RECRUITMENT

• Report vacancy list with form (3) to Labour Exchange Office
• Announce vacancies in Newspaper, Journal, Websites, etc…
• Labour Exchange Office will send job seeker list with Form (6) in 7 days
• Screening and Interviewing
• Send appointment letter with original labour registration card of worker to Labour Exchange Office
• Get Form (7) for each appointment

EMPLOYMENT

• Training period (not more than 3 months, not less than 50% of Minimum Wage)
• Probation period (not more than 3 months, not less than 75% of Minimum Wage)
• Appointment (pay not less than 100% of Minimum Wage)
• Employment Contract shall be made within 30 days
• If pre training period and probation period are stipulated before appointment, Employment Contract does not need to be made compulsorily

MINIMUM WAGE

• 4800 MMK per day (8 working hours), 600 MMK per hour (Notification No. 2/2018, 2018-05-14)
• Employer with at least 10 employees shall pay not less than Minimum Wage rate
• Can pay more than Minimum Wage but not less than
• If wage in Employment Contract is less than Minimum Wage rate, it is void

PAYMENT OF WAGES

• If there are 100 workers and above, pay must not be administered later than 5 days after the end of the payment period
• Upon termination, wages must be paid within 2 working days
• If a resignation letter is submitted, wages must be paid at the end of the payment period
• If employee die, wages must be paid to the legally recognized heir within 2 working
  days
• All wages must be paid during the working day

DEDUCTIONS

• Employer can deduct from wages for absences except when such absence is during a public holiday or entitled leave, according to the- law
• Accommodation charges, transportation charges, meal allowances, charges for water, electricity, taxes and errors in payments shall be allowed for deduction
• Employers can deduct from wages for prepaid, expenses and saved or contributed amount according to the law
• Employer can deduct from wages with the judgment of the court of arbitration
• Total amount of deduction above, except when employee fails to perform his/her duties, shall not be more than 50% of the employee’s wages
• Get permission from the Department concerning “why” and “how” prior to making deduction from wages for fines and compensation
• Display the permission document on notification board
• Fines must not exceed the value of damage caused by the action or cost of performance failure of the employee
• Do not deduct without allowing an appeal from the employee
• Do not deduct more than 5% of the monthly wages for fines and compensation
• Every deduction must be well documented and submitted monthly report to the Department
• Fines must be spent for the social welfare of employees
• No deduction of fines is allowed from a worker under 16 years old

WORKING HOUR

• 8 hours per day, 44 hours per week, 48 hours per week for continuous work
• Working hour at a stretch must not exceed 5 hours without at least 30 minutes interval for rest
• Total periods of working hours and intervals for rest must not exceed 10 hours
• There must be one rest day a week

OVERTIME

• Two times of basic wages
• Shall not exceed total 20 hours per week (maximum 3 hours each for Monday to Friday and 5 hours for Saturday)
• Directive No. 615/2/AhLaYa-Law 2/12(1584) (2012-12-11)
• Get permission from Department, with agreement of worker, prior to overtime

WEEKLY REST DAY

• orker is entitled to one paid rest day for a week after completion of working hours per week
• If working is required on weekly rest day, alternative rest day must be provided within 3 days before/after the weekly rest day
• If alternative rest day is provided, worker is not entitled to overtime rate for working on regular weekly rest day
• If alternative rest day is not provided, worker is entitled to overtime rate for working on regular weekly rest day
• If weekly rest day falls between 2 leave days, the weekly rest day must be counted as leave day

2018-10-05