What you'll learn
- Country Introduction
- Tax Breakdown for Employers
- Statutory Leave Laws
- Minimum Wage and Working Hours
- Termination Process
- Additional Information
Myanmar, formerly known as Burma, is a country in southeast Asia, bordered by Bangladesh, India, China, Laos, and Thailand. The country is rich in natural resources, and endowed with renewable energy and high solar power potential. The country is home to many diverse ethnic groups, of which 135 are officially recognized.
Paid Leave and Statutory Leave
Parental Leave
Pregnant employees are entitled to 14 weeks of paid maternity leave, paid for by social security. The leave can begin 6 weeks before the due date, and last until 8 weeks after the birth. Employees can also take adoptive leave. Fathers can receive paid paternity leave for the first 15 days after their child is born. Employees can also take adoptive leave.
Sick Leave
Employees who have worked at their company for at least 6 months are entitled to 26 weeks of sick leave, of which the first 30 days are paid.
Paid Leave
Myanmar has 16 public holidays, and employees are entitled to 10 days of paid time off each year.
Wage Requirements and Working Hours
The minimum wage is MNK 4,800 per day, and the standard workweek is 48 hours per week at 8 hours per day. Overtime is paid at 200% of the regular rate, and is not permitted mast midnight.
Termination Process
Process
Employers can terminate employment contracts with just cause, as long as they provide written notice and an explanation for the termination. If the reason for termination is misconduct, the employee must receive 1 written and 2 verbal warnings and be given a chance to explain their actions. If a violation is made within 1 year of the third warning, the employer can dismiss the employee without notice or severance.
Notice Period
The average notice period is Myanmar is 1 month.
Severance Pay
Severance pay for terminations is based on the length of employment:
- 6 months-1 year = 0.5 months of wages
- 1-2 years = 1 month of wages
- 3-4 years = 2 months of wages
- 4-6 years = 4 months of wages
- 6-8 years = 5 months of wages
- 8-10 years = 6 months of wages
- 10-20 years = 8 months of wages
- 20-25 years = 10 months of wages
- 25+ years = 13 months of wages
Additional Information
While there is no legal provision in the law regarding a 13th month salary, many employers give out a bonus at the end of the year.
★ 3% - Social Security
Simplified Global HR and Payroll.
Let’s work on it together.
We've made the process really simple
with only 3 steps.
Remote candidate
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Cost Calculation
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Onboarding & Admin
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
