{"id":6114,"date":"2021-04-05T11:10:00","date_gmt":"2021-04-05T11:10:00","guid":{"rendered":"https:\/\/qne.cloud\/mm\/?p=6114"},"modified":"2025-11-24T08:29:35","modified_gmt":"2025-11-24T08:29:35","slug":"myanmar-labour-law","status":"publish","type":"post","link":"https:\/\/qne.cloud\/mm\/myanmar-labour-law\/","title":{"rendered":"MYANMAR LABOUR LAW"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"6114\" class=\"elementor elementor-6114\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0c4ee32 e-flex e-con-boxed e-con e-parent\" data-id=\"0c4ee32\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-3d07eda elementor-widget elementor-widget-heading\" data-id=\"3d07eda\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h1 class=\"elementor-heading-title elementor-size-default\">MYANMAR LABOUR LAW<\/h1>\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-25c4567 e-flex e-con-boxed e-con e-parent\" data-id=\"25c4567\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d8ef6e5 elementor-widget elementor-widget-heading\" data-id=\"d8ef6e5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">OVERVIEW OF MYANMAR LABOUR LAWS<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-37905a9 elementor-widget elementor-widget-text-editor\" data-id=\"37905a9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Myanmar Labour Law : important pieces of labour legislation (including applying rules) are:<\/p><p>Workmen\u2019s Compensation Act (1923)<\/p><p>Leave and Holidays Act (1951) \u2013 last amended 2014<\/p><p>Factories Act (1951) \u2013 last amended 2016\u00a0 Oilfields (Labour and Welfare) Act 1951<\/p><p>Social Security Act (1954) \u2013 to a certain extent still applied<\/p><p>Sections 91-108 Mining Rules (1996)<\/p><p>Law Relating to Overseas Employment (1999)\u00a0 Labour Organization Law &amp; Rules (2011)<\/p><p>Social Security Law (2012)\u00a0 Settlement of Labour Dispute Law &amp; Rules (2012)<\/p><p>Employment and Skill Development Law (2013)<\/p><p>Minimum Wage Law &amp; Rules (2013)<\/p><p>MoL Notification No. 84\/2015 on severance payments<\/p><p>National Minimum Wage Committee Notification No. 2\/2015<\/p><p>MoL Notification No. 1\/2015 on the signing of labour contracts; MoL labour contract template; MoL work rules template; MoL salary payment slip template<\/p><p>Payment of Wages Law (2016)<\/p><p>Shops and Establishments Law (2016)<\/p><p>The applicable Myanmar labour law depends, to a certain extent, on the sector in which an employee is working.<\/p><p><strong>Example 1<\/strong>: The Leaves and Holidays Act protect regular workers, temporary hires and day labourers in all kinds of industries. Cleaners and security guards are not covered.<\/p><p><strong>Example 2<\/strong>: The Factories Act covers workers in factories.<\/p><p><strong>Example 3<\/strong>. The Shops and Establishments Law covers workers in a variety of establishments not used for production. It provides for one free day per week.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ecd2df2 e-flex e-con-boxed e-con e-parent\" data-id=\"ecd2df2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-628b3eb elementor-widget elementor-widget-heading\" data-id=\"628b3eb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">MINIMUM WAGE<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4c4702a elementor-widget elementor-widget-text-editor\" data-id=\"4c4702a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>8 hours working day= MMK 4,800<\/p><p>Example:<\/p><p>8 regular working hours: Ks. 600 x 8 = Ks. 4,800<\/p><p>1 hour overtime: Ks. 600 x 2 = Ks. 1200<\/p><p>Worker to receive at least: Ks. 6,000<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-b030dc3 e-flex e-con-boxed e-con e-parent\" data-id=\"b030dc3\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-78defb7 elementor-widget elementor-widget-heading\" data-id=\"78defb7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">REGULAR WORKING HOURS AND OVERTIME<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-56a7c73 elementor-widget elementor-widget-text-editor\" data-id=\"56a7c73\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><strong>Regular Working hours per day<\/strong>: 8 Hours<\/p><p><strong>Maximum regular working hours per week<\/strong>: 44 hours (48 hours if \u201ccontinuous work\u201d for technical reasons is required)<\/p><p><strong>Maximum overtime hours per week<\/strong>: 12 hours (16 hours if required in special cases)<\/p><p><strong>MYANMAR\u00a0Calculation of overtime wages:<\/strong><\/p><ul><li>For salary earners: Overtime wage per hour = {(salary x 12 month) \/ 52 week x 44 or 48 hrs} x 2<\/li><li>For daily wages worker: Overtime wage per hour = {(daily wage x 6 day) \/ 44 or 48 hrs} x 2<\/li><li>Piece-work labourers: Overtime wage per hour = {(daily average wage x 6 day) \/ 44 or 48hrs} x 2<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-50f9906 e-flex e-con-boxed e-con e-parent\" data-id=\"50f9906\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0c1f7db elementor-widget elementor-widget-heading\" data-id=\"0c1f7db\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">LEAVE AND HOLIDAYS<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e930af6 elementor-widget elementor-widget-text-editor\" data-id=\"e930af6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>According to Myanmar Labour Law, employees are entitled to the following paid leave:<\/p><p><a href=\"https:\/\/www.officeholidays.com\/countries\/myanmar\/2021\" target=\"_blank\" rel=\"noopener\">Gazetted holidays<\/a>\u00a0(in 2021).<\/p><p><strong>Earned leave<\/strong>: After 12 continuous months of work, worker is entitled to 10 days of paid leave in the following year<\/p><ul><li>1 day can be deducted from 10 earned leave days for each month with under 20 working days<\/li><li>If employer and worker agree, unused leave days can be accumulated for up to 3 years<\/li><li>Worker must be paid average wages or average pay for leave days before taking leave<\/li><li>Worker who resigns or is terminated before taking leave must be paid for unused leave based on average daily earning over the last 30 days<\/li><li>If weekly rest day or public holiday falls within earned leave days, the weekly rest day or holiday must be counted as the leave day<\/li><\/ul><p><strong>Casual leave<\/strong>: Up to 6 days during 12 months starting from the first day of work. Unused casual leave is forfeited; it is not carried forward and does not have to be bought up by the employer.<\/p><p><strong>Sick leave (Medial Leave)<\/strong>: Workers are entitled to 30 days of medical leave with full pay if 6 months service has been completed.<\/p><p>If 6 months service has not been completed, \u2018leave without pay\u2019 can be granted for medical needs Medical leave can be joined with Earned Leave.\u00a0If not taken within a year, medical leave is void or cancelled.<\/p><p><strong>Maternity leave<\/strong>: 6 weeks before and 8 weeks after delivery. Employees are entitled to unpaid sick leave of up to 30 days during a year if they have not continuously worked for 6 months. Male employees covered by the Social Security Law (2012) may enjoy 15 days of paternity leave after confinement of their wife.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-fb3fe66 e-flex e-con-boxed e-con e-parent\" data-id=\"fb3fe66\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5d6343e elementor-widget elementor-widget-heading\" data-id=\"5d6343e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">PROBATIONARY PERIOD<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f7fa6ca elementor-widget elementor-widget-text-editor\" data-id=\"f7fa6ca\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Probationary period: Up to 3 months; minimum pay during probationary period: at least 70% of the basic salary.<\/p><p>Training period: not more than 30 months.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-cfac6a2 e-flex e-con-boxed e-con e-parent\" data-id=\"cfac6a2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-8246d99 elementor-widget elementor-widget-heading\" data-id=\"8246d99\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">TERMINATION AND DISMISSAL<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d7a5413 elementor-widget elementor-widget-text-editor\" data-id=\"d7a5413\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"color: #333333;\">In Myanmar Labour Law, both employer and employee can terminate the contract fairly easily.<\/span><\/p><p><span style=\"color: #333333;\"><strong>The employee can terminate the contract:<\/strong><\/span><\/p><p><span style=\"color: #333333;\">During the probationary period: by giving 7 days notice.<\/span><\/p><p><span style=\"color: #333333;\">During the \u201cregular\u201d period: by giving 30 days notice.<\/span><\/p><p><span style=\"color: #333333;\">The employer is not required to pay severance allowance if the employee terminates the contract.<\/span><\/p><p><span style=\"color: #333333;\"><strong>The employer can terminate the contract: <\/strong><\/span><\/p><p><span style=\"color: #333333;\"><strong>During the probationary period<\/strong>: By giving \u201cone month\u201d notice or paying probationary salary for one month. No such payment is required if the employee is dismissed for \u201cimportant reasons\u201d.<\/span><\/p><p><span style=\"color: #333333;\"><strong>During the \u201cregular\u201d period<\/strong>: By giving \u201cone month\u201d notice and paying a severance allowance (see below) of Myanmar Labour Law standard.<\/span><\/p><p><span style=\"color: #333333;\"><strong>Ordinary Misconduct<\/strong>: during the \u201cregular\u201d period; the employer is required three warnings: (i) personal warning, (ii) written warning, (iii) warning which the employee has to sign (specified in Myanmar Labour Law standard).<\/span><\/p><p><span style=\"color: #333333;\"><strong>Grave Misconduct<\/strong>: (specified in Myanmar Labour Law standard work rules; e.g.: stealing, breaking secrets) can be dismissed on the spot without payment of a severance allowance.<\/span><\/p><p><span style=\"color: #333333;\"><strong>Severance Pay<\/strong><\/span><\/p><p><span style=\"color: #333333;\">The amount of the severance allowance is specified in Myanmar Labour Law (Notification 84\/2015 dated 3 July 2015).<\/span><\/p><ul><li><span style=\"color: #333333;\">If resignation of employee, no severance allowance is payable.<\/span><\/li><li><span style=\"color: #333333;\"><span style=\"color: #333333;\">In case of a termination by notice or for insufficient reason, severance allowance is payable as follows:<\/span><\/span><p>\u00a0<\/p><\/li><\/ul><table style=\"height: 618px;\" width=\"755\"><tbody><tr><td width=\"312\"><h6><strong>Term of Employment<\/strong><\/h6><\/td><td width=\"312\"><h6><strong>Severance Allowance<\/strong><\/h6><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">6 months \u2013 1 year<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">\u00bd monthly salary<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">1 \u2013 2 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">1 monthly salary<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">2 \u2013 3 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">1 \u00bd monthly salaries<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">3 \u2013 4 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">3 monthly salaries<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">4 \u2013 6 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">4 monthly salaries<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">6 \u2013 8 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">5 monthly salaries<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">8 \u2013 10 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">6 monthly salaries<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">10 \u2013 20 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">8 monthly salaries<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">20 \u2013 25 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">10 monthly salaries<\/span><\/td><\/tr><tr><td width=\"312\"><span style=\"color: #333333;\">More than 25 years<\/span><\/td><td width=\"312\"><span style=\"color: #333333;\">13 monthly salaries<\/span><\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-82e7092 e-flex e-con-boxed e-con e-parent\" data-id=\"82e7092\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e929d9e elementor-widget elementor-widget-heading\" data-id=\"e929d9e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">SOCIAL SECURITY FUND (SSB)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8b7d97c elementor-widget elementor-widget-text-editor\" data-id=\"8b7d97c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Contribute to the social security fund (Heath, Social care and Injury) from the salary of insured workers as follows:<\/p><p>Total: 3% from employer, 2% from employee (total 5% contribution).<\/p><p>Note: The accepted maximum salary per month to qualify for participation in the social security fund is currently set at 300,000 kyats. Lear more about SSB <a href=\"https:\/\/qne.cloud\/mm\/what-is-ssb-ssb-calculation\/\">here<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-569f080 e-flex e-con-boxed e-con e-parent\" data-id=\"569f080\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b931aaf elementor-widget elementor-widget-heading\" data-id=\"b931aaf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">MYANMAR PERSONAL INCOME TAX<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6ae5290 elementor-widget elementor-widget-text-editor\" data-id=\"6ae5290\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Personal Income Tax calculation is required to pay income tax if a person earns more than MMK 4.8 million per year. Learn more about Personal Income Tax <a href=\"https:\/\/qne.cloud\/mm\/personal-income-tax-calculation\/\">here<\/a>.<\/p><p><a href=\"https:\/\/qne.cloud\/mm\/qne-payroll-software\/\">QNE Cloud Payroll and HR Software<\/a>\u00a0can help HR Professionals get all your payroll ready and able to print Payslips, Overtime calculation, SSB, Personal Income Tax and all other statutory reports and management reports! With QNE Cloud Payroll and HR, handling payroll is no longer a nightmare but easy even with thousands of employees,\u00a0<a href=\"https:\/\/qne.cloud\/mm\/qne\/contact-us\/\">Contact Us<\/a>\u00a0now!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>MYANMAR LABOUR LAW OVERVIEW OF MYANMAR LABOUR LAWS Myanmar Labour Law : important pieces of labour legislation (including applying rules) are: Workmen\u2019s Compensation Act (1923) Leave and Holidays Act (1951) [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[44],"tags":[],"class_list":["post-6114","post","type-post","status-publish","format-standard","hentry","category-blog-post"],"_links":{"self":[{"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/posts\/6114","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/users\/9"}],"replies":[{"embeddable":true,"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/comments?post=6114"}],"version-history":[{"count":0,"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/posts\/6114\/revisions"}],"wp:attachment":[{"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/media?parent=6114"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/categories?post=6114"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/qne.cloud\/mm\/wp-json\/wp\/v2\/tags?post=6114"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}