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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Myanmar has a diverse workforce with individuals possessing a range of skills and expertise.
English is widely spoken in Myanmar, especially among the younger population. This can be advantageous for companies with a global focus, as communication with international clients or partners may be smoother.
Labour costs in Myanmar may be relatively lower compared to some other countries. Employers looking to manage expenses may find Myanmar to be a cost-effective option for certain roles.
With the growth of remote work, employing individuals from Myanmar can be an option for companies looking to diversify their talent pool. This allows access to skilled workers without the need for physical relocation.
In Myanmar, one of the prevalent legal frameworks governing employment is the Employment and Skills Development Law. A key requirement is that companies must formalize their employment relationships by entering into written contracts with their employees within the initial 30 days of employment. The employment contract should include:
Employers and employees can agree on a probation period, but it shouldn't be longer than three months. The law doesn't give many details about it, so it's important for employers to discuss and outline the terms in the employment contract.
The regular workweek is 8 hours per day and should not go beyond 48 hours each week.
Any hours worked beyond the regular 48 hours per week in Myanmar are considered overtime and are compensated at a rate of 200% of the employee's usual pay rate. For shop and establishment employees, the maximum overtime allowed is 12 hours per week, while factory workers have a maximum of 20 hours per week.
As of August 1, 2024, the minimum wage in Myanmar is set at MMK 6,800 per day for an 8-hour workday, which translates to an hourly wage of MMK 850. This wage increase includes additional allowances and applies to private-sector employees working for companies with more than 10 employees. The monthly minimum wage, based on a standard 26-day work month, would be approximately MMK 176,800.
Myanmar's laws do not include provisions for 13th salaries. However, employers often provide bonuses at their discretion.
In Myanmar, individual income tax is calculated using progressive rates ranging from 0% to 25% as follows:
Employees can qualify for a pension at age 60 after contributing for a minimum of 180 months. There are also pensions available in cases of disability, partial retirement, and for survivors.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Myanmar tailored to your needs.
As per the Department of Labour practices in Myanmar, an employee can only be terminated for reasons outlined in the employment contract or work rules. These reasons may include:
Employers must give advance notice before terminating an employee. The usual notice period is one month.
Severance pay in Myanmar is determined based on the length of employment:
On average, Myanmar observes 16 public holidays per year.
In Myanmar, the Social Security plan, outlined in the 2012 Social Security Law, gives employees benefits like leave and specific money for different needs. Employers with up to five workers can choose to join, but many companies do so from the start. Benefits include:
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