Top 10 EOR Providers for Hiring in Cambodia (2027)
Cambodia's structural test is one question: which entity is registered as the employer with the Ministry of Labour through LaCMS, and with the NSSF. Local firms sell the same service as "manpower outsourcing", an EOR under a local name. I read each record for a Cambodian entity, a published price and a plan for seniority pay. Five of the top six name an entity or an operation here; Deel, third, names neither but publishes its price and lists Cambodia.
How I scored this list
Five things weighted unequally.
Cambodian employer named in the record, 30%
A record that names its own Cambodian entity or a Phnom Penh operation as the legal employer scores full marks. Cambodia on a country list with no entity named scores mid. A record that never mentions the country scores low.
Ministry of Labour and NSSF answer, 25%
Whether the employing entity can show its declaration to the Ministry of Labour and Vocational Training in LaCMS and an NSSF employer number, with every hire enrolled from the first month. Where the record is silent, the take says so.
Seniority pay in the quote, 20%
Seniority pay of 15 days' wages a year, due in June and December on open-ended contracts; 5% at the end of a fixed-duration one; the pension step to 4% each in 2027. Scored on whether the quote prices them as lines.
Payroll and foreign hires, 15%
Pay twice a month and Tax on Salary on the riel bands, with dollar salaries converted. For foreign staff, permits filed in FWCMS within the 10% quota.
Pricing transparency, 10%
A published per-employee fee scores above a custom quote. AYP Group, Deel, Links International, Multiplier, G-P, INS Global and Agile HRO publish one; Aplus Consulting, Top Recruitment Cambodia and Interloop do not.
The three I'd flag before you scroll.
Spotlight #1
Aplus Consulting is a Phnom Penh firm founded in 2008 that calls its service manpower outsourcing, an EOR by another name. It manages 1,000+ employees for 300+ clients and cites GDT gold awards for tax compliance since 2020. Its own record names the point to settle first: that the Aplus entity holds the Ministry of Labour registration and signs each contract as legal employer. No price is published.
Spotlight #2
AYP Group, Singapore-based since 2009, runs owned legal entities in 13+ APAC markets with no third-party intermediaries, but its site no longer names Cambodia among them: ask who would employ there. It publishes its price: USD 488 a month for EOR, no onboarding or termination fee, payroll from USD 28. A refundable deposit applies in some countries, so ask whether Cambodia is one, and plan two to three weeks for setup.
Spotlight #3
Deel carries Cambodia on its published country list and charges USD 599 a month with no EOR setup fee. The record claims owned entities in 130+ markets without saying whether the Cambodian employer is one of them or a partner. For a company already running payroll on Deel, put that question in writing before the first hire, with the seniority pay line in the quote.
Aplus Consulting
Aplus Consulting. Phnom Penh firm since 2008 selling manpower outsourcing, the local name for an EOR, to 300+ clients, with GDT gold awards for tax compliance since 2020. No price, no G2 reviews, Cambodia only. Best for teams of five or more that want a local employer of record.
AYP Group
AYP Group. Owned entities in 13+ APAC markets; its site no longer names Cambodia among them; EOR at USD 488 a month with no onboarding or termination fee, payroll from USD 28. No G2 profile and a two to three week setup. Best for companies hiring across Southeast Asia on one contract.
Deel
Deel. USD 599 a month, no EOR setup fee, Cambodia on its published country list; the record does not say whether the Cambodian employer is owned or a partner. The deepest platform here. Best for global teams adding Phnom Penh hires to one HR system.
Top Recruitment Cambodia
Top Recruitment Cambodia. Recruiter and PEO/EOR since 2007 that acts as legal employer through its own entity, in English and Khmer. No published price and no reviews. Best for firms that want hiring and employment from one local team.
Links International
Links International. Hong Kong payroll specialist since 1999, part of Ascentium, naming Cambodia among 30+ locations served with owned delivery. EOR from USD 300 a month; country fees and FX need an itemised quote. Best for enterprises running Workday or SAP across Asia.
Interloop
Interloop. Thailand-based market entry firm with wholly owned entities in eight countries, Cambodia included; EOR sits beside company setup and visa work. No price and no independent reviews. Best for companies entering Cambodia and Thailand with one adviser.
Multiplier
Multiplier. Singapore-based, 110+ owned entities claimed, USD 459 a month on annual billing with no setup or termination fee. The record does not name Cambodia; ask which entity would sign. Best for mid-market teams that want a flat fee across Asia.
G-P (Globalization Partners)
G-P. 100+ wholly owned entities covering 180+ countries, ISO 27001 with SOC 2 Type II, from USD 599 a month with setup and exit fees undisclosed. Cambodia is not named. Best for enterprise buyers whose procurement asks for certifications first.
INS Global
INS Global. From USD 299 a month, the lowest published fee here, and APAC work since a 2006 start in Shanghai. It pays in eight currencies, USD among them, which covers Cambodian salaries. Best for budget hires where the buyer asks which entity employs.
Agile HRO
Agile HRO. USD 599 or 749 a month, and a year of a Cambodian child's schooling funded per employee-year. Its pricing page includes tax and social security submissions in every EOR tier, but it names no Cambodian entity. Best for APAC teams that ask for the NSSF employer number in writing.
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The badge links to the ranking it refers to, is not altered, and comes down if the provider leaves the list.
How to verify a Cambodian EOR before signing.
Five tests before a Cambodian EOR signs your first contract.
Step 1
Ask for the legal name of the entity that will sign the labour contract and its Ministry of Commerce registration, then look it up on the online business register at businessregistration.moc.gov.kh. A platform that answers with its Singapore parent and "our local partner" has told you the partner is the employer; get the partner's name and number instead.
Step 2
Ask for proof that this entity is declared to the Ministry of Labour and Vocational Training in LaCMS and holds an NSSF employer registration, plus the last monthly NSSF payment receipt. Contributions run on a wage capped at KHR 1,200,000. A quote that charges them on the full dollar salary is wrong.
Step 3
Ask for a redacted payslip. It should show two pay dates in the month, Tax on Salary on the riel bands with the dollar salary converted, and the KHR 150,000 allowance for each dependant claimed.
Step 4
Get a cost sheet for one hire at a stated salary: NSSF at 0.8% occupational risk, 2.6% health care and 2% pension on the capped wage, the pension step to 4% in 2027, seniority pay of 15 days' wages a year paid in June and December, and the fee. A fixed-duration contract carries the 5% end-of-contract payment instead of seniority pay. "All statutory costs included" without numbers means the accruals are missing.
Step 5
For a foreign hire, ask who files the work permit and employment card in FWCMS, whether the employing entity's quota has room (foreign staff are capped at 10% of its Cambodian staff) and who renews both each year. An entity that employs few Cambodians has little quota to spare.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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