Employment in Myanmar

Myanmar's employment system combines direct recruitment by companies, Labour Exchange Office matching, listings through myanmarjob.gov.mm and recruitment through permitted private internal agencies. The Ministry of Labour (MOL) and its Department of Labour (DOL) manage employment selection, placement and worker-employer matching. A Labour Exchange Office (LEO), called အလုပ်အကိုင်နှင့်အလုပ်သမားရှာဖွေရေးရုံး locally, registers workers, keeps employer and vacancy information and can support matching. Myanmar has an official network of 83 LEO offices, but access and service availability depend on the township or district. Jobseeker services supplied by permitted private internal agencies must be free of charge; training, skills assessment and private agency charges can vary, and no universal current tariff is evidenced. Overseas employment uses MOL, LEO and agency channels but is a separate migration-related pathway. The 2024–25 Myanmar Socio-Economic Performance Survey reported employment for 60.9% of the working-age population, compared with 56.8% in 2023, and about 2.1 million more people employed, including approximately 300,000 salaried workers. Wage employment represented 25.3% in 2024, down from 26.3% in 2023 and well below 38.2% in 2017. The reported share was 23% for women and 27% for men. Employment also shifted from industry and services toward agriculture. These national figures do not establish conditions in a particular state, region or township. Conflict, displacement and disasters can interrupt access to jobs and public services, especially in affected areas. For covered establishments, the employer should provide an individual employment contract within 30 days after appointment. The formal contract framework applies to factories, workshops, workplaces, companies and businesses with at least five workers, including temporary daily- or piece-rate workers in government departments and organizations. The relevant Township or District LEO approves the contract. It should state the job, probation or training, wage or salary, workplace, term, working hours, overtime, rest days, holidays, leave, meals, accommodation, medical and travel arrangements where applicable, workplace rules, resignation and termination terms, benefits and amendment procedures. Small family businesses and informal work frequently remain outside full formal coverage, so the absence of a contract can affect proof of wages, leave, insurance and other protections. For covered employers, the nationwide base minimum wage is 4,800 MMK for an eight-hour day, or 600 MMK per hour, under Notification 2/2018. Notification 1/2025 added 1,000 MMK from 1 October 2025 on top of earlier 2,000 MMK allowances, producing a total of 7,800 MMK for an eight-hour day where the measure applies. The new allowance excludes small and family businesses with fewer than 10 workers, so the establishment's size and type must be checked. Commercial, production and service wages are paid in cash. Agriculture and livestock work can include property valued at the regional rate only where local custom, majority preference or a collective agreement supports it. Employers should display the applicable rate and keep wage records. Deductions are restricted except in legally notified cases. Working-time limits depend on the workplace law. Under the Factory Act, the usual maximum is eight hours per day and 44 hours per week, or up to 48 hours per week for continuous-process work. A 30-minute break follows no more than five hours of work, and working time plus breaks should not exceed 10 hours per day. Under the Shops and Establishments Law, the usual maximum is eight hours per day and 48 hours per week, with a 30-minute break after no more than four hours and a combined work-and-break limit of 11 hours per day. Work normally cannot exceed six days per week, and workers receive at least one weekly rest day. Overtime and holiday work involve consent, inspection procedures and the applicable payment rules. The Leave and Holidays framework provides 10 days of earned leave after 12 months of continuous service, six days of casual leave and up to 30 days of medical leave under current Ministry of Labour public guidance. Weekly rest and public holidays are paid subject to the applicable conditions. Employers must keep leave records. Unused earned leave is compensated when employment ends through resignation, termination or death, with payment due within two working days. Maternity protection through the Social Security Board (SSB) provides at least six weeks before delivery and eight weeks after delivery, or at least 14 weeks in total, for covered insured workers. Miscarriage leave can extend to six weeks, and an insured worker can receive 15 days of paternity leave. Cash benefit eligibility depends on employment and contribution periods. The SSB is Myanmar's Social Security Board, which administers social insurance for covered workers. Compulsory registration applies to specified establishments once the Ministry-determined worker threshold is met. Seasonal farming and fishing, establishments operating for less than three months, family-only businesses without workers, non-business domestic service, street vending and some daily, part-time, piece-rate or occasional outside workers are excluded from compulsory coverage. Voluntary insurance may be possible. Coverage is therefore not universal: on 10 September 2026, the SSB portal reported 35,532 registered workplaces and 1,342,671 insured workers, figures that describe the SSB system rather than Myanmar's entire employed population. SSB benefits can include health and sickness care, maternity and confinement benefits, family assistance, invalidity, superannuation, survivors' benefits, unemployment support and employment-injury protection. Insured workers can use SSB clinics, hospitals and contracted providers. Sickness cash benefit generally requires at least six months of employment and four months of contributions during the previous six months; it can pay 60% of average wages for up to 26 weeks. Maternity cash benefit generally requires at least one year of employment and six months of contributions during the previous year; it can pay 70% of average wages. During an SSB sickness, maternity or temporary-disability benefit period, the employer may not dismiss, terminate or demote the worker on that basis. A worker's contribution cannot be shifted to the worker through deductions beyond the lawful rate. The SSB rules provide several contribution funds. The current SSB calculator visibly uses a 2% employer contribution and 2% worker contribution for health and social care. Rules for disability, superannuation and survivors' funds state 3% from each side, the unemployment fund states 1% from each side and the basic employment-injury rate is 1% from the employer. Effective collection of additional funds and later rate updates should be confirmed with the SSB. Employers remit contributions monthly, no later than 15 days after the end of the month. Workers should keep their contract, payslips or wage records, leave records and SSB evidence and check which establishment and Township SSB office are responsible. An insured worker who loses employment involuntarily or because of permanent closure may qualify for SSB unemployment support after at least 36 months of contributions. The worker must be healthy, able and willing to work, register with the relevant LEO and report monthly to the LEO and SSB. Voluntary resignation and dismissal for misconduct are excluded. The benefit is 50% of average wages for up to two months at 36 months of contributions, with one additional month for each further 12 months, up to six months. This is not general unemployment cover for informal or casual workers. For retirement, the SSB rules use age 60 and 180 months of contributions for a pension calculated as 15 times average monthly wages, payable in instalments or as a lump sum. With 12 to fewer than 180 months, the rule provides 40% of contributions plus interest; with fewer than 12 months, the worker receives the worker contribution as a lump sum. Claims go through the Township SSB office, and insurance continuity depends on the next establishment's coverage or voluntary continuation. Workers should follow workplace rules, occupational safety requirements, leave procedures and absence-notification requirements. Employers should provide and approve contracts, display wage rates, keep wage and leave records, register and contribute to the SSB where required and report serious occupational accidents immediately to the Township SSB. FGLLID, the Factories and General Labour Laws Inspection Department, DOL, LEO and SSB handle different employment-related complaints and services, so the responsible office depends on whether the issue concerns inspection, placement, contract, wages, insurance or an accident. Enforcement access is less predictable in informal work and crisis-affected areas. A worker who resigns generally gives one month's notice under current practice, settles outstanding wages and unused earned leave, and normally receives no severance for a voluntary resignation. Employer termination generally requires a valid reason together with one month's notice or pay in lieu and tenure-based severance under Notification 84/2015 and the contract. The exact severance table and current approved contract should be checked with MOL or the responsible labour office because termination rules belong mainly to the labour-law area. Skills progression can use the National Skills Standards Authority (NSSA), accredited assessment or training centres and occupational competency assessment. NSSA national skill certification can be available to local workers, migrant workers and returnees, but training and assessment fees depend on the centre.