Myanmar
Min. wage
(x12 payments)
K7,800 /day
About the minimum wage
Employer tax
Annual leave
10 days
Learn about annual leave
Notice period
30 days min
Termination and notice info
Updated
Sep 2026
Standard employment is indefinite/permanent and must use the Ministry of Labour's prescribed bilingual employment contract template, registered with the Township Labour Office.
Fixed-term contracts must state defined start/end dates; typically run up to 2 years, and after ~2 renewals the relationship is generally treated as converted to indefinite. Final settlement due within 7 days of expiry.
Two overlapping regimes: Shops and Establishments Law caps office/retail at 8hrs/day, 44hrs/week; Factories Act 1951 caps factory workers at 8hrs/day, 48hrs/week. Overtime paid at 2x basic hourly wage (3x on public holidays), capped at 12 hrs/week.
Maximum 3 months, cannot be extended. Employee resigning gives 7 days' notice; employer terminating gives 30 days' notice or 1 month's salary in lieu.
Myanmar law does not mandate a 13th/14th month salary or year-end bonus; voluntary Thingyan/year-end bonuses are common but discretionary.
No broad published list of job titles reserved for nationals, but foreign hires require DICA/Ministry of Labour work permits under sector- and company-size-specific Foreign Workers' Quota notifications.
Employers contribute 3% of monthly salary to SSB, mandatory for businesses with more than 5 employees, capped at MMK 300,000/month salary base (max MMK 9,000/employee/month).
Employees contribute 2% of monthly salary to the SSB Health and Social Care Fund, capped at the same MMK 300,000/month base (max MMK 6,000/employee/month).
In addition to statutory leave, employees are entitled to the following statutory benefits:
Myanmar's Social Security Board (SSB) scheme under the Social Security Law 2012 is mandatory for employers with more than 5 employees, rate unchanged since 1 April 2014.
Benefits funded: medical/health care, maternity, sickness, employment injury, death/funeral grant, old-age pension.
Employment-injury protection for SSB-registered employers (generally 5+ employees) is bundled within the standard 3%/2% SSB contribution — no additional employer premium.
Severance ('compensation for loss of employment') is payable on termination without cause under Ministry of Labour Notification No. 84/2015, tiered by service length:
No severance for gross misconduct or expiry of a fixed-term contract on its own terms.
Myanmar does not have a statutory 13th- or 14th-month salary requirement. Any year-end or Thingyan bonus is entirely discretionary.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
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.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
