本文作者/The Authors：
尼尚特 · 乔杜里
Nishant Choudhary
玛 · 敏祖
Mya Myintzu
本文译者/The Translator：
郑采薇 Zheng Caiwei
一、前言 Foreword
作为中国的近邻国家，缅甸拥有其自身独特的国情和复杂的社会经济环境。要在缅甸这片土地上成功开展并经营业务，深入了解并熟悉当地的劳动法律法规显得尤为重要且不可或缺。本手册旨在向中国企业介绍缅甸劳动法的基本结构和核心要点，以助于企业避免法律风险，确保合法运营。
As China's immediate neighbor, Myanmar presents a unique national context and a complex socioeconomic landscape. For any enterprise seeking to establish and sustain operations here, a thorough grasp of local labor laws and regulations is not merely advantageous—it is indispensable. This handbook is intended to give Chinese businesses a concise yet comprehensive introduction to the structure and essentials of Myanmar's labor legislation, enabling them to minimize legal risks and remain fully compliant.
在《缅甸劳动法概览》中，由经验丰富的律师Nishant Choudhary、Mya Myintzu担任主笔，详细阐述了缅甸劳动法的详细内容，并为雇主提供了明确的操作指南。本手册是《缅甸劳动法概览》的中文译本，针对在缅甸的中国企业之特殊需求，对原著进行了筛选和编排，我们期望通过本手册的普及，增进中国与缅甸在劳动法领域的沟通与协作，携手推动两国经济的兴旺发展。
In the Myanmar Labor Law Overview, authored by the experienced attorneys Nishant Choudhary and Mya Myintzu, offers an in-depth exposition of the relevant statutes and practical guidance for employers. This Chinese edition is a translated and reorganized version of that text, tailored to the specific needs of Chinese enterprises operating in Myanmar. By disseminating this handbook, we hope to foster closer dialogue and collaboration between China and Myanmar in the field of labor law and, together, advance the economic prosperity of both countries.
（下文为《缅甸劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之缅甸篇）
(The following content is excerpted from the Myanmar Labor Law Overview - Part A. For the full version, refer to the Myanmar Chapter in the Invitation to Contribute to The Labor Law Environment Report of the “Belt and Road” Countries.
二、劳动法体系 Labor Law System
（一）劳动法体系 Labor Law System
缅甸目前尚无一部统一的劳动法典，而是采用“分散式”立法：劳动合同、工时、工资、社保、工伤、纠纷解决等分别由多部法律、条例、部长通知共同规制。法律渊源以2008年《宪法》为顶层，确保工人享有平等就业、公平报酬、安全工作环境及免歧视、免强迫劳动等基本权利；缅甸已批准ILO核心公约（禁止强迫劳动、保障结社自由、废除童工）。实际执法仍处推进阶段，劳工部及政府-雇主-工会三方机构负责政策制定与解释，但在缺乏细则的灰色地带，企业与劳动者仍面临不确定性。
Myanmar does not yet have a single, consolidated labor code. Instead, it follows a "fragmented" legislative approach in which employment contracts, working hours, wages, social security, occupational injury, dispute resolution and other matters are governed by a patchwork of statutes, regulations and ministerial notifications. The 2008 Constitution sits at the apex of this system, guaranteeing workers the fundamental rights to equal employment opportunities, fair remuneration, safe working conditions, freedom from discrimination and freedom from forced labor. Myanmar has also ratified the ILO's core conventions prohibiting forced labor, protecting freedom of association and abolishing child labor. In practice, enforcement is still evolving. The Ministry of Labor, together with tripartite bodies composed of government, employer and trade-union representatives, is responsible for policy making and statutory interpretation. Yet where detailed implementing rules are absent, grey areas remain, leaving both enterprises and workers exposed to uncertainty.
（二）过去一年主要变化 Key developments in the past year
最低工资：2024年8月1日起，国家最低工资委员会对雇佣10人以上的企业，每日在原有4,800缅元基础上再增津贴1,000缅元，合计日最低工资6,800缅元（约3.2美元）。
Minimum wage: With effect from 1 August 2024, the National Minimum Wage Committee introduced an additional daily allowance of MMK 1,000 on top of the previous MMK 4,800 for enterprises employing ten or more workers. The statutory minimum wage is now MMK 6,800 (approximately USD 3.20) per eight-hour working day.
兵役法影响：2024年2月10日起实施的《人民兵役法》要求雇主为服役员工保留原职或同等职位，违者最高可处3年监禁并罚款；2025年1月23日配套《兵役规则》要求雇主按“相关法律”支付服役期间工资，但金额、期限及政府补贴机制未明，企业操作存在不确定性。
Impact of the conscription law: The People's Military Service Law, which took effect on 10 February 2024, obliges employers to reinstate employees to their former-or an equivalent-position upon completion of military service. Non-compliance is punishable by up to three years' imprisonment and/or a fine. The accompanying People's Military Service Rules published on 23 January 2025 further require employers to pay wages during the period of service "in accordance with relevant laws," but provide no guidance on the amount, frequency or duration of such payments, nor on any subsidies or reimbursement by the state, leaving employers with significant uncertainty.
三、雇佣条款 Employment Terms
（一）员工身份 Employee Status
法律不区分蓝领/白领、全职/兼职，所有劳动者均适用同一套规则。
The law makes no distinction between blue-collar and white-collar workers, nor between full-time and part-time employees. The same set of rules applies to all workers.
（二）合同关系 Contractual Relationship
除公务员及岗前培训外，雇主必须在用工后30日内与员工签订书面劳动合同。劳工部第140/2017号通知提供了强制使用的标准模板（SEC），合同须列明：雇佣类型、职位、试用期、工资、工作地点、合同期限、工作时间、休息休假、加班、膳食住宿、交通、培训义务、解除条件、双方权责、变更程序等。双方可另行约定绩效、保密、竞业限制等附加条款，但不得违反强制性法律。
Except for civil servants and pre-employment trainees, an employer must sign a written employment contract with every employee within 30 days of commencement. Ministry of Labor Notification No. 140/2017 mandates the use of a standard template (“SEC”) which must include: type of employment, job title, probation period, wages, workplace, contract duration, working hours, rest days and leave, overtime, meals and accommodation, transportation, training obligations, termination conditions, rights and duties of both parties, amendment procedures, etc. Additional clauses—such as performance targets, confidentiality, and non-compete restrictions—may be added provided they do not violate mandatory law.
（三）工作时间 Working Hours
商店、商业机构：每日≤8小时，每周≤48小时。
工厂（中等风险）：每日≤8小时，每周≤44小时；连续生产可放宽至48小时。
矿山：每日≤8小时，通常每周5天共40小时；连续作业可至48小时。
连续工作4-5小时后须给予不少于30分钟休息（不计入工时）。
Shops and commercial establishments: ≤ 8 hours per day, ≤ 48 hours per week.
Medium-risk factories: ≤ 8 hours per day, ≤ 44 hours per week; continuous-process factories may extend to 48 hours.
Mines: ≤ 8 hours per day, normally 5 days (40 hours) per week; continuous operations may reach 48 hours.
After 4–5 consecutive hours of work, an uninterrupted rest period of at least 30 minutes must be granted (it is not counted as working time).
加班：日工时>8小时即算加班。
商店雇员加班每周≤12小时（特殊情形16小时）。
非连续生产工厂每周≤20小时。
连续生产工厂每周≤12小时。
矿山每周≤8小时。
休息日或法定假日加班须员工同意，应优先补休，否则按法定倍数付酬，且须事先取得劳动部门批准。
Overtime: Any work beyond 8 hours per day is overtime.
Shop employees: ≤ 12 hours per week (16 hours in exceptional cases).
Non-continuous factories: ≤ 20 hours per week.
Continuous-process factories: ≤ 12 hours per week.
Mines: ≤ 8 hours per week.
Work on weekly rest days or public holidays requires the employee's consent; compensatory leave should be given first, failing which statutory premium pay applies. Prior approval from the labor authority is mandatory for such overtime.
（四）工资 Wages
工资须用缅元或央行认可外币按月支付；100人以下单位最迟月底付薪，其他单位次月5日内；离职员工工资须在离职后2日内结清。法律禁止单方面降薪，仅允许依法代扣个税、社保等。最低工资：适用≥10人企业，现行日薪6,800缅元；<10人企业及家族企业可豁免。
Wages must be paid in Myanmar Kyat or any foreign currency approved by the Central Bank of Myanmar on a monthly basis. Establishments with fewer than 100 employees: wages must be paid by the end of the month. All other establishments: within five days after month-end. Final wages for departing employees must be settled within two days of termination. Unilateral wage reductions are prohibited; only statutory deductions (income tax, social-security contributions, etc.) are allowed. Minimum wage: MMK 6,800 per eight-hour day for enterprises with 10 or more employees. Businesses with fewer than 10 workers and family-run enterprises are exempt.
（五）其他条款 Other Terms
试用期：最多3个月，计入连续工龄；双方解约须提前1个月通知。
保密：成文法无专门规定，由诚信原则及合同约定产生。
不诋毁：合同约定有效，但不得过度限制言论自由。
假期：
年假：连续服务12个月且每月出勤≥20天者享10天；第一年通常按比例折算。
事假：每年6天，单次≤3天，不得跨年累积。
病假：服务满6个月凭医疗证明可享30天带薪病假；未满6个月无薪。
产假：产前6周+产后8周；需满6个月工龄方可带薪，可与病假合并。
公共假日：按政府年度公布执行，带薪休假。
Probation: Maximum three months, counted as continuous service. Either party may terminate with one month’s notice.
Confidentiality: No express statutory provision; duty arises from the principle of good faith and contractual clauses.
Non-disparagement: Valid if contractually agreed, but must not unduly restrict freedom of speech.
Leave entitlements:
Annual leave: 10 working days after 12 consecutive months of service with at least 20 working days per month; pro-rata in the first year.
Casual leave: 6 days per calendar year, maximum 3 days per occasion, non-cumulative.
Sick leave: 30 days with pay after six months of service (medical certificate required); unpaid if service is shorter.
Maternity leave: 6 weeks prenatal + 8 weeks postnatal, paid only after six months of service; may run concurrently with sick leave.
Public holidays: As announced annually by the government, with full pay.
四、限制性条款 Restrictive Covenants
（一）竞业限制条款 Non-Compete Clauses
任何“限制他人从事合法职业”的协议在限制范围内无效，但实践中如期限、地域、范围合理，仍可约定。
Any clause that "restricts another person from engaging in a lawful occupation" is void to the extent of the restriction; in practice, however, such clauses may still be agreed upon if the duration, geographical scope and extent are reasonable.
（二）服务期条款 Service Period Clauses
若雇主出资培训，可与员工约定服务期；法律未规定违约金，须双方公平约定。
If the employer pays for training, it may agree on a compulsory service period with the employee. The law does not prescribe any statutory penalty for breach; the parties must determine a fair and reasonable amount by mutual agreement.
（三）禁止招揽条款 Non-Solicitation Clauses
合同可禁止离职员工挖角客户或同事，但须合理；司法实践中举证困难，执行率较低。
A contract may prohibit a former employee from soliciting clients or colleagues, but the restriction must be reasonable. In practice, however, courts find it difficult to obtain evidence, so such clauses are rarely enforced.
五、数据隐私法 Data Privacy Law
缅甸尚无专门个人数据保护法。《电子交易法》要求：用人单位收集员工信息须获同意；数据仅得用于“经同意的业务目的”或法律要求的情形；用人单位须以相应保密级别保护数据，未经同意不得向第三方披露。
Myanmar currently has no stand-alone personal-data-protection law. Under the Electronic Transactions Law, employers must obtain consent before collecting employee information; the data may be used only for the "business purpose for which consent was given" or as required by law. Employers must safeguard the data at an appropriate level of confidentiality and may not disclose it to any third party without consent.
六、外国公司、外籍工人雇佣规则 Rules on Hiring by Foreign Companies and Foreign Workers
（一）外国公司 Foreign Companies
在缅甸直接用工前，外国公司须先设立法律实体；注册完成前，可通过政府许可的招聘机构进行“外包式”用工，由招聘机构与劳动者签劳动合同并承担雇主责任，避免外国公司与员工直接建立劳动关系。法律未强制本地雇佣比例，但经济特区可能设限。代表处、分公司等注册实体均享有直接雇佣权。
Before hiring directly in Myanmar, a foreign company must first establish a legal entity. Until registration is complete, it may use a government-licensed recruitment agency to engage workers on an "outsourced" basis: the agency signs the employment contracts and assumes all employer liabilities, preventing a direct employer-employee relationship with the foreign company. There is no statutory local-hiring quota, although special economic zones may impose their own requirements. Representative offices, branch offices and other registered entities all have the right to hire employees directly.
（二）外籍工人准入限制 Entry Restrictions for Foreign Workers
外籍员工须持商务签证（70天）入境；受雇于缅甸投资委员会（MIC）许可项目或央行监管银行的工作人员，需事先取得MIC或央行批文。无“工作许可”制度，但需公司出具担保信。
Foreign employees must enter Myanmar on a business visa (70-days stay). Those who will work for a project licensed by the Myanmar Investment Commission (MIC) or for a bank supervised by the Central Bank of Myanmar must obtain prior approval from the MIC or the Central Bank respectively. Myanmar has no formal "work-permit" regime, but a company sponsorship letter is required.
首次入境后可申办多次入境商务签证及外国人登记证（FRC），最初有效期为3个月，可延长至6个月，最终可至1年；持FRC者无需每70天出境一次。外籍人士抵境后24小时内须向街区行政办公室及乡镇移民局提交C表（入境报告）。拟连续居住>90日者，须在入境后90天内取得FRC。
After the first entry, multiple-entry business visas and a Foreigner Registration Certificate (FRC) can be applied for: initially valid for three months, extendable to six months, and ultimately up to one year. Holders of an FRC are no longer required to leave the country every 70 days. Within 24 hours of arrival, every foreign national must file Form C (Arrival Report) with the local Ward Administrative Office and Township Immigration Department. Anyone intending to stay continuously for more than 90 days must obtain an FRC within 90 days of entry.
作者简介/About the Authors
尼尚特 · 乔杜里 Nishant Choudhary
Nishant担任DFDL律师事务所缅甸业务的负责人以及区域纠纷解决业务组的负责人。
Nishant拥有多元化的客户组合，为各个行业的领先公司提供服务。他在柬埔寨、缅甸和印度拥有超过19年的法律执业经验。他提供的咨询涉及能源、采矿和基础设施、并购、一般公司和商业、银行和金融（包括金融科技和资本市场）、电信、房地产、航空以及纠纷解决等多个领域。
Nishant对柬埔寨和缅甸法律有着出色的技术和商业理解。除了作为专注于DFDL柬埔寨业务的合伙人外，Nishant还领导DFDL的纠纷解决业务和DFDL缅甸办事处。他经常在各种国家和国际会议和研讨会上发言，并在许多知名国际期刊上发表了多篇文章和论文。
Nishant被大多数主要名录（如Chambers&Partners、IFLR和Asia Law）评为优秀律师，2019年在布鲁塞尔的欧洲议会被授予“40位欧盟－印度商业领袖”称号。
Nishant在印度取得执业资格，并拥有乔治・华盛顿大学法学院的商业与金融法硕士（LL.M.）学位。
Nishant serves as the head of DFDL's Myanmar practice and the regional lead for the firm's dispute-resolution practice group.
Nishant has a diverse client portfolio and works with leading companies across various sectors. He has over 19 years of professional experience practising law in Cambodia, Myanmar and India. He advises on a range of issues, including energy, mining and infrastructure, mergers and acquisitions, general corporate and commercial, banking and finance (including fintech and capital market), telecommunications, real estate, aviation, and dispute resolution.
Nishant has an outstanding technical and commercial understanding of Cambodian and Myanmar laws. In addition to being a partner focusing on DFDL's Cambodia practice, Nishant heads DFDL's Dispute Resolution Practice and DFDL's Myanmar office. He is a frequent speaker at various national and international conferences and seminars. He has authored various articles and papers published in many international journals of repute.
Ranked by most of the leading directories, such as Chambers & Partners, IFLR and Asia Law, Nishant was awarded as a 40 EU-India Business Leader 2019 at the European Parliament in Brussels.
Nishant is qualified in India and holds a Master of Laws (LL.M.) in Business and Finance Law from the George Washington University Law School, Washington D.C.
玛 · 敏祖 Mya Myintzu
Myintzu担任DFDL律师事务所缅甸仰光办事处的法律顾问。她的专业领域包括劳动法、商法、房地产、石油和天然气事务以及土地和法律尽职调查。在DFDL，她主要专注于劳动和就业问题、房地产以及一般公司事务。她还是高级律师，有权在所有自治专区、自治县、地区法院、乡镇法院以及财政部下属的所有税务机关执业。
她协助处理了重大交易，包括收购项目、融资项目以及与公司退出策略相关的审批交易。她的专业知识涵盖多个行业，如能源和基础设施、电信、银行、批发/零售、与并购相关的就业转移、消费者保护、竞争、反腐败、数据保护以及进出口事务。
Myintzu拥有仰光达贡大学的法学学士学位和仰光大学的商法文凭。她精通缅甸语和英语。
Myintzu serves as Legal Counsel at DFDL's Yangon office in Myanmar.. Her areas of expertise include labor law, commercial law, real estate, oil and gas matters along with land and legal due diligence. At DFDL, her primary focus is on labor and employment issues, real estate, and general corporate matters. She is also a higher-grade pleader and is licensed to practice in the courts of all self‐administered divisions, self‐administered zones, district courts, township courts and all revenue‐offices under the Ministry of Finance.
She has assisted in major transactions, including acquisition projects, financing projects, and approval transactions related to company exit strategies. Her expertise encompasses a wide range of sectors such as energy and infrastructure, telecom, banking, wholesale/retail, M&A-related employment transfers, consumer protection, competition, anti-corruption, data protection and export/import matters.
Myintzu holds a Bachelor of Law from Dagon University in Yangon and a Diploma of Business Law from Yangon University. She is fluent in Myanmar and English.
郑采薇 Zheng Caiwei
郑采薇律师执业领域为劳动法和社会保障法。为多家企业提供法律咨询及顾问服务。
郑采薇律师具有法学学科背景，毕业于中南财经政法大学，取得法学硕士学位。
Ms. Zheng specializes in labor law and social security law. She provides legal consultation and advisory services for several enterprises.
Zheng graduated from Zhongnan University of Economics and Law with a Master of Laws degree.
