Myanmar working DaysBurma Working Days
Myanmar's new employment legislation survey
LEEGISLATIONS and regulations relating to work and occupation in Myanmar have been consolidated by a United Nations agencies into a unique frame covering important topics such as minimal wages, holiday, health leaves and children's work. On 28 September, the International Labor Organization (ILO) issued its guidelines on labor laws in Myanmar.
As of 2011, Nay Pyi Taw has been asking the ILO for assistance in its legislative reforms, in particular to assist the ILO in carrying out a revision of employment legislation to identify loopholes and duplications, to improve the regulatory environment in line with global labor norms and to consolidate the many pieces of legislation in a more consistent way.
In this context, the new book summarizes many of Myanmar's labor laws resources in a unique context and provides information on ISAs. As part of its programme of reforms and with the aim of adhering to global labor norms, the National League for Democracy-led administration has drafted and amended labor laws.
"There is a low level of consciousness and appreciation of domestic labor law and labor standards among both Myanmar's labor force and employees. Translating pertinent legislation and regulation is either hard or even impossible for various global players. He noted that "the present inconsistent legislative environment, which includes both legislative proposals and drafts affecting the employment markets, leads to disarray regarding the statutory entitlements and duties of employees and management.
Myanmar's legislation and regulation used in this guidance includes: Wage Payments Act (2016), Factory Act (amended 2016), Shop and Operations Act (amended 2016), Holiday and Holiday Act (amended 2006), Criminal Code (1974), Children's Law (1993), Overseas Employment Act (1999), Human Trade Act (2005), Labour Organisation Act (2011), Dispute Resolution Act (2012), Minimum Wages Act (2013), Foreign Investment Law (2013) and Special Economic Zones Act (2014).
It is an 8-hour per diem and does not contain any extra work, bonus, incentive or other benefits and must therefore be treated as such. Part-timers must be remunerated on a pro-rata payment base. Adults working in plants, businesses and businesses are not allowed to work more than 8 or 44 working days per workday.
Working times within a working day must be fixed and fixed in such a way that employees do not work more than five consecutive working times without a minimum of 30 minutes' break. However, the working day, which consists of working and resting times, may not be longer than a maximum of 10 in all.
Where there are specific circumstances requiring extra work, employees in stores and businesses should not work more than 16 working time per week. However, if there are specific circumstances requiring extra work, the number of working time should not be more than 16 people. In addition, working late must not go beyond 12 o'clock. There is a guideline on working time for factory workers: for those who do not work continuously, the maximum number of working time is 20 working time per week, i. e. 15 working time from Monday to Friday (3 x 5 days) and 5 working time on Saturdays.
Employees who work more than 8 or 44 working days per working hour must be remunerated for double the amount of salary (without bonuses) for extra work. Masculine adults in plants working continuously start working more than 48 working hourly per week with double the normal payroll.
Employees who have to work on a bank vacation receive twice the standard pay plus a cost-of-living allowance. 2. Religiourous feasts for non-Buddhists can be taken after consultation between employee and company, but do not have to be remunerated. If they are unable to work due to sickness, they must be granted sick leaves without deducting from their salaries.
Employees who present a doctor's report may take up to 30 days per year off with pay after at least six-month work. Employees who have worked less than six month may take sick time. Expectant women receive six antenatal and eight post-natal holidays, i.e. a combined 14 weekly motherhood holiday.
Dads are eligible for 15 days fatherhood vacation. It is the employer's duty to pay for this holiday, unless the employees make a contribution to the national insurance system. Work contracts must contain rules on resignation and ending the work relationship as well as cessation. In the event that an individual wishes to terminate his work relationship, he must notify the company 30 days in writing with good cause.
In the event that an employe wishes to cancel the contract, he has to notify the employe 30 days inadvocably. In the event that an individual leaves the company, the company must make a settlement on the base of his last wage. Childrens Act states that a child has the right to voluntary work, which is permitted by statute, inclusive of privileges with regard to working, resting and recreational time.
No one under 14 years of age may be engaged and all employees under 18 years of age may work only if a work ability attestation is issued by a certification surgeon/medical professional and the attestation remains in the care of the farm supervisor. Each young worker must have a work ability attestation.
At the factory, 14-15 year olds may not work more than four working hour per days (maximum five working hour if pauses are included). None of the young may be obliged to work in the harshest types of work, as well as in dangerous or unhealthy environments, or in situations that hinder their studies, and in such a way as to impair their morals and humanity.
Of those between the ages of 16 and 17, those who have undergone appropriate professional training, who know and comply with the OSH guidelines and those who are accredited by a general practice physician may work in professions that do not impair their professional growth and morale.