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》节选内容下半部分，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 B. 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、集体关系 Collective Labor Relations
凡员工满30人的企业必须设立由3名公司代表和3名工会或员工代表组成的工作场所协调委员会，作为内部对话与调解的前置程序；在此基础上，基层工会、乡镇工会直至全国总工会可以层层组建，仅需10%员工同意并向地方登记官备案即可成立，这些工会享有制定章程、提出诉求、集体谈判、罢工和协助起草劳动协议等广泛权利，但法律并未强制要求集体合同，工业领域通常以备忘录形式存在，虽不是法律意义上的“集体合同”，但在实践中被广泛遵守。
Any enterprise with 30 or more employees must establish a Workplace Coordination Committee consisting of three company representatives and three union or employee representatives to serve as the mandatory first step for internal dialogue and mediation. On this foundation, workplace-level unions, township unions, and all the way up to the national confederation can be formed tier by tier, requiring only the consent of 10 percent of the employees and registration with the local registrar. These unions enjoy broad rights such as adopting constitutions, lodging demands, engaging in collective bargaining, calling strikes, and assisting in drafting employment agreements. However, the law does not make a collective agreement compulsory; in the industrial sector the outcome is usually set out in a memorandum of understanding that, although not a "collective contract" in the strict legal sense, is widely observed in practice.
三、解除劳动合同 Termination of Employment
缅甸虽无统一解除劳动合同规范，但标准劳动合同模板已将离职程序惯例化：除可立即解除劳动合同的严重违纪行为外，轻微违纪需遵循三次书面警告和一次书面保证的程序，企业清算或不可抗力等无因解除劳动合同的则须提前30日通知并按连续工龄支付0.5至13个月工资不等的经济补偿；大规模裁员虽无专门条文，但须与工会或工作场所协调委员会协商；孕期、产假、病假、工伤治疗期及参与合法工会活动的员工受到额外保护，违法解除劳动合同可被裁定复职或赔偿。
Although Myanmar lacks a unified statutory code on dismissal, the standard employment contract template has routinized the termination process: apart from gross misconduct that warrants summary dismissal, minor misconduct must follow a sequence of three written warnings and a final written undertaking, while no-fault terminations—such as corporate liquidation or force majeure—require thirty days' advance notice and severance pay ranging from half a month to thirteen months' wages based on continuous service. Mass layoffs are not specifically regulated, but consultation with the trade union or the Workplace Coordination Committee is mandatory. Employees who are pregnant, on maternity or sick leave, undergoing medical treatment for work injuries, or engaged in lawful union activities enjoy additional protection, and wrongful dismissal may be remedied by reinstatement or compensation.
四、劳动争议 Labor Dispute
员工可因用人单位无正当理由解除劳动合同、未发出通知或支付补偿、报复性解除劳动合同或在受保护期间被解雇而提出索赔，实践中多数案件通过调解或仲裁解决，补救措施通常是补发工资加经济补偿而不是复职；同时提醒，缅甸宪法虽然禁止基于种族、宗教、民族和性别的歧视，并确立同工同酬原则，但对年龄、残障、性取向等歧视尚无专门立法，企业宜自行制定平等政策以填补法律空白。
An employee may lodge a claim if the employer terminates the employment without just cause, fails to give the required notice or severance pay, dismisses the worker in retaliation, or ends the contract while the employee is in a protected period. In practice most such disputes are resolved through mediation or arbitration, and the usual remedy is payment of back wages plus statutory severance rather than reinstatement. It should also be noted that, although the Myanmar Constitution prohibits discrimination based on race, religion, nationality or sex and enshrines the principle of equal pay for equal work, there is still no specific legislation covering discrimination on grounds of age, disability or sexual orientation; companies are therefore advised to adopt their own equality policies to fill this legal gap.
劳动争议解决机制的三级递进：先由双方直接协商，再由工作场所协调委员会在7日内内部调解，调解无果后进入劳动纠纷解决法框架：与利益有关的争议先经乡镇调解机构7日内调解，若调解失败再提交仲裁庭14日内裁决，裁决具有终局效力；权利争议可直接诉至劳动法院；非基本服务允许罢工或闭厂，基本服务（水电、医院等）则只能强制仲裁。
Disputes are processed through a three-tier mechanism. First, the parties attempt direct negotiation; if that fails, the Workplace Coordination Committee must try to settle the matter internally within seven days. If conciliation is unsuccessful, the case enters the Labor Dispute Settlement framework: for benefit-related disputes the township mediation body has seven days to mediate and, should that fail, the matter is referred to an arbitration tribunal for a final decision within fourteen days; rights disputes may be brought directly before the labor court; while strikes or lock-outs are permitted for non-essential services, essential services such as utilities and hospitals are limited to compulsory arbitration.
五、社会保险制度 Social Security System
员工满5人的企业须在开业30天内到乡镇社保局登记并缴纳保费，目前实际运行的三大基金为健康与社会护理基金、工伤福利基金及家庭援助基金。健康基金覆盖疾病医疗、生育福利、退休医疗、家庭援助及失业救济，工伤基金则按雇主责任险模式为工伤员工提供免费治疗、伤残津贴和遗属津贴，缴费年限越长待遇越高，而养老与失业基金虽已立法但尚未启动缴费。
Any enterprise with five or more employees must register with the township social-security office and begin paying contributions within thirty days of commencing business. At present only three funds are operational: the Health and Social Care Fund, the Employment Injury Benefit Fund, and the Family Assistance Fund. The health fund covers medical treatment for illness, maternity benefits, post-retirement healthcare, family assistance and unemployment support, while the employment-injury fund operates like an employer-liability scheme, providing injured workers with free medical treatment, disability allowances and survivors' pensions, the level of which rises with the length of contributions. Legislation for old-age and unemployment funds already exists, but contribution collection has not yet started.
《1923年工人赔偿法》对月薪不超过四万缅元的员工有效，赔偿项目包括死亡、永久或暂时伤残的一次性补偿，但已参加社保并缴纳工伤基金的企业直接适用社保体系，员工若已提起民事赔偿诉讼则丧失该法下的赔偿资格，从而形成“社保优先、工人赔偿法兜底”的双轨格局。
The Workmen's Compensation Act 1923 remains in force for employees earning no more than MMK 40,000 per month, offering lump-sum payments for death, permanent or temporary disablement. Enterprises that have joined the social-security system and are paying into the employment-injury fund are governed exclusively by that system; an employee who has already filed a civil damages suit forfeits any entitlement under the 1923 Act. The result is a dual-track regime in which social security takes precedence and the Workmen's Compensation Act serves as a residual safety-net.
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.
