动合同，并且工作满一年的劳动者，有权休年度假15天。
至于本法第十六条规定的在各种繁重和对身体有害的工作岗位上工作的劳动者，有权休年度假18天，并照旧享受正常工资或劳动报酬。
周末休假日和节假日不计入年度休假期日内。
第二十二条：违反劳动纪律违反劳动纪律情况主要有以下情况：毁坏劳动单位物质；盗窃劳动单位的物质；工作消极、轻视怠慢工作职责；不遵守劳动合同和劳动单位内部的劳动章程。
第四章：劳动合同和取消劳动合同第二十三条：劳动合同劳动合同是劳动者与用工者或其个人代表的共同约定，必须是书面合同。
劳动者必须根据自己专业技术和熟练程度完成自己的任务。
用工者须按劳动合同的规定给劳动者分配工作或职务，同时按法律和共同认可的劳动合同，发给劳动者工资或劳动报酬，并保障其他的合法利益。
劳动合同必须规定工作地点、具体工作、工资标准和从用工者那里应得到的其他福利。
劳动合同的签订是招工的一种形式。
第二十四条劳动合同的形式和期限劳动合同除了必须以书面形式外，有时根据计日和量小的工作条件和性质，亦可为口头合同。
劳动合同可以是有期或无期合同。
有期合同的期限按用工者与劳动者的协商而定。