本文作者/The Authors：
赖贵通
Lai Kooi Thong
塞内萨库恩・西哈努冯
Senesakoune Sihanouvong
本文译者/The Translator：
仝寅石 Tong Yinshi
一、前言 Foreword
老挝作为中国 “一带一路” 倡议的重要支点国家，其战略地位体现在中老铁路贯通、《区域全面经济伙伴关系协定》（RCEP）区域经济整合以及中老命运共同体建设等多重维度。在此背景下，老挝劳动法对出海企业的价值不仅体现在合规层面，更与企业的战略布局、成本优化和可持续发展深度绑定。
As a key pivot country for China's "Belt and Road" Initiative, Laos'strategic position is reflected in multiple dimensions, including the connection of the China-Laos Railway, the regional economic integration under the RCEP (Regional Comprehensive Economic Partnership), and the building of the China-Laos Community with a Shared Future. Against this backdrop, the value of Laos'labor law to Chinese enterprises going global is not only reflected in the compliance dimension, but also deeply tied to enterprises'strategic layout, cost optimization and sustainable development.
在《老挝劳动法概览》中，实务经验丰富的赖贵通律师与塞内萨库恩・西哈努冯律师，通过系统化剖析老挝劳动法体系，明确了制度中的刚性约束与柔性空间，能够帮助出海企业在老挝实现“战略卡位-成本优化-风险可控-人才扎根”的商业闭环。
In the Laos Labor Law Overview, Lawyer Lai Kooi Thong and Lawyer Senesakoune Sihanouvong, who have rich practical experience, systematically analyze the labor law system of Laos, clarify the rigid constraints and flexible spaces within the system, and can help enterprises going global achieve a closed loop of "strategic positioning - cost optimization - risk control - talent rooting" in Laos.
（下文为《老挝劳动法概览》节选内容下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之老挝篇）
(The following content is excerpted from the Laos Labor Law Overview - Part B. For the full version, please refer to the Laos Chapter in the Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、其他雇佣条款 Other Terms of Employment
（一）试用期 Probationary Periods
签订劳动合同后，员工可能需经历试用期以评估其岗位胜任能力和适配性。体力劳动者的最长试用期为 30 天，技术工人为 60 天。
Upon entering into an employment agreement, an employee may be placed under a probationary period to assess their competence and suitability for the role. The maximum duration of probation is 30 days for manual workers and 60 days for skilled workers.
若员工在试用期内因疾病或其他必要原因缺勤，缺勤天数不计入试用期。若缺勤超过 10 天，用人单位有权终止劳动合同。
If the employee is absent during the probation period due to illness or other necessary reasons, the days of absence do not count toward the probation period. If the absence exceeds 10 days, the employer has the right to terminate the employment contract.
试用期内，任何一方均可提前通知解除协议：体力劳动者提前 3 天，技术劳动者提前 5 天。
During probation, either party may terminate the agreement with advance notice: three days for manual workers and five days for skilled workers.
员工在试用期内至少享有正常工资的 90%。试用期结束前至少 7 天，用人单位须以书面形式通知员工是否正式录用。
Employees are entitled to receive at least 90% of their regular salary during the probation period. At least seven days before the end of the probation, the employer must notify the employee in writing whether their employment will be confirmed.
（二）公共假期及其他休假 Public Holiday and Other Leaves
1. 公共假期 Public Holiday
员工有权享受《劳动法》及政府规定的公共假期，法定节假日包括：
Employees are entitled to public holidays as prescribed by the Labor Law and government regulations. Official holidays include:
国庆节：12 月 2 日（1 天） National Day: 2 December (1 day)
国际新年：1 月 1 日（1 天） International New Year: 1 January (1 day)
国际妇女节：3 月 8 日（1 天，仅限女性员工） International Women's Day: 8 March (1 day, for female employees)
老挝新年：3 天 Laos New Year: 3 days
国际劳动节：5 月 1 日（1 天） International Labor Day: 1 May (1 day)
国家教师节：10 月 7 日（1 天，仅限教师及教育管理人员） National Teacher's Day: 7 October (1 day, for teachers and education administrators)
外籍员工：各自国家国庆日 1 天 Foreign workers: 1 day on their respective national day
若公共假期恰逢每周休息日，需补休一天。
If a public holiday falls on a weekly rest day, a substitute rest day must be provided.
2. 法定年假 Statutory Annual Leave
员工每满一年服务期，有权享受 15 个工作日年假；从事对健康有严重危害的危险工作的员工，每满一年服务期有权享受 18 个工作日年假。
Employees are entitled to 15 working days of annual leave for each completed year of service. Employees who are engaged in hazardous work that poses serious health risk are entitled to 18 working days of annual leave for each completed year of service.
以上两种情况下，员工年假期间均有权领取全额工资。
In both cases, the employees have the right to receive their full salary or wages during their annual leave.
3. 事假 Personal Leave
员工可因以下原因申请事假：
Employees may take personal leave for the following reasons:
照料受伤或住院的直系亲属（且无其他人可照料时）； Caring for an injured or hospitalized immediate family member when no one else is available;
父母、配偶或子女去世； Death of a parent, spouse, or child;
员工本人结婚； Marriage of the employee;
员工妻子生育或流产； Birth or miscarriage of the employee's wife;
员工遭受自然灾害影响。 Natural disasters affect the employee.
4. 病假 Sick Leave
工作超过 90 天且按月领薪的员工，每年凭有效医疗证明可享受 30 天病假。
Employees who have worked for more than 90 days and are paid monthly are entitled to 30 days of sick leave per year, with a valid medical certificate.
因职业事故或职业病导致的休假不计入病假天数。
Leave due to occupational accidents or diseases is not counted against this entitlement.
5. 产假、陪产假、额外生育假及哺乳假 Maternity Leave, Paternity leave, Additional Birth Leave and Breastfeeding
女性员工享有 105 天产假，其中至少 42 天需在分娩后休完；若生育双胞胎，产假延长至 120 天。产假期间，雇主须支付员工全额工资。
Female employees are entitled to 105 days of maternity leave, with at least 42 days taken after childbirth. In the case of twins, the leave extends to 120 days. During maternity leave, the employer must pay the employee's full salary.
因分娩导致的相关治疗或康复可申请额外休假，福利待遇按《社会保障法》规定执行。
Additional leave may be granted for medical treatment or rehabilitation related to childbirth, with benefits provided under the Social Security Law.
分娩后一年内，女性员工每日有权享受 1 小时哺乳或育儿假，以及按规定的儿童疫苗接种假。
For up to one year after childbirth, female employees are entitled to one hour of daily leave for breastfeeding or childcare and leave for child vaccination, as per regulations.
若发生流产，按医生建议给予带薪休假。
In the case of miscarriage, paid leave is granted based on a medical doctor's recommendation.
三、竞业限制条款 Non-Competition Clauses
《劳动法》未对劳动合同中的竞业限制和禁止挖角事项作出可执行性规定。尽管这些条款可通过合同约定，但由于缺乏具体法律条文，其法律效力存在不确定性。若一般性竞业限制条款对商业活动施加绝对或过度限制，可能与《商业竞争法》（2015 年 7 月 14 日第 60/NA 号）的原则相抵触，不过由于缺乏实施细则，实际执行标准仍不明确。
The Labor Law is silent on the enforceability of non-competition and non-solicitation clauses in employment contracts. While these clauses may be included contractually, their enforceability is uncertain due to the absence of specific legal provisions. General non-compete clauses that impose absolute or excessive restraints on trade may conflict with the principles of the Law on Business Competition (No. 60/NA, dated 14 July 2015), although enforcement remains unclear due to the lack of implementing regulations.
在实践中，合理限制（即期限、地域范围有限且符合特定情形的条款）更可能被认可。竞业限制条款通常旨在防止前员工从事损害用人单位商业利益的活动，其可执行性取决于双方约定及条款的合理性。
In practice, reasonable restrictions—those that are limited in duration, geographic scope, and tailored to the specific circumstances—are more likely to be considered acceptable. Non-competition clauses typically aim to prevent former employees from engaging in activities that could harm the employer's business interests, and their enforceability depends on mutual agreement and reasonableness.
在上述前提下，若劳动合同包含竞业限制条款，双方均负有合同义务，需在劳动期间及（如合同约定）劳动关系终止后遵守条款约定，具体以合同中的共同约定为准。
Subject to the foregoing, where a non-competition clause forms part of the employment contract, both parties are contractually obligated to comply with its terms during and, where applicable, after the conclusion of the employment period, in accordance with the mutual agreement set out in the contract.
作者简介/About the Authors
赖贵通 Lai Kooi Thong
赖贵通律师是 DFDL 万象办公室的合伙人。加入 DFDL 之前，他曾在马来西亚一家顶尖律师事务所担任合伙人。他还曾领导一家替代性法律服务提供商（除传统律师事务所以外，提供法律服务的新型企业）的马来西亚办公室（该机构由一家全球性律师事务所发起成立），期间与多家国际银行密切合作，并成功带领一支约 20 人的顾问团队。此外，赖贵通律师在 DFDL 金边办公室积累了超过三年的银行与金融业务相关丰富经验。赖贵通律师被《国际金融法律评论 1000》（IFLR1000）评为 “知名从业者”。
Kooi Thong is a Partner at DFDL's Vientiane office. Before joining DFDL, he served as a Partner at a leading law firm in Malaysia. He also led the Malaysia office of an alternative legal service provider, a venture initiated by a global law firm, where he closely collaborated with several international banks and successfully led a team of approximately 20 consultants. Additionally, Kooi Thong has garnered over three years of extensive experience in the banking and finance practice at DFDL's Phnom Penh office. Kooi Thong is recognized as a Notable Practitioner in IFLR1000.
塞内萨库恩・西哈努冯 Senesakoune Sihanouvong
塞内萨库恩律师是老挝律师协会的资深会员，在老挝税务问题上拥有公认的专业能力。
他在多个领域拥有丰富的法律和税务咨询、合规及尽职调查经验，涉及水电、采矿、林业和一般商业等行业。他常就能源、基础设施、采矿和种植园领域复杂的特许经营协议及融资条款提供咨询，并且经常参与能源领域的特许经营协议谈判。
塞内萨库恩律师被《法律 500 强》（亚太地区）评为 “新一代律师”，被《钱伯斯亚太指南》评为 “第一梯队从业者”。
Senesakoune is a highly experienced member of the Lao Bar Association with recognized expertise in Lao tax issues.
He has extensive experience in legal and tax advice, compliance and due diligence across a range of sectors including hydropower, mining, forestry and general businesses. He routinely advises on complex concession agreement and financing provisions in the energy, infrastructure, mining and plantations sectors. Senesakoune is routinely involved in concession agreement negotiations in the energy sector.
Senesakoune is recognized as a “Next Generation Lawyer” by Legal 500 (Asia Pacific) and “Band 1 Practitioner” in Chambers Asia Pacific.
仝寅石 Tong Yinshi
仝寅石实习律师具备工学与法学的双重背景，硕士毕业于上海财经大学法律硕士专业。曾协助主办律师处理多起劳动争议案件，并为多家知名企业提供法律咨询服务，擅长劳动关系协调，员工信息合规等领域。工作语言为中文和英文。
Tong Yinshi has a dual background in engineering and law, graduating with a Master of Laws from Shanghai University of Finance and Economics. He has assisted lead lawyers in handling multiple labor dispute cases and provided legal consulting services to several well-known enterprises, specializing in labor relations coordination, employee information compliance, and other fields. The working languages are Chinese and English.
