Cleaner, Nanny or Driver in Phnom Penh: How to Hire and Organise the Work

Prepared by the NovAsia Editorial Team

Hiring a cleaner, nanny or driver in Phnom Penh often starts with a message in a building or parent group: “Can anyone recommend someone good?” A personal recommendation is useful, but it does not answer the most important questions. Is the person suitable for caring for a small child? Do they know how to handle stone, electronics and expensive furniture? Can the driver transport a child safely rather than merely move confidently through city traffic?

A household worker gains access to far more than a workplace. They may know the family’s schedule, keys, documents, medicines, banking notifications, children and periods of absence. A safer hiring process therefore follows a sequence: define the role, verify identity, check references, conduct a paid trial, agree written rules, limit access, organise pay properly and provide regular feedback.

Cleaner, nanny and driver are different jobs

A common mistake is looking for one person to “do everything”.

A cleaner is responsible for household care and the condition of belongings. A nanny is responsible for supervision, routine and child safety. A driver is responsible for the vehicle, route and passengers. One person may combine roles, but the combination should be explicit, realistic and properly paid.

Cleaner

Common duties may include:

• routine cleaning;
• periodic deep cleaning;
• laundry and ironing;
• bed linen;
• kitchen and refrigerator;
• balcony;
• rubbish removal;
• monitoring household supplies;
• reporting leaks or damage;
• allowing an approved contractor access under a defined procedure.

Do not assume that these are included automatically:

• cooking;
• childcare;
• pet care;
• shopping;
• handling cash;
• exterior window cleaning at height;
• moving heavy furniture;
• using hazardous chemicals;
• supervising contractors.

Nanny

Common duties may include:

• continuous supervision;
• food and feeding;
• hygiene;
• naps and sleep routine;
• nursery or preschool transport;
• play and outdoor time;
• authorised collection;
• care of the child’s belongings;
• updates to parents;
• emergency response.

A nanny is not automatically the cleaner for the whole apartment, family cook, nurse, tutor, overnight employee, driver or travel companion.

Driver

Common duties may include:

• transporting agreed passengers;
• route planning;
• basic vehicle checks;
• refuelling;
• cleanliness;
• parking;
• service reminders;
• school collection;
• trip records;
• reporting fines and incidents.

A driver is not automatically a security guard, cash courier, mechanic or permanently on-call employee.

A clear description protects the worker from endless expansion of duties and protects the family from “I thought that was not part of the job”.

Write a one-page job description

Before searching, record:

• role;
• part-time, full-time or live-in arrangement;
• working days;
• start and finish times;
• location;
• children’s ages;
• animals;
• vehicle type;
• essential duties;
• optional duties;
• language needs;
• physical requirements;
• travel;
• pay method;
• trial period;
• intended start date.

Separate essential from desirable criteria.

For a nanny, essentials might include:

• verified identity;
• two recent childcare references;
• experience with the relevant age;
• basic first-aid knowledge;
• no smoking during work;
• ability to communicate in an agreed family language;
• strict compliance with allergy and medicine rules.

Desirable features might include cooking for the child, preschool collection or willingness to travel.

For cleaning, state approximate apartment size, frequency, surfaces and whether the family supplies products. For a driver, specify whose car is used and the necessary licence category.

Avoid “flexible duties”. It usually hides the real workload and creates different expectations.

Where to look

Possible channels include:

• friends and colleagues;
• school and preschool parent groups;
• condominium residents;
• current household staff;
• employment agencies;
• job platforms;
• local community groups;
• referrals from hotels and serviced residences;
• former employers.

Personal recommendations

A recommendation is strongest when the person giving it actually supervised the candidate’s work. Standards vary between households, and a candidate may be available because a previous relationship ended badly.

Ask the referee:

• what duties were performed;
• how long;
• why the work ended;
• whether attendance was reliable;
• whether the worker had keys;
• what age of child was involved;
• how feedback was handled;
• whether notice was given;
• whether they would rehire.

“She is very nice” is not a work reference.

Agencies

An agency may source candidates, arrange replacements and assist with administration. Confirm:

• legal identity;
• fee;
• who is the employer;
• who pays salary;
• who handles NSSF;
• replacement period;
• refund terms;
• reference-checking method;
• whether the agency charges the worker;
• handling of personal documents.

A large hidden fee charged to the worker can create debt and instability.

Direct advertising

Direct search broadens the pool but makes the family responsible for checking. Do not publish the full address, the child’s school and the family’s travel schedule. A district and general role are enough at the first stage.

Verify identity before expanding access

With the candidate’s knowledge, obtain and check what is reasonably necessary:

• Cambodian national ID or passport;
• current address;
• telephone number;
• emergency contact;
• photograph;
• previous-employer details;
• driving licence where relevant;
• existing NSSF number if any;
• right to work for a foreign candidate.

Store documents securely and do not circulate them in group chats.

Compare the name across ID, bank account, references, contract, licence and NSSF records.

An address is needed for the agreement and emergency contact, not for surveillance.

A candidate who refuses any identity check while requesting independent access to the home or child should not proceed.

References need a direct conversation

For a nanny or driver, two recent references are preferable. A cleaner may require one or two depending on the access level.

Ask factual questions:

• employment dates;
• job title and duties;
• schedule;
• children’s ages;
• vehicle used;
• attendance;
• reason for leaving;
• notice;
• handling of keys;
• strengths;
• areas requiring supervision;
• whether they would rehire.

Call the referee yourself. Do not rely only on a forwarded text message.

Warning signs include:

• inability to identify the employer;
• vague answers;
• inconsistent dates;
• all references using one telephone number;
• relatives presented as employers;
• changing work history;
• unexplained departure without notice;
• a concealed accident or child-safety incident.

A negative event is not an automatic rejection. Context matters. A previous employer may have withheld salary or imposed duties that were never agreed.

Background checks have limits

Cambodia does not offer every family a single open database containing a complete work and criminal history. Official certificates may be available for particular purposes, but access, content and currency should be confirmed.

A realistic check combines:

• identity;
• references;
• paid trial;
• licence verification;
• agency information;
• supervised observation;
• written declarations;
• a controlled probation period.

Do not describe someone as “fully vetted” when the process does not support that claim.

For childcare, relevant questions can include serious accidents, substantiated safety complaints, job-related legal proceedings, substance use and health limitations affecting the work. Questions should be connected to the role and asked respectfully.

A paid trial is more useful than a long interview

The trial should be paid, short and safe.

Cleaner

Assign a limited area and normal products. Observe work order, chemical use, care of surfaces, pace and communication. Do not leave valuables unattended.

Nanny

A parent remains present. Observe play, feeding, hygiene, calm boundaries and the response to distress. Do not send the child out alone with the candidate on the first day.

Driver

Check the car, a realistic city route, parking, school access, telephone use and passenger comfort. Where relevant, observe driving in rain or evening traffic.

Explain the evaluation criteria. A trial is not free labour.

One successful hour is not a reason to issue permanent keys or leave the candidate alone with the child overnight. Increase access gradually.

Written terms matter precisely because practice can be informal

Cambodian law recognises domestic workers in different legal contexts, but practical protections and implementation are not always as uniform as in more formal sectors. This is a reason for a clearer agreement, not a reason to rely on an oral understanding.

Include:

• parties;
• start date;
• role;
• duties;
• workplace;
• hours;
• breaks;
• weekly rest;
• salary;
• payment date;
• overtime and on-call work;
• public holidays;
• live-in terms;
• food and transport;
• telephone allowance;
• probation;
• NSSF;
• injury reporting;
• confidentiality;
• keys and access;
• cameras;
• child-safety rules;
• driving rules;
• deductions;
• notice;
• final payment;
• return of property.

The worker should understand the language. A Khmer version or a clear oral explanation with acknowledgement may be needed.

Do not put detailed conditions in a language the worker cannot read and then rely on formal signature alone.

NSSF registration

Cambodia’s social-security law treats a house owner employing domestic staff as an employer within the relevant framework. Prakas No. 168/22 also provides a registration route for house owners and workers.

The practical steps should be confirmed through NSSF because forms, contribution implementation and procedures may change:

1. Contact NSSF through an official channel.
2. Confirm the current employer-registration requirement.
3. Check whether the worker already has an NSSF identity.
4. Register the employer and employment relationship where required.
5. Confirm the contribution base and applicable schemes.
6. Pay through an approved channel.
7. Retain receipts and records.
8. Report the end or change of employment as required.

“I already have NSSF from my previous employer” does not prove that the new employer has no obligations.

Use current NSSF guidance or a Cambodian payroll specialist for the specific household.

Pay depends on the role, not nationality

There is no single reliable salary table for cleaners, nannies and drivers. Pay depends on:

• hours and days;
• live-in status;
• child age;
• overnight work;
• cooking;
• languages;
• driving;
• whose vehicle is used;
• travel;
• qualifications;
• references;
• commuting distance;
• benefits;
• overtime;
• reliability;
• agency fees.

Cambodia’s statutory minimum wage is primarily set for specified sectors and should not simply be copied across all household work without legal advice.

Obtain comparable expectations from several candidates, references from employers and, where useful, one agency quotation. Compare the effective hourly arrangement, not only the monthly figure.

Include paid rest, transport, food, telephone, bonuses, NSSF and overtime. Free accommodation does not justify unlimited working hours.

Payment and payslips

Agree:

• currency;
• pay date;
• transfer or cash;
• payslip;
• overtime;
• reimbursements;
• advances;
• bonus;
• salary review.

A bank transfer creates a record. Cash should be acknowledged by a signed receipt.

A simple statement can show:

• base pay;
• overtime;
• allowances;
• reimbursements;
• agreed deductions;
• contributions;
• net amount.

Do not delay salary because the family is travelling. Arrange payment in advance.

A salary advance should record the balance and repayment schedule. Do not retain an original passport or ID as security. Excessive deductions create dependency and risk abuse.

Hours, waiting and on-call work

Household work expands easily. A nanny starts at 7:00 and waits until 19:00. A driver sits outside an office for six hours. A live-in worker is expected to respond throughout the night. A cleaner is asked to watch a child after finishing cleaning.

Record:

• normal hours;
• breaks;
• weekly rest;
• approval and payment of overtime;
• waiting time;
• overnight hours;
• emergency calls;
• travel;
• public holidays;
• late return by parents.

Living in the home does not mean continuous availability. The worker needs genuine personal space and uninterrupted rest.

Leave, holidays and family travel

Agree in advance:

• weekly rest day;
• Cambodian public holidays;
• paid leave;
• sickness absence;
• family emergency;
• unpaid leave;
• family travel;
• worker travel to the province;
• Khmer New Year and Pchum Ben arrangements;
• replacement coverage.

A permanent worker should not suddenly lose a full month’s pay merely because the family goes abroad.

For travel with the family, agree passport and visa, transport, room, meals, working hours, rest, insurance, responsibility for the child, additional pay and return ticket. The worker should not fund the employer’s travel costs.

Build a child-safety file

Before independent childcare, prepare:

• child’s name and age;
• parent contacts;
• emergency contacts;
• authorised collection list;
• allergies;
• medicines;
• doctor and hospital;
• insurance details;
• food rules;
• sleep routine;
• toilet routine;
• screen-time rules;
• outings;
• transport;
• pool rules;
• photographs and social media;
• visitors;
• discipline approach;
• emergency-treatment authority.

The nanny should understand age-appropriate first aid and choking response. A certificate is useful, but skills need refreshing.

Medicines should be given only under written instructions covering name, dose, timing, storage and recording. A nanny should not independently prescribe or improvise treatment.

Do not leave the child “for five minutes” with a cleaner or driver who has not been approved for childcare.

Discipline and communication

Prohibit:

• hitting or shaking;
• humiliation or threats;
• withholding food as punishment;
• locking a child alone;
• unapproved medicine;
• posting the child online.

Describe the acceptable approach: calm voice, redirection, clear age-appropriate boundaries, escalation to parents and no physical punishment.

A daily update may cover meals, sleep, toileting, mood, activities, injury, medicine and unusual events.

Do not require constant photographs. Taking them can distract from supervision.

Cameras: openness and proportionality

Cameras may protect the child, worker and property, but they create serious privacy issues.

A safer policy includes:

• disclose all cameras;
• none in bathrooms;
• none in changing areas;
• none in the worker’s private bedroom;
• legal review before hidden audio recording;
• restricted account access;
• strong passwords;
• a retention period;
• no public sharing;
• review for incidents rather than continuous fault-finding;
• removal of former users.

Cameras do not replace trust, references or parental presence. Constant messages about every movement make competent work impossible.

A live-in worker must have genuine private space.

Cleaning chemicals and property care

Prepare instructions for stone, timber, glass, induction hobs, electronics, mattresses, air conditioners and balconies.

Provide labelled products. Bleach must not be mixed with acids or ammonia-based cleaners. Store chemicals away from children.

Use specialists for:

• external windows at height;
• major mould remediation;
• electrical work;
• toxic treatment;
• very heavy furniture;
• work at a balcony edge;
• dismantling an air conditioner.

Workers should report accidental damage immediately without assuming an automatic salary deduction. A concealed minor incident can become an expensive repair.

Do not make the worker routinely inventory cash and jewellery. Keep sensitive items separately secured.

Keys and digital access

Use role-based access:

• permanent key only where necessary;
• time-limited code where possible;
• card log;
• issue and return date;
• no copying;
• neutral labelling;
• no transfer to contractors;
• immediate loss reporting;
• code changes after employment ends.

A cleaner attending twice a week may use a scheduled code. A live-in nanny needs ordinary household access but not access to document safes or bank records.

A relative or substitute may not take over the work without prior approval.

Family confidentiality

A worker may learn travel plans, school routes, income, medical information and the location of valuables. A confidentiality clause can help, but the family should also reduce unnecessary exposure:

• lock documents;
• separate a home office;
• do not leave banking screens visible;
• never share passwords;
• use a guest Wi-Fi network;
• secure medicines.

Do not ban all telephone use without a genuine reason and a safe emergency-communication method.

Drivers and vehicles

Check:

• identity;
• valid licence for the vehicle;
• address;
• references;
• accident history;
• relevant traffic violations;
• eyesight and health affecting driving;
• alcohol and drug prohibition;
• no hand-held telephone use while driving.

The vehicle file should contain:

• registration;
• insurance;
• maintenance history;
• tyres, brakes and lights;
• seat belts;
• child seat where needed;
• emergency equipment;
• fuel controls;
• incident contacts.

A driver should not be required to operate an unsafe vehicle.

Where the driver’s own car is used, the agreement should address commercial use, insurance, fuel, maintenance, mileage, replacement and liability. An ordinary personal policy may not cover paid transport.

Transporting a child

For school transport, define:

• authorised adults;
• child restraint;
• seat-belt rule;
• route;
• school ID;
• no unauthorised passengers;
• no telephone use while moving;
• late-arrival procedure;
• handover confirmation;
• accident procedure;
• no child left in the car.

The driver should check the rear seats after every journey.

Where a nanny travels too, decide who is responsible for the child during each stage. The school should have the driver’s name and vehicle details.

Shopping and fuel money

For household purchases, set:

• weekly limit;
• receipt requirement;
• approved shops;
• cash advance;
• change return;
• no mixing of personal and family purchases.

A separate low-limit card can be safer than sharing a primary bank code.

For fuel, record mileage, receipts, fuel type and material deviations. Higher consumption can result from congestion or a mechanical fault, not only dishonesty.

Feedback and conflict

Hold a review after the first week, first month, end of probation and then periodically.

Discuss duties, schedule, communication, workload, safety, pay, training, supplies, family changes and access.

Feedback should be specific. “Please do not leave the balcony door open while the child is in the room” is more useful than “be more careful”.

Listen to the worker. They may be the first to notice an unsafe socket, driver fatigue or a change in the child’s behaviour.

A reasonable conflict process is:

1. Establish the facts.
2. Hear both sides.
3. Check the agreed rule.
4. Agree corrective action.
5. Record a serious warning.
6. Review the result.
7. End employment if safety or trust cannot be restored.

Do not shout at the worker in front of the child.

Where there is a serious allegation, protect the child first, suspend access where necessary, preserve evidence, avoid coerced admissions and seek competent legal or professional help. Posting a recording online is not a substitute for investigation.

Ending employment

The agreement should set notice and grounds for immediate removal from duties.

Ordinary termination includes:

• written notice;
• final day;
• salary;
• overtime;
• approved expenses;
• leave and other sums;
• NSSF update where required;
• return of keys, cards and property;
• child-care handover;
• reference where appropriate.

Immediate access removal may be justified by violence, an immediate child-safety risk, intoxicated driving, credible theft evidence, serious disclosure or intentional damage.

Access control and final pay are separate. Earned wages should not be withheld as punishment without lawful grounds.

After termination:

• change codes;
• remove digital-lock access;
• notify building security;
• change guest-network password;
• recover the vehicle;
• cancel fuel card;
• notify the school;
• remove app access;
• check returned documents and property.

References for the next employer

A factual letter can state dates, role, principal duties, hours and reason for ending where appropriate. Avoid circulating unproven allegations.

Fair references support a more reliable labour market and encourage orderly departures.

Warning signs on both sides

Candidate warning signs may include:

• refusal to verify identity;
• inconsistent references;
• request for a large loan before starting;
• pressure to be alone with the child immediately;
• telephone use while driving;
• copying a key;
• concealed accident;
• physical punishment;
• posting family images;
• unapproved substitution;
• unexplained repeated absence;
• falsified receipts.

One event needs context. A repeated safety risk requires action.

Employers should also recognise abusive conditions: unclear pay, endless duties, passport retention, unpaid trial, no rest, dangerous cleaning, violence, arbitrary deductions, hidden cameras or no private space for a live-in worker.

Stable employment requires dignity on both sides.

A practical hiring timeline

First days

• define the job;
• set a pay structure;
• choose search channels.

First week

• interviews;
• ID check;
• references;
• role-specific questions.

Second week

• paid trials;
• selection;
• written terms;
• safety file.

First month

• controlled access;
• NSSF confirmation;
• weekly feedback;
• procedure testing.

End of probation

• written confirmation;
• any agreed pay review;
• decision on permanent access;
• training plan.

The main principle

The best household worker is not the person who agrees to every duty for the lowest sum. It is the person whose real skills fit a defined role, whose references can be confirmed and whose working conditions are clear and predictable.

For an international family in Phnom Penh, formalisation is particularly useful because language, cultural expectations and uneven legal practice increase the chance of misunderstanding. Written rules, NSSF checking, a paid trial, limited access and respectful feedback make the home safer and the employment fairer.

This article is for general information and is not legal, employment, tax, immigration or child-safety advice. Current NSSF procedures, contributions and employment rules should be confirmed for the particular household and worker.

Sources

1. Kingdom of Cambodia — Labour Law 1997, including the definition of domestic workers. Accessed 19 July 2026.
2. Kingdom of Cambodia — Law on Social Security Schemes 2019, including treatment of household employers and domestic workers. Accessed 19 July 2026.
3. National Social Security Fund — Prakas No. 168/22 on registration of enterprises, establishments, house owners employing domestic workers and workers, and relevant contribution procedures. Accessed July 2026.
4. International Labour Organization — ASEAN domestic-worker rights and social-protection review, 2024. Used for regional and Cambodian implementation context. Accessed 19 July 2026.
5. Ministry of Labour and Vocational Training — current Cambodian labour-law materials and domestic-employment initiatives. Accessed July 2026.

Frequently asked

Do I need a written agreement with a household worker?

Even where practice is informal, written duties, hours, pay, rest, access and termination rules protect both sides and reduce everyday conflict.

Does a household worker need to be registered with NSSF?

Cambodia’s social-security framework expressly recognises household employers and domestic workers. The current registration route, contribution basis and practical implementation should be confirmed directly with NSSF.

Can I install cameras to monitor a nanny or cleaner?

Cameras do not replace references and direct supervision. The worker should be informed in advance, cameras should never be placed in bathrooms, changing areas or a private bedroom, and recording should not become degrading continuous surveillance.

What should I check before a driver transports a child?

Identity, a valid licence for the vehicle, references, accident history, sobriety, route knowledge, child-restraint procedures, insurance and the response plan for an incident.