MYANMAR LABOUR
LAW BOOKLET
2023

Get to the point.

Updated 11 July 2023

© VDB LOI Limited 2023
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Published by VDB Loi Co., Ltd April 2023
Version 1.2

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Contents
Recruitment of Local and Foreign Employees.................................. 1
Local recruitment............................................................................. 1
Expatriate recruitment.................................................................... 1
Immigration................................................................................... 2
Business visa.................................................................................... 2
Stay permit...................................................................................... 2
Foreigner registration certificate..................................................... 3
Work Permit..................................................................................... 3
Form C – report of arrival................................................................ 3
Employment Contract .................................................................... 4
Mandatory information to be included in a Myanmar employment
contract........................................................................................... 4
Term of the employment contract .................................................. 5
Probation period.............................................................................. 5
Rights and responsibilities in the employment relationship ........... 5
Wages............................................................................................ 7
Definition of wages ......................................................................... 7
Minimum Wage .............................................................................. 7
Payment of Wage............................................................................ 7
Deduction and fines......................................................................... 7
Working Hours................................................................................. 8
Overtime Requirements ................................................................ 9
Holiday and Leave Requirements...................................................10
Public Holidays............................................................................... 10Type of Leave................................................................................. 11
Social Security Contributions......................................................... 12
Personal Income Tax......................................................................13
Registration and payment of PIT................................................... 13
Termination and Severance........................................................... 13
Termination under the EC Template............................................... 13
Disciplinary dismissal..................................................................... 14
Severance ...................................................................................... 14
Workplace Injuries........................................................................16
Workers’ compensation ................................................................ 16
Duties of employers on occupational safety and health................ 16

Duties of employees on occupational safety and health............... 16
Collective Bargaining and Dispute Resolution................................17
Overview........................................................................................ 17
Settlement of disputes by the Workplace Coordinating Committeeor the employer............................................................................. 17
Conciliation.................................................................................... 17
Arbitration..................................................................................... 18
Consequences of an employer’s non-payment of damages.......... 18
ANNEX 1: EMPLOYMENT CONTRACT..............................................19
ANNEX 2: SAMPLE OF FORM C.......................................................38
ANNEX 3: RATE OF PERSONAL INCOME TAX...................................39

Recruitment of Local and Foreign Employees
Local recruitment
It is a requirement that local and foreign staff receive the same benefits andequal salaries commensurate with the relevant staff member’s professional
level.

Expatriate recruitment
Entities registered in Myanmar, including companies, overseas corporations,and international non-governmental organizations, are allowed to employ
foreigners; however, they should be appointed as personnel qualified tohold expert or senior positions, such as senior manager, or technical andoperational expert or adviser. Foreigners will have to provide evidence of
their expertise in the form of at least a diploma or university degree when
applying for a stay permit. Entities are not required to meet a particular localto-foreign employee ratio, except for those registered in special economic
zones (“SEZs”), where the following ratios apply:• At least 25% of employees must be Myanmar citizens during the first two
years of operations;• At least 50% of employees must be Myanmar citizens for the second two
years; and• From the fifth year of operations on, at least 75% of employees must be
Myanmar citizens.

Page 1

Immigration
Business visa
Foreigners intending to visit Myanmar for business purposes are required toenter the country on a business visa.
1. Single-entry visa
At the time of writing, options to obtain a single-entry business visa are by
applying online or at the relevant Myanmar Embassy overseas. Foreigners are
required to have an invitation letter from an entity registered in Myanmar forthe single-entry business visa application. The maximum stay is 70 days fromthe date of arrival.
Visas on arrival are usually another option, but this service has been
temporarily suspended, and there is no clear date as to when it will berestarted.
2. Multiple entry visa
A multiple-entry visa allows a foreigner to enter Myanmar multiple times
during its validity period without having to reapply for another entry visa.
There are two different types of multiple-entry visas in practice:• Multiple-entry business visa: This is applied for at the relevant Myanmar
Embassy overseas. A multiple-entry business visa will be granted only after
a foreigner has obtained a single-entry business visa at the same Myanmar
Embassy several times (such as at least two or three times).
• Multiple journey special re-entry visa (“MJSRV”): This visa is normallyapplied for and issued with the stay permit. The Department of Immigration
and National Registration is the issuing authority. Its validity ranges fromsix months to one year.

Stay permit
A stay permit is a residence permit that allows a foreigner to stay in
Myanmar for a period of either six months or one year. A stay permit is not
an authorization for a foreigner to work in Myanmar. The application for astay permit is done simultaneously with the MJSRV and foreigner registration
certificate (“FRC”).
MJSRVs and stay permits can be renewed. An extension application must be
submitted at least two months before the expiry date at The Department of
Immigration and National Registration
Page 2Foreigner registration certificate
Foreigners intending to stay in Myanmar for more than 90 days who havealready applied for an MJSRV and stay permit must also have an FRC. The
application is submitted to the Department of Immigration and National
Registration and a recommendation letter from the relevant government
ministry is needed for the application process. The FRC must be renewed
every December.

Work Permit
Currently, work permits are only required for foreigners working withforeign entities that have a permit or endorsement issued by the Myanmar
Investment Commission (“MIC”) and entities that have an investment permit
issued by the SEZ Committee. MIC companies must submit the work permit
application to the MIC Monitoring Control Section, and SEZ companies must
apply to the Labor one stop service office located at SEZ.

Form C – report of arrival
Foreigners staying in residential premises excluding hotels and serviced
apartments, must report to and register with the relevant ward administration
office and township office of the Department of Labor within 24 hours ofarrival.

Page 3

Employment Contract
An employer must sign an employment contract with its employee within
30 days from commencement of employment in accordance with the
Employment and Skills Development Law 2013. An employer failing to do so
within the stipulated time period can be fined or face imprisonment of up to six
months. Moreover, the employment contract template issued by the Ministryof Labor (“EC Template”) must be used without any major amendments by
all employers. Approval from the relevant township or district labor exchange
office is required for any substantive amendments to the EC Template.
An entity with more than five workers, whether local or foreign, mustregister their employment contracts with the relevant township or district
labor exchange office after the contract has been executed. For SEZ entities,
employment contracts are registered at the one-stop service office at the SEZ.

Mandatory information to be included in a Myanmar employment contract
There is certain information that must be included in all Myanmar employment
contracts, as shown in the table below.
Required contents for a Myanmar employment contract
Type of business including name,head office location, position of
employee, department, and job
description.
Probation period andcommencement dateWages/salary
Location of the workplace
Term of the employment contract
Working hours
Days off, holidays, and leave
Overtime
Meal allowance (if any)
Accommodation (if any)
Page 4

Medical treatment for workplace
injuries

Transportation and travel
arrangements
Terms and conditions of theemployment arrangement
Training course arrangements
Resignation and dismissal
Termination of the employment
contract
Employer’s responsibilities
Employee’s responsibilities
Dispute resolution

Term of the employment contract
Myanmar labor laws do not regulate the term of an employment contract;
as shown above, the term must be defined in the employment contract. A
contract may be extended if the employee does not breach any terms of thecontract; the employer cannot refuse the extension without a valid reason.

Probation period
The probation period cannot exceed three months, as stated in the EC
Template. The employer and employee can also agree that a probation period
will not be required, and the employee can be appointed right away to thedesired position.

Rights and responsibilities in the employment relationship
Employers’ responsibilities
No.

Obligation

1

To not discriminate or treat others unfairly on the basis of race,
gender, or age.
To ensure that foreign investors, supervisors, experts, and theirfamilies who work and stay in Myanmar abide by the existing laws
and respect the traditions and customs of the country.
To observe the existing laws of Myanmar, including the existing laborlaws.
To have the right to take legal action or for legal action to be taken
against them.
To keep their employees well informed of their rights and entitlements.
To take the necessary measures for workplace safety as per the natureof the business.

2

3
4
5
6

Page 5

Employees’ responsibilities
No.

Obligation

1

To follow the directions for workplace safety that are issued as per thenature of the business.
Before entering the workplace, to equip themselves with all workplace
protective gear as specified per the nature of the business.
To not use drugs or alcohol in the workplace during working hours,
not disturb coworkers or put a coworker in danger, and not attack the
coworkers physically or verbally.
To keep all information that is disclosed confidential, and to not,without approval, excerpt, copy, remove, take off the premises, or
destroy any documents, accounts, or records related to the business.
To observe the terms and conditions as stipulated from time to timeby representatives of the employee and the employer.
To pay, as per the specified rate, their taxes payable under the existinglaws.
To abide by the existing labor laws.
To have the right to sue and be sued in accordance with the applicable
laws.

2
3

4

5
6
7
8

Page 6

WagesDefinition of wages
Wage means the payment a worker is entitled to for carrying out work foran employer on an hourly, daily, weekly, monthly, or piece-work basis. This
includes overtime fees, bonuses, and other remuneration that may be defined
as income.

Minimum Wage
The National Committee on the Minimum Wage issued Notification No.
2/2018, which fixed the minimum wage at MMK600/hour and MMK4,800/day.
Violations carry a penalty of imprisonment of three months to one year and/or a fine of from MMK300,000 to MMK500,000.

Payment of Wage
Under the labor law, wages can be paid in either local currency or a foreign
currency. However, strict foreign currency controls recently imposed by theCentral Bank of Myanmar means that in practice, wages can no longer be
paid in a foreign currency. Payments of wages can be made by cash, check,or direct bank transfer. Wages must be paid at the end of the payment period
for entities with 100 or fewer employer; if there are more than 100 employees,
the payment deadline is within five days from the end of the payment period.

Deduction and fines
Salary deductions are only permissible in certain situations:• Absence from work without leave, for which the deduction cannot exceed
50% of the salary• Statutory deductions, such as personal income tax (“PIT”) and social
security contributions• Repayment of an advance• Deductions by order of a court

Page 7

Working Hours
Legal requirements with regard to working hours, meals, and rest times aregoverned by the Factories Act (1951) for factory workers and the Shops andEstablishments Law (2016) for all other workers.
Factories Act (1951)
Normal working hours cannot
exceed eight hours per day and44 hours per week. (48 hours forcontinuous work)
Days per week cannot exceed six
days per week, with one weekly restday (ordinarily Sunday).
The minimum rest period is 30
minutes after five hours of work.
The maximum working hours
including rest breaks cannot exceed
10 hours per day.

Page 8

Shops and Establishment Law(2016)
Normal working hours cannot
exceed eight hours per day and 48
hours per week.
Days per week cannot exceed six
days per week, with one weekly restday (ordinarily Sunday).
The minimum rest period is 30
minutes after four hours of work.
The maximum working hours
including rest breaks cannot exceed
11 hours per day

Overtime Requirements
Any work in excess of normal working hours is considered overtime. Overtime
for an employee cannot exceed 12 hours per week. Employees are entitled
to receive compensation at the rate of twice their ordinary wage rate forovertime work. The method to calculate the hourly overtime rate for salaried
workers for the purpose of determining the overtime rate is as follows:
Overtime rate calculation for salaried workers
Hourly Rate =Basic salary x 12 months
52 weeks x 44 hours or 48 hours

x 2 times

Page 9Holiday and Leave Requirements
Public Holidays
All employees are entitled to the paid public holidays annually announced by
notification of the Union Government. Myanmar has 25 public holidays per
year on average, depending on the dates of the variable holidays.
New Year’s Day
Independence Day
Union Day
Peasants’ Day
Full Moon Day of Tabaung
Armed Forces’ Day
Maha Thingyan (Water Festival)
May Day
Full Moon Day of Kasong
Full Moon Day of Waso (beginning of Buddhist Lent)
Martyrs’ Day
Full Moon Day of Thadingyut (end of Buddhist Lent)
Eid al-Adha
Deepavali
Full Moon of Tazaungmone
National Day
Kayin New Year Day
Christmas Day

Page 10

1
1
1
1
1
1
5
1
1
1
1
3
1
1
2
1
1
1

1 January
4 January
12 February
2 MarchVariable
27 March
13-17 April
1 May
Variable19 July
Variable
Variable
Variable
Variable
Variable
Variable
Variable
25 December

Type of Leave
Employees are entitled to certain paid leave as summarized in the table below
No.

Type of Leave

1

Casual leave

2

3

4

5
6

Definition

Employees are entitled to six days of paid casual
leave per year but only three days can be taken
consecutively at a time. Causal leave cannot be
combined with other leave and cannot be carriedforward to the next year.
Annual leave
Employees are entitled to earned leave of 10 days
(earned leave) per year, which can be taken consecutively or
separately, provided the employee has completed
12 consecutive months of service with a minimumof 20 working days per month. Earned leave may
be carried forward and can be accumulated for up
to three years.
Medical leave
Employees are entitled to a maximum of 30 daysof medical leave per year provided the employee
has completed six months of service and the leaveis supported by a medical certificate. Medical leave
can be joined with earned and maternity leave, butcannot be carried forward to the next year.
Maternity leave Female employees are entitled to 14 weeks of paid
maternity leave, with an additional four weeks inthe case of twins. In the event of a miscarriage,
female employees are entitled to up to six weeksof leave.
Paternity leave Male employees are entitled to 15 days of paternity
leave after the birth of a child.
Funeral leave
Employees are entitled to leave in accordance withthe law without deduction from their minimum
wage in case of the death of a parent or family
member. If the statutory leave entitlement has been
exhausted, unpaid leave may be granted upon
mutual agreement of the employer and employee.

Page 11

Social Security Contributions
Any company with five or more employees is required to register with theSocial Security Board within 30 days of commencement of business andmake contributions on behalf of its employees. Employees are then entitledto enjoy social security benefits, such as health and social care insurance
and employment injury insurance. The total rate of contribution is 5% of an
employee’s wages, with 3% contributed by the employer and 2% contributedby the employee.

Page 12Personal Income Tax
Employers, whether residents or non-residents of Myanmar for tax purposes,
are liable to deduct PIT from salaries, wages, and other remuneration paid
to their employees. Locals and resident foreigners (foreigners who residein Myanmar for at least 183 days in a tax year) are subject to PIT on theirworldwide income. Non-resident foreigners (those who reside less than 183
days in Myanmar in a tax year) are subject to PIT on their income derived fromwork in Myanmar only. All employees, both locals and foreigners are subject
to the same PIT progressive rates of 0-25% (Annex 3). Employees with income
below MMK4.8 million are exempted from PIT.

Registration and payment of PIT
Employers must register their employees with the relevant township office of
the Internal Revenue Department to facilitate the payment of the employees’
PIT at the Myanmar Economic Bank. Per the regulations, PIT must be remitted
within 15 days from the date of the salary payment. However, in practice, tax
offices prefer that the filing and payment of the withheld PIT be done on amonthly basis.

Termination and Severance
There are different types and rules around termination and dismissal in
Myanmar. Generally, the termination of employment must be done in writing
and signed by both the employer and employee. In practice, the employer
will need to inform the relevant labor office of any planned termination.

Termination under the EC Templatei. Resignation
Employees must provide a minimum of one month’s advance written noticeof their resignation unless the employment contract provides otherwise.
No severance is required to be paid to the employee in this case.
ii. Dismissal
Dismissal can happen in either of the following two situations:• The employer can dismiss an employee by giving one month’s advance
written notice and paying severance in accordance with the prevailinglaws.
• The employer can dismiss an employee without paying severance if theemployee has committed minor infractions and has been warned three
Page 13

times and again commits a minor infraction within 12 months after
receiving the third warning. The warnings to the employee about theminor infractions must be provided in the following forms:- First and second times: Warning by way of written notice to theemployee.
- Third time: Warning by way of an official Employee Warning Letter thatthe employee must sign.
iii. Termination
Employment can be terminated for the following reasons:• The winding up of the business• The cessation of the business due to an unforeseen event• The death of the employee• By mutual agreement between the employee and employer

Disciplinary dismissal
If an employee is found to have committed a serious violation of workplace
regulations, the employer can dismiss the employee immediately fordisciplinary reasons. In this case, no severance is required to be paid to theemployee.

Severance
According to the EC Template, severance is payable upon termination except
in the following instances:• The employee resigns.
• The employee tarnishes the reputation of the employer.
• The employee breaches a term of the employment contract that isPage 14considered misconduct (for a serious breach of contract, the employee canbe dismissed immediately).
• The employee commits a minor breach of a term of the employment
contract (the employee can be dismissed after three warnings).
According to a notification issued by the Ministry of Labor, Immigration and
Population severance is paid to an employee based on the their length ofservice, as follows:
Term of Employment
6 MONTHS - 1 YEAR
1 YEAR - 2 YEARS
2 YEARS - 3 YEARS
3 YEARS - 4 YEARS
4 YEARS - 6 YEARS
6 YEARS - 8 YEARS
8 YEARS - 10 YEARS
10 YEARS - 20 YEARS
20 YEARS – 25 YEARSMore than 25 YEARS

Severance Amount Due
50% of 1 month’s salary
1 month’s salary
150% of 1 month’s salary
3 months’ salary
4 months’ salary
5 months’ salary
6 months’ salary
8 months’ salary
10 months’ salary
13 months’ salary

Page 15

Workplace Injuries
The 1924 Workmen’s Compensation Act (“WCA”), which is the prevailinglaw, defines a workplace injury as a personal injury caused to a worker byan accident arising out of and in the course of the worker’s employment. A
workplace injury also includes any illness that a medical practitioner would
qualify as directly due to the nature of the employment. Workplace injuries
that are not covered under the Social Security Law are handled in accordancewith the WCA, and the employer must arrange for the employee’s medical
treatment at its own expense.

Workers’ compensation
Where medical leave needs to be granted due to a workplace injury, the WCA
provides that:• For death resulting from a workplace injury, the amount payable is theequivalent of 36 times the worker’s monthly wage set at a minimum of Rs.
2,160 and a maximum of Rs. 7,200.
• For total permanent disablement, the amount payable is the equivalent of
36 times 140% of the worker’s monthly wage set at a minimum of Rs. 3,024
and a maximum of Rs. 10,800,• For partial permanent disablement, the amount payable for total
disablement should be used and apportioned according to the partial
disablement.
• For other injuries, the total disablement rate is apportioned according to
the actual loss of earning capacity caused by the injury.

Duties of employers on occupational safety and health
•
•
•
•
•

To assess of workplace risks, and the likelihood of their occurrence.
To provide personal protective equipment free of charge to employees.
To display safety warnings and signs.
To set up fire and accident safety plans.
To deliver occupational safety and health (“OSH”) training courses to
employees.

• To report to the person in charge (“PIC”) without risk of dismissal

Duties of employees on occupational safety and health••••

To use the personal protective equipment provided by their employer.
To comply and cooperate with their employer on OSH matters.
To follow the PIC’s instructions.
To notify the PIC of any conditions or events that will have a negative
impact on OSH.

Page 16

Collective Bargaining and Dispute Resolution
Overview
Collective bargaining is the ongoing process of negotiation between
the representatives of the workers and of the employers to establish theconditions of employment. Collective bargaining is permitted but notrequired under Myanmar law and can be requested by an employer’s workers.
Disputes can be resolved by negotiation, conciliation, arbitration, or byorder of a competent court. Disputes go first to the township conciliation
body. Failing a successful agreement with the township conciliation body,the dispute is referred to the region or state arbitration body for arbitration,and failing agreement there, to the Arbitration Council for arbitration,
before finally being referred to a competent court. The court process can be
instigated at any time throughout the aforementioned negotiations.

Settlement of disputes by the Workplace Coordinating Committee or the employer
Companies with more than 30 employees must form a Workplace
Coordinating Committee (“WCC”) for negotiating and concluding collective
agreements. Companies with less than 30 employees cannot form a WCC.
The WCC is responsible for:• Negotiating and coordinating the terms and conditions of employment,
and occupational safety, health, welfare, and productivity matters.
• Negotiating and settling grievances within five days (not including official
holidays) of receipt of a grievance.
• Keeping records of the settlements and sending performance reports to
the relevant conciliation body upon request.

Conciliation
Conciliation is a procedure that assists the parties to a dispute to reach amutually agreed settlement through neutral third-party intervention; theconciliator assists the parties to settle the dispute but is not empowered to
impose a settlement.
Conciliation bodies are formed by region and state governments within
their various townships. Conciliation bodies can hear individual or collective
disputes. Conciliation bodies must settle a collective dispute within threedays of receiving the dispute. If a settlement is not reached within three days,
Page 17

the conciliation can continue until the dispute is resolved, if so requested by
the parties.

Arbitration
Arbitration is a procedure for settling disputes by submitting them toan independent and neutral third party for a final and binding decision.
Arbitration bodies are formed in the regions and states by the Ministry of Labor
with the approval of the Cabinet. The arbitration body must decide a disputewithin seven days of the date of receiving it. An overall Arbitration Council
is also formed by the Ministry of Labor with approval from the Cabinet. It is
tasked with acting as an independent and impartial organization, operatingon principles of social justice, fair working conditions, and principles of equity
in decision-making; forming tribunals to hear disputes; and prescribing theworking methods and procedures to be followed by the arbitration bodies
and tribunals. Within two days of receipt of an appeal of a decision of anarbitration body, the Arbitration Council must form and assign the case to athree-person tribunal.

Consequences of an employer’s non-payment of damages
Employers who fail to pay the money ordered to be paid in a collective
agreement or decision of an arbitration body or tribunal will face a penalty of
20% of the total amount to be paid for each month of default, in addition tothe original payment.

Page 18

ANNEX 1
EMPLOYMENT CONTRACT
အလ ပ
ု ခ
္ န႔ထ
္ ာားားမမႈဆိငု ရ္ ာ သေဘာတည
ူ ခ
ီ ်ကစ
္ ာခ််ဳပ္
စာခ််ဳပအ္ မတွ ္၊
Employment Contract
Contract Noျမန္မာာႏုိင္ငံ

၊

_____

Yangon_____________________ရပ္ကကြ ္၊တုိင္ားေဒသႀကီား/ျပည္နယ္၊

လမ္ားမွတ္

တြင္_________

ေနထုိင္ေသာ

ၿမိ်ဳ႕နယ္၊

အလုပ္ရွင္

________ၿမိ်ဳ႕၊
အမည္၊(ာႏုိင္ငံသာားစိစစ္ေရားကတ္ျပာားအမွတ္ (သုိ႔မဟုတ္) ာႏုိင္ငကံ ူား လက္မတွ ္ အမွတ္ _(ေနာင္တင
ြ ္ '' အလုပ္ရွင္ "ဟုေခၚဆုိမည္ျဖစ္ၿပိား

ယင္ားစကာားရပ္တြင္

အျခာားနည္ားျဖင့္

ကိယု ္ပိငု ္လုပင္ န္ားလုပက
္ ိင
ု ္သူ

သုိ႔မဟုတ္

အက််ဳိားတူဖက္စပ္လုပ္ငန္ား လုပက္ ိငု ္သူာႏွင့္ ပုဂၢလကိ လုပင္ န္ားျဖစ္ပါက အလုပ္ရွငေ္ သဆုံားသည့္အခါ လုပ္ငန္ားဆက္ခသံ ူသုိ႔မဟုတ္ တရာားဝင္ကိယု ္စာား လွယတ္ ိ႔အု ာားလုံား ပါဝင္သည္ဟုမတွ ယ္ ူရမည္၊ ကတစ္ဖက္

This Employment Contract is signed by and between:Company name, holding registration no. ____________ (hereinafter referred to as “Employer” andsuch expression shall include sole proprietorship or partnership and successors or legal representativeif

theemployerisdeceased

in

case

of

privateenterprise)

residentof___________________________________, as one partာႏာႏွွင့္
Andအလုပ္သမာားအမည္

____________

၊ာႏုိင္ငံသာားစိစစ္ေရားကတ္ျပာားအမွတ္

သိ႔မု ဟုတ္

ာႏုိင္ငကံ ူားလက္မတွ ္__________ (ေနာင္တြင္ " အလုပ္သမာား" "ဝန္ထမ္ား" ဟုေခၚဆုိမည္ျဖစ္ၿပီား ယင္ားစကာားရပ္တငြ ္ လုပ္ခရသည္ျဖစ္ေစ၊
မရသည္ျဖစ္ေစ အလုပလ္ ပု ္ကိငု ္လ်က္ရွိေသာ အလုပသ္ င္မ်ာား၊ ပညာသင္မ်ာားလည္ားပါဝင္သည္။ အလုပ္ရွငာႏ္ ွင့္
အတူေနၿပီား အလုပရ္ ွင္အေပၚတြင္မွီခိေု နေသာ အလုပရ္ ွင္၏ မိသာားစုကပို ါဝင္သည္ဟု မသတ္မတွ ္ရ) တုိ႔သည္
_____ခုာႏွစ္၊

________၊______ရက္ေန႔၊

____ေနရာတြင္ေအာက္ေဖာ္ျပပါအတုိင္ား

အလုပ္ခန္႔ထာားမႈဆိငု ္ရာသေဘာ တူညီခ်က္စာခ််ဳပက္ ို ာႏွစ္ ီားာႏွစ္ဖက္ လက္မတွ ္ေရားထုိားခ််ဳပဆ္ ိၾု ကပါသည္။

Page 19Name of the Employee Aung Naing Tun, holding (NRC No.) or Passport No. (hereinafter referred toas “Employee” – such expression shall include an apprentice or trainee who is currently in employment
with or without wages but Employee’s family who lives with the Employee and who depends on him
shall not be included in this) as another part, on this date of Day _____, Month ______, Year _____.
၁။

အလ ပ
ု အ
္ ကိင
ု အ
္ မ််ဳားားအိ အစာား
(က)လုပ္ငန္ားအမ််ဳိားအမည္

_____________________________(ခ)လုပ္ငန္ားတည္ေနရာ

_____________________________(ဂ)ရာထူား၊ အဆင့္

_____________________________

(ဃ)

ဌာန

_____________________________(င)တာဝန္အက် ္ားခ််ဳပ္

_____________________________

Summary of job Description ကို ေနာက္ဆက္တျြြဲ ဖင့္လည္ား ေဖာ္ျပာႏုိင္သည္။

1.

Type of Business(a)Type of Business(b)

Location(c)Position(d)

Department(e)Summary of Job Description
Summary of Job Description may be set forth in an annex attached to this Contract.

၂။အစမားားခ္ ခန႔က္ ာလ (သိ႔မု ဟတု )္ အလပ
ု စ
္ တငဝ
္ ငေ
္ ရာကသ
္ ည့ရ
္ ကစ
္ ြြဲ
(က)

စတင္ခန္႔အပ္သည့္ ___________ရက္ေန႔မွစ၍ (၃)လျပည့္သည့္ေန႔ __________ ရက္ေန႔အထိ
အစမ္ားခန္႔ကာလျဖစ္သည္။

(ခ)အလုပ္စတင္ဝင္ေရာက္သည့္ေန႔ရက္ _________ခုာႏွစ္၊ _________လ၊ ______________ရက္ျဖစ္သည္။

မွတ္ခ်က္။

အလုပ္ရွင္မအွ စမ္ားခန္႔ကာလ

မလုိအပ္ဟု

ဝန္ထမ္ားအျဖစ္ တုိက္႐ိကု ္ခန္႔အပ္ာႏုိင္သည္။

Page 20ယူဆပါက

အတည္ျပ်ဳ

(အၿမြဲတမ္ား)2.

Probation Period (or) Commencement Date of Employment(a)

The probation period is from ____________to _____________which is the date of 3month probation ends.

(b)

Employment commencement date is day ______, month _______, year __________.
Note: Unless Employer deems that probation period is necessary, he may immediately
assign the Employee as permanent employee.

၃။

လပ
ု ခ
္ ၊ လစာ
(က)ေန႔စာား (က်ပ္ /ာႏုိင္ငံျခာားေငြ)__________________(ခ)ပုတ္ျပတ္ (က်ပ္/ာႏုိင္ငံျခာားေငြ)__________________(ဂ)လစာား (က်ပ္/နုိင္ငံျခာားေငြ)_____________________(ဃ)လုပ္ခလစာကို အလုပ္ရွင္ာႏွင့အ္ လုပ္သမာား ကန ားီ သေဘာတူသတ္မွတထ္ ာားသည့္ လစာ ာႏွင့္အညီ
ေပားေခ်သတ္မတွ ္ာႏုိင္သည္။

ယင္ားအျပင္အလုပသ္ မာား၏

လုပ္ရည္ကိငု ္ရည္ေပၚ

တြငအ္ ခါအာား

ေလ်ာ္စြာအလုပ္ရငွ ္ာႏွင့္ အလုပ္သမာားတုိ႔မွ ာႏွစ္ ီားသေဘာတူေျပာင္ားလြဲ သတ္ မွတ္ာႏုိင္သည္။
(ထိုသ႔သို တ္မတွ ္ရာတြင္ အနည္ားဆံုားအခေၾကားေငြ သတ္မတွ ္ခ်က္မ်ာားာႏွင့္ မဆန္႔က်င္ေစရ။)(င)လုပ္ခ၊

လစာေပားေရားာႏွင့္

ပတ္သက္၍တည္ဆအြဲ လုပသ္ မာား ပေဒမ်ာားာႏွင့္

အညီအလုပ္ရငွ ္ာႏွင့္အလုပသ္ မာားတိ႔ကု လုိကန္ ာလုပ္ေဆာင္ရမည္။
3.

Wages, Salary(a)

Daily Wage (MMK/Foreign Currency)(b)

Piecework rate (MMK/Foreign Currency)(c)

Salary US$ (MMK/Foreign Currency)(d)Wages and salary may be paid in an amount which was initially agreed between
Employer and Employee. Employer and employee may change the wages and salaryby mutual agreement based on the performance of the employee.
(Such changes shall not be contrary to the minimum wage requirement).

(e)With regard to wage and salary payment, employers and employees shall observe andcarry out in accordance with the existing labor laws.

Page 21

၄။

အလ ပ
ု အ
္ က္င
ို တ
္ ညေ
္ နရာ
ျမန္မာာႏုိင္ငံ၊

____________

တုိင္ားေဒသႀကီား/ျပည္နယ္၊

____________

ၿမိ်ဳ႕နယ္၊

______________ (ရပ္ကကြ ္/ေက်ားရြာ/စက္မႈဇုန္)၊ ____________ လမ္ား၊ အမွတ။္
(4)

Location of Work_____________________________________________________________________

၅။စာခ််ဳပသ္ ကတ္ မား္
(က)ဤသေဘာတူစာခ််ဳပ္သက္တမ္ားမွာ (2023--)ရက္ေန႔မွ ( 2025 -–) ရက္ေန႔အထိ (2 )ာႏွစ္၊ ( 0 )လ၊ ( 0 )ရက္ျဖစ္သည္။
(ခ)အလုပ္သမာားမ်ာားဘက္မွ

စာခ််ဳပ္ပါအခ်က္မ်ာားကို

စာခ််ဳပသ္ က္တမ္ားကာလတိားု ေပားာႏုိင္သည္။

ေဖာက္ဖ်က္ျခင္ားမရွပ
ိ ါက

သိ႔ရ
ု ာတြင္

အလုပ္ရွငသ္ ည္ဤသေဘာတူ
စာခ််ဳပသ္ က္တမ္ား

ကာလတိားု ေပားျခင္ား ကို အေၾကာင္ားမြဲ့ျငင္ားပယ္ျခင္ားမျပ်ဳရ။
(ဂ)အၿမြဲတမ္ားဝန္ထမ္ား

သိ႔မု ဟုတ္

အၿမြဲတမ္ားအလုပ္သမာားအျဖစ္

ခန္႔အပ္ထာားၿပီားပါက

စာခ််ဳပ္

သက္တမ္ားကိုအလုပ္ရွင၊္ အလုပသ္ မာားညွာႏိ ိငႈ ္ား၍ သတ္မတွ က္ ာလထက္တိားု ၍ ေဆာင္ရြက္ ာႏုိင္သည္။
(ဃ)အလုပ္သမာား၏

စက္ရုံ၊

အလုပ္ရုံ၊

အလုပဌ
္ ာန၊

ကုမၸဏီ၊

လုပ္ငန္ားတြငအ္ လုပ္စတင္ဝင္

ေရာက္သည့္ေန႔မွစ၍ တစ္ဆက္တည္ားျဖစ္ေသာ လုပသ္ က္မ်ာားကိအု လုပ္ရွင္မွ ေရ တြက္ေပားရမည္။

(5)

Term of the Contract(a)

The term of this Contract is ( 2 ) year(s) ( 0 ) month(s) and ( 0 ) day(s), starting(b)

If the Employee does not breach any terms of the Contract, the Contract may befrom (2023) to (2025).

extended. The employer shall not refuse the extension of the Contract without strong
reason(s).
(c)

After having appointed as a permanent employee or permanent staff, Employer and
Employee may extend the contract in consultation with each other.

(d)

The Employer shall count the consecutive working years of the Employee from thedate of commencement of employment at factory, workshop, workplace, company andbusiness.

Page 22

၆။

အလ ပ
ု ခ
္ ်န
ိ ္
ပံုမွန္အလုပ္ခ်ိန္ကို ေအာက္ပါအတုိင္ား သတ္မတွ ္ပါသည္-(က)အလုပ္ခ်ိန္ _____ နာရီတတိ ိမွ _____နာရီတတ
ိ အ
ိ ထိ

(ခ)

အလုပ္ခ်ိန္ _____ နာရီတတိ ိမွ _____နာရီတတ
ိ အ
ိ ထိ

(ဂ)

ထမင္ားစာားခ်ိန္ _____နာရီတတိ ိမွ _____ နာရီတိတအ
ိ ထိ

(လ ပ
ု င
္ နားားသ္ သဘာဝအရ

အလပ
ု ရ
္ င
ွ ၊္

အလ ပ
ု သ
္ မာားားာႏ
ာႏွွစ္ ားားာႏီ ာႏွွစဖ
္ ကည
္ ာႏ
ာႏႈ
ွိ ိင
ႈ ားား၍
္၍ပေဒာႏာႏွွင့္

အည ီ

သကဆ
္ ိင
ု ရ
္ ာသ႔ို

တငျ္ ပခြင့ျ္ ပ်ဳခ်ကရ္ ယၿူ ပားီ ေျပာငားားလ္ လြဲလပ
ု က
္ င
ို ာႏ
ာႏု
္ ုိငသ္ ည။္ )
6.

Working Hours
Normal working hours are defined as follows:(a)Working hour: from _____ AM to _____ PM(b)Break Time: from _____ PM to _____ PM(c)Meal Time: from _____ PM to _____ PM(Working hours may be changed by mutual agreement between Employer and
Employee with the approval of the relevant authority)၇။နာားားရ
ရက၊္ အလပ
ု ပ
္ တ
ိ ရ
္ ကာႏ
ာႏွ
္ ွင့ခ
္ ြငရ
္ က္
(က)

နာားားရ
ရက။္ ရက္သတၱပတ္တစ္ပတ္လွ်င္
လည္ားေကာငား္၊

သာမန္အာားျဖင့္

လုပ္ငန္ားသေဘာသဘာဝာႏွင့္

တနဂၤောႏြေန႔ကို

နာားရက္အျဖစ္

ေနရာေဒသ၏ဓေလ့ထုားံ စံအရတစ္ပတ္လွ်င္

အလုပ္နာားရက္ တစ္ရက္ကအို လုပ္ရွင္ာႏွင့္အလုပသ္ မာားတိ႔၏ု သေဘာတူညီခ်က္ ျဖင့္လည္ားေကာင္ား
သတ္မွတာႏ္ ုိင္သည္။

နာားရက္တြငတ္ ည္ဆအြဲ လုပသ္ မာား

ပေဒမ်ာား

ာႏွင့္အညီ

လုပ္ခလစာခံစာားခြင့ရ္ ွိသည္။
(ခ)

ု ပ
္ တ
ိ ရ
္ က္
အလပ
(၁)

ျပည္ေထာင္စုအစိုားရက

ာႏွစ္စ ္အမိန႔ေ္ ၾကာ္ျငာစာျဖင့္

သတ္မတ
ွ ထ
္ ာားေသာ

အမ်ာားျပည္သူအလုပ္ပတိ ္ရက္မ်ာားတြင္ လုပ္ခလစာအျပည့္ျဖင့္ အနာားေပား ရမည္။
(၂)အကယ္၍အမ်ာားျပည္သူ

အလုပ္ပတိ ္ရက္ာႏွင့္

ရက္သတၱပတ္အလုပပ္ ိတ္ရက္

တုိက္ဆိငု ္ေနပါက အမ်ာားျပည္သူအလုပပ္ ိတရ္ က္အျဖစ္ သတ္မွတရ္ မည္။
(ဂ)

ခြင့ရ
္ ကမ
္ ်ာားား။။

အလုပ္သမာားက ပေဒာႏွင့္အညီ

ခြင္တ့ ုိင္ၾကာားလွ်င္

ေအာက္ပါအတုိင္ား

ခြင့္ခံစာားခြင့ရ္ ွိသည္-Page 23(၁)ေရာွ ငတ္ ခငခ္ ြင့။္
ေရွာင္တခင္ခငြ ့္ာႏွစ္အတြင္ား

အလုပ္စတင္ဝင္ေရာက္သည့္ေနရက္မွ၆ရက္ကလို ုပ္ခလစာအျပည့္ျဖင့္

ခြင္မ့ ယူလွ်င္

ထုိခြင့္ပက္ျပယ္သည္။

၁၂လအတြင္ား

ခံစာားခြင့ရ္ ွိသည္။

သက္ဆိငု ္ရာတစ္ႀကိမလ္ ွ်င္

၃ရက္ထက္ပို၍

ခြင့္ခံစာားခြင့မ္ ရွိပါ။ အျခာားမည္သည့္ခြင့္ာႏွင့္မွ် ေပါင္ားစပ္ ခံစာားခြင့မ္ ရွိပါ။
(၂)

ု သ
္ ကခ
္ ြင့။္
လပ

လုပသ
္ က္

ဆံုားအလုပ္ဆင္ားရက္

၂၀စရိတ္မည္မွ်မပါသည့္

တစ္ဆက္တည္ားျပည့္ၿပီားလစ ္အနည္ား

အေျခခံလပု ္ခလစာ

အေျခခံေန႔တကြ ္ာႏႈန္ားျဖင့္

တစ္ဆက္တည္ားခံစာားခြင့ရ္ ွိသည္။
တူညီခ်က္ျဖင့္

၁၂လရက္ရွိပါက

သိ႔ရု ာတြင္

အလုပရ္ ွင္၊

လုပသ္ က္ခြင့တ္ စ္ဆယ္ရက္ကိုခြ၍
ြဲရက္အျပည့္မလုပ္ခ့ေြဲ သာလတုိင္ားအတြက္

သိ႔မု ဟုတ္မည္သည့္

တစ္ာႏွစ္လွ်င္တစ္ဆယ္ရက္
အလုပသ္ မာားသေဘာ

ခံစာားခြင္ျ့ ပ်ဳာႏုိင္သည္။

၂၀မိမိလုပသ္ က္ခြင့ရ္ က္တစ္ရက္က်စီ

အျဖတ္ခံရမည္။
(၃)ေဆားားခ
ခြင့။္လုပသ္ က္(၆)လ

ျပည့္ၿပီားသူသည္

အေျခခံလစာျဖင့္

တစ္ာႏွစ္လွ်င္ေဆားခြင့ရ္ က္ေပါင္ား (၃၀) ခံစာားခြင့ရ္ ွိသည္။ သိ႔ရု ာတြင္ အနည္ားဆံုား လုပသ္ က္(၆)လျပည့္ေအာင္မလုပခ္ ြဲ့ရေသားလွ်င္
ခံစာားခြင့ရ္ ွိသည္။

ေဆားလက္မွတခ္ ငြ ့္ကလို စာလူမႈဖလူ ုေံ ရား ပေဒအရ

အက်ံ်ဳားဝင္အာမခံ

မရိွခြင့္ရက္အျဖစ္

အလုပသ္ မာားျဖစ္ပါက

ယင္ား ပေဒပါခံစာားခြင္အ့ တုိင္ား ခံစာားခြင္ရ့ ွိသည္။
(၄)ီ ဖြာားားခခငြ ့။္မားားဖ

လုပသ္ က္ (၆)လျပည့္ၿပီားသူသည္ အေျခခံလစာျဖင့္ မီားမဖြာား မီ(၆)ပတ္၊ မီားဖြာားၿပီား (၈)ပတ္ခစံ ာားခြင့ရ္ ွိသည္။
(၅)အလုပ္သမာား၏ မိသာားစုဝင္ သိ႔မု ဟုတ္ မိဘနာေရားကိစၥျဖစ္သည့္ အခါ အနည္ား ဆံုား
အခေၾကားေငြမွ ျဖတ္ေတာက္ျခင္ားမျပ်ဳဘြဲ ၁၉၅၁ ခုာႏွစ္ခငြ ့ရ္ က္ာႏွင့္ အလုပ္ ပိတရ္ က္အက္ ပေဒအရ ခံစာားခြင့ရ္ ွိသည္။ အလုပသ္ မာား၏

ပေဒပါခြင္ခ့ ံစာား မႈကုန္ဆုားံ ခ်ိနတ္ ြင္လစာမြဲ့ခငြ ္အ့ ေနျဖင့္ ညွိာႏိငႈ ္ားခံစာားခြင္ရ့ ွိသည္။
7.

Day-off, Holiday and Leave(a) Day-off shall be every Sunday in each week or any other weekday specified by mutual
consent between employer and employee according to the nature of business and customsof the regions. The employee shall be entitled to full pay for Day-off in conformity withexisting labor laws.
(b) Holiday(1) Full pay shall be paid for public holidays which are specified by notification of Union
Government.
(2) If public holiday falls on weekends, such day shall be deemed as public holiday.

Page 24(c) Whereas the Employee applies for a leave in accord with labor law, he or she shall beentitled for the following:(1) Causal Leave: The Employee shall be entitled to causal leave of 6 days with full pay
within 12 months from the date of commencement of employment. If no leave is taken
during the relevant year, such leave shall not be carried forward to the subsequentyear. The Employee shall not take casual leave of more than 3 days at one time. Casual
leave cannot be combined with other type of leave.
(2) Earned Leave: The Employee is entitled to leave of 10 consecutive days per year withbasic salary or daily calculated rate excluding any other costs, provided the Employee
has completed 12 consecutive months of service with a minimum of 20 working days
per month. However, 10 days of earned lave may be taken separately depending on
the agreement between the Employer and the Employee. For each month without theminimum of 20 working days, one day may be deducted from the minimum earned
leave entitlement.
(3) Medical Leave: The Employee who has completed a minimum of 6 months of service
shall be entitled to 30 days of medical leave with basic salary. However, for Employees
who has not completed a minimum of 6 months of service may take medical leave as
unpaid leave. The Employee who is covered under the Social Security Law shall beentitled as per entitlements contained in such law.
(4) Maternity Leave: The Employee who has completed a minimum of 6 months of service
shall be entitled to maternity leave of 14 weeks out of which 6 weeks shall be taken
before the confinement and 8 weeks after the confinement.
(5) In the event of taking leave for the funeral of family member or parent, the Employee
shall be entitled as per the provisions under the Leave and Holidays Act, 1951 without
deducting from the minimum wage. If all entitled leave under the Labor Law are used
up, employees may take unpaid leave by negotiation.
၈။

ိ ပ
္ လ
ို ပ
ု က
္ င
ို ျ္ ခငား္
အခ်နလုပ္ငန္ားသေဘာသဘာဝမ်ာားအေပၚမူတည္၍
ခ်က္ျဖင့္ ပေဒသတ္မတွ ္ခ်က္မ်ာားာႏွင့္အညီ

အလုပ္ရွင္ာႏွင့္အလုပသ္ မာားသေဘာတူညီ

အခ်ိန္ပလို ုပက္ ိုင္ာႏုိင္သည္။

အခ်ိနပ္ ိုလုပ္ခကို

သက္ဆိငု ္ရာ ပေဒအရ သတ္မတွ ထ္ ာားသည့္ ပံုေသနည္ားအတုိင္ား တြက္ခ်က္ေပားရမည္။

Page 25(8)Over-time
Depending on the nature of business, working overtime shall be subject to the mutual
agreement between Employer and Employee in conformity with the provisions of law. Over
time fees shall be calculated as per the formula prescribed under the relevant law.

၉။

အလ ပ
ု ခ
္ ်န
ိ အ
္ တြငား္ အစာားားအ
အေသာကအ္ စအီ စ ္ရွိ/မရွိ (ရွလိ ွ်င္ ေဖာ္ျပလိုပါက သီားျခာားေဖာ္ျပာႏုိင္သည္။)(9)

Meal Allowance on duty၁၀။ေနရာထိငု ခ္ ငား္

(10)

Accommodation၁၁။ဝါားားက
ကသု ျခငား္
ေဆားားဝ

Provided/not provided (if provided, may be stated separately)ရွိ/မရွိ (ရွလိ ွ်င္ေဖာ္ျပလုိပါက သီားျခာားေဖာ္ျပာႏုိင္သည္။)Provided/not provided (if provided, may be stated separately)(က)၂၀၁၂ ခုာႏွစ္လမ
ူ ႈဖလ
ူ ုေ
ံ ရား ပေဒာႏွင့္အက်ံ်ဳားမဝင္ေသာ အလုပသ္ မာားမ်ာားအာား ေအာက္ပါတိ႔ု အတြက္

အလုပ္ရွင္၏ကုနက္ ်စရိတ္ျဖင့္ ေဆားဝါားကုသရန္စီစ ္ေပားရမည္ -

(ခ)

(၁)

လုပ္ငန္ားခြငထ္ ိခိကု ္ဒဏ္ရာရရွိမႈ၊

(၂)လုပ္ငန္ားခြငဆ္ ိငု ္ရာ ေရာဂါရရွမ
ိ ႈ၊

(၃)

လုပ္ငန္ားခြငအ္ တြင္ားဖ်ာားနာမႈ။

၂၀၁၂ခုာႏွစ္

လူမႈဖလူ ုေံ ရား ပေဒာႏွင့္

အက်ံ်ဳားဝင္ေသာ

အလုပသ္ မာားမ်ာားအတြက္

သက္ဆိငု ္အက်ံ်ဳားမဝင္ေသာ

အလုပသ္ မာားမ်ာားအတြက္

အလုပက
္ ို

ရာ ပေဒာႏွင္အ့ ညီ ေဆားဝါားကုသခြင္ရ့ ွိသည္။
(ဂ)၂၀၁၂ခုာႏွစ္လူမႈဖလူ ုေံ ရား ပေဒာႏွင့္

အေၾကာင္ားျပ်ဳ၍

ထိခိကု ္ဒဏ္ရာရမႈမ်ာားအတြက္

သက္ဆိငု ္ရာအလုပသ္ မာားေလ်ာ္ေၾကား ပေဒာႏွင့္

အညီေဆာင္ရကြ ္ေပားရမည္။
(11)

Medical Treatment(a) For Employees who are not covered under the Social Security Law of 2012, the Employer
shall, at his own expense, arrange medical treatment for the followings:(1) Injuries at Workplace(2) Disease from Workplace

Page 26

(3) Sickness at Workplace(b) Employees who are covered under the Social Security Law of 2012 shall be entitled tohave medical treatment in accordance with the relevant law.
(c) If Employees who are not covered under the Social Security Law of 2012 get injuries
because of carrying out work duties, Employer shall take responsibilities in accordancewith the relevant Workmen’s Compensation Act.
၁၂။

အလ ပ
ု ခ
္ ြငသ
္ ႔ို ႀက်ဳိ ၊ ပ႔ယို ာ ္ စစီ ေ္ ပားားျျခငားားာႏ္ ာႏွွင္ခ့ ရားားသီ သြာားားလ
လာျခငား္
ရွိ/မရွိ (ရွလိ ွ်င္ ေဖာ္ျပလုိပါက သီားျခာားေဖာ္ျပာႏုိင္သည္။)(12)

Transportation and Travel Arrangement
Provided/not provided (if provided, may be stated separately)

၁၃။

အလ ပ
ု သ
္ မာားားမ
မ်ာားားလလကို န္ ာရမည္စ့ ညားားက္ ကမားားခ္ ခ်ကမ္ ်ာား
အလုပ္သမာားမ်ာားလိကု ္နာရမည့္ စည္ားကမ္ားမ်ာားကို ေအာက္ပါအတုိင္ားအမ်ိ်ဳားအစာားခြဲြျခာား သတ္မတွ ၍္အေရားယူမအႈ ဆင့္ဆင့္ အပါအဝင္ေနာက္ဆက္တမြဲြ ်ာားအျဖစ္ ဤစာခ််ဳပ္တငြ ္ထည့္သြင္ား ခ််ဳပဆ္ သို ည္ (က)ေနာက္ဆက္တြဲြ (က) သာမန္ျပစ္မႈမ်ာားာႏွင့္အေရားယူမႈ

(ခ)ေနာက္ဆက္တြဲြ (ခ) ႀကီားေလားေသာျပစ္မႈမ်ာားာႏွင့္ အေရားယူမႈမတွ ခ္ ်က။္

စက မ
္ ဇ
ႈ န
ု တ
္ ြင ္

ထတု ျ္ ပနထ္ ာားားေ
ေသ ာ

က်င့ဝ
္ တမ
္ ်ာားားက
ကို

ယာႏ
ာႏု
ူ ုိငၿ္ ပားားလီ လပု င္ နားားသ္ သေဘာသဘာဝာႏ
ာႏွွင့္

နမန
ူ ာ

ကိက
ု ည
္ စ
ီ ြာ

သတမ
္ တ
ွ ာႏ
ာႏု
္ ုိငသ္ ည။္ လပု င္ နားားခ္ ခြင္ စညားားက္ ကမားားမ္ မ်ာားားကကို အလပ
ု ရ
္ င
ွ ၊္
အလ ပ
ု သ
္ မာားားာႏ
ာႏွွစဖ္ က္ ညိာႏ
ာႏႈႇ ႈိငားား၍္ ၍သတမ္ တွ ္ ာႏ
ာႏုုိငသ္ ည။္(13)Terms and Conditions for Employees
Terms and Conditions for employees shall be categorized as given below and procedures fortaking action may be set forth in the annexes attached to this Contract.
(a) Annex (a) taking action for minor infraction(b) Annex (b) taking action for major infraction
Note:

Practices prescribed for the Industrial Zones may be adopted and amended
according to the nature of the business. Terms and Conditions of the Workplace
may be specified by mutual agreement between Employer and Employee. 8၁၄။အလုပ္ရွင္ေစလႊတသ္ ည့္သင္တန္ားသိ႔တု က္ေရာက္ပါက

ယင္ားသင္တန္ားတက္ေရာက္ၿပီားေနာက္

ဆက္လက္တာဝန္ထမ္ားေဆာင္ရန္ အလုပ္သမာားက သေဘာတူညသီ ည့္ကာလကန္႔သတ္ခ်က္ (သင္တန္ား)Page 27(က)သင္တန္ားကို အလုပအ္ ကိုငာႏ္ ွင့္ကၽြမ္ားက်င္မႈဖ႔ၿြံ ဖိ်ဳားတိုားတက္ေရား

ပေဒအရာႏွစ္ ီားသေဘာတူ ညႇိာႏႈိင္ား

ေဆာင္ရကြ ္ာႏုိင္သည္။
(ခ)လုပ္ငန္ားခြငက္ ၽြမ္ားက်င္မႈဆိငု ရ္ ာသင္တန္ားတက္ေရာက္ျခင္ားာႏွင့္

စပ္လ် ္ား၍သေဘာတူ

စာခ််ဳပက္ ို ပေဒာႏွင့္အညီသီားျခာားခ််ဳပဆ္ ိုရမည္။
(14)

A limit of period agreed by the Employee to continue his employment after the completion oftraining course which is provided for him by the Employer.
(Training Course)(a) Mutual agreement may be made by Employer and Employee in accordance with the
Employment and Skill Development law.
(b) A separate Agreement for attending a training course shall be made in conformity with
law.
၁၅။

ု မ
္ ာႏ
ာႏႈ
ွ တ
ႈ ထ
္ ြကျ္ ခငားားာႏ္ ာႏွွင္အ
့ လပ
ု မ
္ ရ
ွ ပစ
္ ြဲျခငား္
အလ ပ
(က)

အလပ
ု မ
္ ာႏ
ာႏႈ
ွ တ
ႈ ထ
္ ြကျ္ ခငား္
(၁)အတည္ျပ်ဳခန္႔ထာားေသာ

အလုပ္သမာားသည္

အလုပ္တာဝန္မွ

ာႏႈတ္ထက
ြ လ
္ ႔ပ
ို ါက

အေၾကာင္ားၾကာားစာကို သက္ဆိငု ္ရာလုပ္ငန္ားခြဲြတာဝန္ခံ မွတဆင့္အလုပ္ရွင္ သိ႔မု ဟုတ္
မန္ေနဂ်ာ

သိ႔မု ဟုတ္

စီမံအုပ္ခ််ဳပသ္ ထူ ံသ႔ို

အနည္ားဆံုားတစ္လ

ႀကိ်ဳတင္၍

အေၾကာင္ားၾကာားရမည္။
(၂)အလုပ္မတွ ရာားဝင္ာႏႈတ္ထကြ ခ္ ြင့္ျပ်ဳရာတြင္

အလုပသ္ မာားသည္

မိမအိ ာားထုတေ္ ပားထာားသည့္လစာကတ္၊

လုပင္ န္ားသံုားပစၥည္ားာႏွင့္

ကိရယိ ာမ်ာားကို

ဝန္ထမ္ားကတ္၊

ျပန္လည္ေပားအပ္ရ မည့္အျပင္ မိမတိ ာဝန္ယထူ ာားသည့္ စာရင္ားမ်ာား၊ ေငြေၾကား မ်ာား၊
ပစၥည္ားမ်ာားကိအု လုပ္ရွငထ္ သံ ႔ို စနစ္ တက်လႊြဲေျပာင္ားေပား အပ္ရမည္။
(၃)အလုပ္သမာားသည္
ၾကာားရမည္ျဖစ္ၿပီား

အလုပ္မွာႏတႈ ထ္ ကြ ္လိပု ါကအလုပ္ရွင္မွအလုပ္ရပ္စမြဲ ႈရွိသည့္အမွတ္တကယ္

တစ္လႀကိ်ဳတင္၍အေၾကာင္ား

နစ္နာေၾကားေပားရန္မလုိဘြဲ

အလုပ္လပု ္ခ့သြဲ ည့္ရက္မ်ာားအတြက္

ရရန္လုပ္ခက်န္ေငြာႏွင့္

လုပသ္ က္ခြင္က့ ိုခံစာားခြင့ေ္ ပားၿပီား ာႏႈတထ္ ြက္ ခြင္ျ့ ပ်ဳရမည္။
(၄)အထက္အပိုဒခ္ ြဲြငယ္(၃)ပါအတုိင္ား
ကုနက္ ်စရိတ္ျဖင့္

အလုပ္မွာႏတႈ ထ္ ကြ ္ခြင့ျ္ ပ်ဳရာတြင္အလုပ္ရငွ ၏္သင္တန္ားတက္ေရာက္ထာားသည့္

အလုပသ္ မာားမ်ာားအတြက္

အလုပ္အကိုင္ာႏွင့္ ကၽြမ္ားက်င္မႈဖံ႔ၿြ ဖိ်ဳားတုိားတက္ေရား ပေဒပါ အတုိင္ားေဆာင္ရကြ ္ရ မည္။

Page 28

(ခ)

အလပ
ု မ
္ ွ ရပစ္ ြဲျခငားား၊္ ၊ ထတု ပ္ ယျ္ ခငား္
(၁)အလုပ္ရပ္စသြဲ ည့္အခါ

ခုိင္လုေံ သာအေၾကာင္ားျပခ်က္ျဖင့္

အလုပ္ရွငသ
္ ည္

အလုပသ
္ မာားအာား

မွတတ္ မ္ားမွတ္ရာမ်ာားေဆာင္ရကြ ထ္ ာားရွိၿပီား

႐ုားံ အမိန႔စ္ ာျဖင့္

အလုပ္ရွငသ္ ႔မို ဟုတ္

အလုပ္ရွငက္ ိုယစ္ ာားတာဝန္ရသွိ ကူလက္မွတ္ေရားထုိား၍

အလုပ္သမာားအာား ေပားၿပီားမွအလုပ္မွရပ္စရြဲ မည္။ အလုပသ္ မာားအာား အလုပ္မွ ရပ္စြဲျခင္ား၊
ထုတ္ပယ္ျခင္ား ကိစၥရပ္မ်ာားအာားလံုားသည္ အလုပ္ရွငတ္ ငြ ္ သာတာဝန္ ရွသ
ိ ည္။
(၂)

သတ္မွတထ္ ာားေသာ

စည္ားကမ္ားခ်က္မ်ာားကို

ေဖာက္ဖ်က္က်ကားလြနသ္ ည့္အလုပ္သမာားမ်ာားအာား သာမန္ျပစ္မႈမ်ာားအတြက္ ပထမအႀကိမ္စာျဖင့္ သတိေပား ျခင္ား၊
ဒုတယိ အႀကိမ္စာျဖင့္သတိေပားျခင္ား၊
ေရားထိားု ေစျခင္ား

တတိယအႀကိမ္

ဝန္ခကံ တိလက္မွတ္

စသည့္သတိေပားျခင္ားသံုားႀကိမ္ျပ်ဳလုပၿ္ ပီားေနာက္

အလုပ္သမာားသည္

သာမန္ျပစ္မကႈ ထို ပ္မကံ ်ကားလြန္ခလ့ြဲ ွ်င္

၁၂လအတြင္ား

အလုပ္ရွငသ္ ည္နစ္နာ

ေၾကားေပားရန္မလိဘု အြဲ လုပ္မရွ ပ္စာႏြဲ ုိင္သည္။ သာမန္ျပစ္မတႈ စ္ခကု ်ကားလြန္ၿပီားပါက ၁၂လအတြင္ားေနာက္ထပ္ျပစ္မႈတစ္စံုတစ္ရာက်ကားလြန္ျခင္ား
က်ကားလြန္ခ့ၿြဲ ပီားေနာက္

၁၂လအတြင္ား

မရွလိ ွ်င္ျဖစ္ေစ၊

တတိယအႀကိမ္

ထပ္မကံ ်ကားလြန္ခြဲ့ျခင္ားမရွိ

လွ်င္ျဖစ္ေစ

ထိကု ်ကားလြနခ္ ြဲ့ေသာ ျပစ္မႈအာားလံုားကို အလုပ္ရွငမ္ ွေခ်ဖ်က္ေပားရ မည္။(၃)အထက္အပိ္ဒု ္ခြဲငြ ယ္ (၁) မွအပ အလုပ္သမာားမ်ာားအာား တည္ဆြဲ ပေဒ၊ နည္ား ပ ေဒ၊စည္ားမ် ္ားစည္ားကမ္ားမ်ာားာႏွင့္အညီ

အလုပရ္ ွင္က

တစ္လႀကိ်ဳတင္အေၾကာင္ား

ၾကာား၍

အလုပ္မွရပ္စာႏြဲ ုိင္သည္။

သိ႔ရ
ု ာ

သတ္မွတထ္ ာားသည့္

နစ္နာေၾကားေပားၿပီား

တြင္ ပေဒျပဌာနားခ်က္၊

လုပထ္ ုားံ လုပ္နည္ားမ်ာားာႏွင့္

ဆန္႔က်င္၍အလုပသ္ မာားအာား

အလုပ္ထတု ္ျခင္ားမ်ိ်ဳားမျဖစ္ေစရ။
(၄)

လုပသ
္ ာားေလွ်ာ့ခ်ျခင္ား၊ အလုပ္သမာားအာား အလုပမ္ ွရပ္စျြဲ ခင္ားတုိ႔အတြက္ အလုပ္ ရွင္သည္
အလုပ္သမာားအဖြဲ႔အြ စည္ားမရွပိ ါက အလုပသ္ မာားေရားရာ လုပ္ငန္ားညွိ ာႏႈိင္ားေရားေကာ္မတီာႏွင့္
ညႇိာႏႈိင္ားေဆာင္ရကြ ္ရမည္။

အလုပသ္ မာားအဖြ႔အြဲ စည္ားရွိပါ

အလုပ္သမာားအဖြဲ႔အြ စည္ား၏ကုိယ္စာားလွယ္ာႏွင့္
ငန္ားညႇိာႏႈိင္ားေရားေကာ္မတီ၏

အလုပ္သမာားေရားရာ

ကိယု ္စာားလွယတ္ ႔ပို ူားေပါင္ား၍

က
လုပ္

အလုပရ
္ ွငသ
္ ႔မ
ို ဟုတ္

အလုပ္ရွငက္ ိုယစ္ ာားလွယ္ာႏွင့္ညႇိာႏႈိင္ားေဆာင္ရကြ ္ရမည္။
(15)

Resignation and Dismissal(a) Resignation(1) If the assigned Employee is desirous of resigning from the job, resignation letter shallbe sent via in-charge person to the Employer or manager or supervisor at least one
month prior to the ending date of employment.

Page 29

(2) Upon receiving the approval for official resignation, the Employee shall return salarycard, employee card, work-related materials and equipment which were issued to him
and shall systematically hand over the accounts, cash, and materials to the Employer.
(3) The Employee shall inform one month in advance prior to the resignation and the
Employer shall approve such resignation by giving remaining wages for actual working
days and earned leave without needing to pay severance for termination of
employment;(4) Regarding the resignation under the above Clause (3) of employee for who a training
course is provided by the Employee at his own expense, it shall be subject to theprovisions of the Employment and Skill Development Law.
(b) Dismissal(1) In the event the Employer dismisses the Employee from the work, documentation
process shall be carried out with strong reason and shall dismiss the Employee by
giving office order on which the Employer or responsible person has signed. Everymatter related to termination or dismissal to the Employee shall be solely decided by
the Employer.
(2) If Employees breach minor infractions, he shall be warned three times in total, the first
and the second time by a written notice and the third time by signing the Employee
Warning Letter, and within 12 months after that, if he breach minor infractions, theEmployer may dismiss him without needing to give a severance pay. If no further
infraction is committed within 12 months after the first commitment of ordinary
infraction or if no further infraction is committed within 12 months after the third
commitment of ordinary infraction, the Employer shall eliminate all infractions.
(3) Except for the Clause (1) mentioned above, the Employer may dismiss the Employee
by informing one month in advance and giving severance pay in accordance with theexisting law, rules and regulations. However, such dismissal shall not be against theprovisions of law and procedures.
(4) For redundancies and dismissal, the Employer shall discuss with the Coordinating
Committee for Labor, provided that there is no labor organization, and if there is, therepresentative from labor organization shall, in corporation with the representative of
Coordinating Committee for Labor discuss with the Employer or representative of theemployer.

Page 30၁၆။စာခ််ဳပရ္ ပစ္ ြဲျခငား္
ေအာက္ပါအခ်က္မ်ာားေၾကာင့္ သေဘာတူစာခ််ဳပ္ရပ္စာႏြဲ ိုင္သည္ -

16.

(က)

စက္႐ုံ၊ အလုပ႐္ ုံ၊ အလုပ္ဌာန၊ ကုမၸဏီ၊ လုပင္ န္ားဖ်က္သိမ္ားျခင္ား၊

(ခ)မေမွ်ာ္မွန္ားာႏိုင္ေသာ ျဖစ္ရပ္ေၾကာင့္ လုပင္ န္ားရပ္ဆိငု ္ားသြာားျခင္ား၊

(ဂ)အလုပ္သမာားေသဆံုားျခင္ား၊

Termination of the Contract
This Contract may be terminated due to following reasons:(a) Winding up of factory, work shop, workplace, company and business(b) Cessation of the business due to unforeseen event(c) Death of employee၁၇။စာခ််ဳပပ္ ါစညားားက္ ကမားားခ္ ခ်ကအ္ တိငု ားားတ္ တာဝနရ္ မွိ မႈ ်ာား
(က)

အလပ
ု ရ
္ င
ွ ၏
္ တာဝနဝ္ တရၱ ာားားမ
မ်ာား(၁)အသင္ားအဖြ႔ဝြဲ င္ျဖစ္မႈ၊

လူမ်ိ်ဳား၊

ဘာသာ၊က်ာား/မ၊အသက္အရြယက္ ြာျခာားမႈ

အေပၚမူတည္၍ခြဲြျခာားဆက္ဆံျခင္ား၊ တန္ားတူအခြင့အ္ ေရား မေပားျခင္ားတိ႔ကု ိုမျပ်ဳ လုပရ္ ၊(၂)ျမန္မာာႏုိင္ငံသ႔ို

လာေရာက္အလုပလ္ ုပက္ ိုငသ္ ည့္ာႏုိင္ငံျခာားသာား

အလုပ္ရွငမ္ ်ာား၊

ႀကီားၾကပ္သူမ်ာား၊ ပညာရွင္မ်ာားာႏွင့္ မိသာားစုဝင္မ်ာားသည္ ျမန္မာာႏုိင္ငံ၏တည္ဆြဲ ပေဒမ်ာား၊ယ ္ေက်ားမႈာႏွင့္ ဓေလ့ထုားံ စံမ်ာားကို ေလားစာားလုိက္နာရမည္။
(၃)တည္ဆြဲအလုပသ္ မာားေရားရာ ပေဒမ်ာား

အပါအဝင္ျမန္မာာႏုိင္ငံ၏

တည္ဆြဲအျခာား

ပေဒမ်ာားကို ေလားစာားလုိကန္ ာရမည္။
(၄)ပေဒာႏွင့္အညီ တရာားစြဲြဆိုခငြ ့္ာႏွင့တ္ ရာားစြဲြဆိုခံာႏုိင္ခငြ ့္ရွိရမည္။

(၅)အလုပ္ရွငသ
္ ည္

အလုပသ
္ မာားမ်ာား၏

ရပိုင္ခငြ ္မ့ ်ာားခံစာားပိင
ု ္ခင
ြ ့မ
္ ်ာားာႏွင့္စပ္လ် ား္ ၍အလုပ္သမာားမ်ာားအာား ပြင့လ္ င္ားစြာအသိေပားထာားရမည္၊
(၆)အလုပ္ရွငသ္ ည္လုပ္ငန္ား၏လုိအပ္ခ်က္အရ

လုပင္ န္ားခြင္ေဘားအာႏၲရယ္ကင္ားရွငား္

ေရားကိအု ထူား ားီ စာားေပားေဆာင္ရကြ ္ရမည္၊
(ခ)

အလပ
ု သ
္ မာားားမ
မ်ာားား၏၏ တာဝနဝ္ တရၱ ာားားမ
မ်ာား(၁)အလုပ္သမာားမ်ာားလုပ္ငန္ား၏လုိအပ္ခ်က္အရ

ထုတ္ျပန္ထာားေသာ

လုပ္ငန္ားခြင္

ေဘားအာႏၲရယ္ကင္ားရွင္ားေရားဆုိင္ရာ ၫႊန္ၾကာားခ်က္မ်ာားကို လုိက္နာေဆာင္ရြကရ္ မည္၊
(၂)လုပ္ငန္ားခြငအ္ တြင္ားသိ႔ု မဝင္ေရာက္မွီလပု ္ငန္ားလုိအပ္ခ်က္အရ သတ္မတွ ထ္ ာား ေသာလုပ္ငန္ားခါင့္အကာအကြယ္ေပားေရားပစၥည္ားမ်ာားကို စနစ္တက်ဝတ္ဆင္ရ မည္၊Page 31(၃)လုပ္ငန္ားခြင္ာႏွင့္

အလုပ္ခ်ိ္အတြင္ားမူားယစ္ေဆားဝါားမ်ာားကို

ေဖာ္ကိငု ္ဖက္မ်ာားကို

စိတ္ၿငိ်ဳျငင္ေအာင္

ေသာက္စာားျခင္ား၊

ောႏွာင့္ယကွ ္ျခင္ား၊

လုပ္အာႏၲရယ္ေပားျခင္ား၊

ကိယ
ု ္ထလ
ိ က္ေရာက္က်ကားလြန္ ေစာ္ကာားျခင္ားမ်ာားမျပ်ဳလုပရ္ ၊(၄)အလုပ္ရွင္မွႀကိ်ဳတင္ဖငြ ့ဟ္ ထာားသည့္ လွ်ိ်ဳ႕ဝွကအ္ ပ္ေသာ သတင္ားအခ်က္ အလက္မ်ာားကို
ျပင္ပသိ႔မု ေပါက္ၾကာားေအာင္ ထိန္ားသိမ္ားရမည္။ အခြင့အ္ မိန္႔မရွိ ဘြဲ လုပ္ငန္ားာႏွင့္ဆုိင္ေသာ
စာရြက္စာတမ္ားမ်ာား၊ စာရင္ားမ်ာား၊ မွတတ္ မ္ားမ်ာားကို ထုတ္ာႏႈတ္အသံုားျပ်ဳျခင္ား၊ ကူားယူျခင္ား၊
ဖယ္ရွာားျခင္ား၊ ေဖ်ာက္ဖ်က္ျခင္ား၊ ျပင္ပသိ႔ု ယူေဆာင္သြာားျခင္ားမျပ်ဳရ၊

(၅)အလုပ္ရွင္ာႏွင့္

အလုပသ္ မာားကိယု ္စာားလွယ္မ်ာား

ၫႇိာႏႈိင္ားသေဘာတူညထီ ာားသည့္

အခါအာားေလ်ာ္စြာထုတ္ျပန္ထာားသည့္ စည္ားမ် ္ားစည္ားကမ္ားမ်ာားကိလု ိကု ္နာရ မည္၊(၆)အလုပ္သမာားသည္တည္ဆြဲ ပေဒမ်ာားအတုိင္ား

ထည့္ဝင္ေပားေဆာင္ရမည့္

အခြန္အခမ်ာားကို သတ္မတွ ္ာႏႈန္ားထာားမ်ာားအတုိင္ား ေပားေဆာင္ရမည္၊

17.

(၇)

တည္ဆြဲအလုပသ္ မာားေရားရာ ပေဒမ်ာားကုိ ေလားစာားလုိကန္ ာရမည္၊

(၈)ပေဒာႏွင့္အညီတရာားစြဲြဆိုခြင္ာႏ့ ွင့္ တရာားစြဲြဆိုခံာႏုိင္ခငြ ့ရ္ ွိရမည္၊

Obligations under terms and conditions of this Contract(a) Obligations of the Employer(1) No Employer shall discriminate or treat unfairly out of racism, sexism and ageism.
(2) Foreign investors, supervisors, experts and their families who work and stay in
Myanmar shall abide by the existing laws and respect the tradition and custom of
Myanmar.
(3) The Employer shall observe the existing laws of Myanmar including the existing labor
laws.
(4) The Employer shall have a right to take or be taken legal action.
(5) The Employer shall keep the Employees well informed of his rights and entitlements.
(6) The Employer shall take necessary measures for the safety of workplace as per thebusiness nature.
(b) Obligations of the Employee(1) The Employee shall follow the directions for workplace safety which are issued
according to the nature of the business.
(2) The Employee shall, before entering to workplace, equip himself with all workplace
protective gears specified as per the nature of business.

Page 32(3) The Employee shall not use drug or intoxicated drink in the workplace during working
hours or shall not disturb coworkers or cause coworkers in danger and/or shall not
attack the coworkers physically or verbally.
(4) The Employee shall keep all the information confidential which is disclosed by the
Employer only to the Employee. The Employee shall not, without approval, excerpt,
copy, remove, bring outside or destroy any documents, accounts or records related tothe business.
(5) The Employee shall observe terms and conditions stipulated from time to time byrepresentatives of the Employee and the Employer.
(6) The Employee shall, as per specified rate, pay the tax payable under the existing laws.
(7) The Employee shall abide by the existing labor laws.
(8) The Employee shall have a right to sue and be sued in accordance with the applicable
laws.
၁၈။

အလ ပ
ု ခ
္ န႔ထ
္ ာားားမ
မဆ
ႈ ိင
ု ရ
္ ာ

သေဘာတညူ ခီ ်ကစ္ ာခ််ဳပအ
္ ာား

အလပ
ု ရ
္ င
ွ ာႏ
ာႏွ
္ ွင့အ္ လပု သ္ မာားားာႏ
ာႏွွစ္ ားီသေဘာတူဖ်ကသ္ မိ ားားျ္ ျခငား္
အလုပ္ရွင္ာႏွင့္အလုပသ္ မာား

ာႏွစ္ ီားာႏွစ္ဖက္သေဘာတူညီခ်က္ျဖင့္

မူလခ််ဳပ္ဆထို ာားေသာ

အလုပ္ခန္႔ထာားမႈဆိငု ္ရာ သေဘာတူညီခ်က္စာခ််ဳပအ္ ာား ဖ်က္သိမ္ားာႏုိင္သည္။
18.

Termination of the Employment Contract by mutual agreement between employer andemployee
The initial Employment Contract may be terminated by mutual agreement between employer
and employee.

၁၉။အျခာားားက
ကစိ ၥရပမ္ ်ာား (အလပ
ု ရ
္ င
ွ ာႏ
ာႏွ
္ ွင့္ အလပု သ္ မာားားအ
အျငငားားပ္ ပြာားားမ
မမႈ ်ာားားက
ကေို ျဖရငွ ားားျ္ ျခငားား)္)အလုပ္ရွင္ာႏွင့္အလုပသ္ မာားအျငင္ားပြာားမႈမ်ာား
သည္နည္ားျဖင့္

ေျဖရွင္ားရမည္။

ေပၚေပါက္ကာႏွစ္ ီားာႏွစ္ဖက္

အကယ္၍ေျပလည္ေအာင္ေျဖရွင္ားာႏုိင္ျခင္ားမရွိပါက

ညႇိာႏႈိင္ားဖ်န္ေျဖ
၂၀၁၂ခုာႏွစ္အလုပ္

သမာားေရားရာအျငင္ားပြာားမႈေျဖရွင္ားေရား ပေဒာႏွင့္တည္ဆြဲ ပေဒမ်ာားအတုိင္ား ေျဖရွင္ားေဆာင္ရကြ ္ရ မည္။

Page 33

19.

Other Matters (Dispute between employer and employee)
Any dispute occurs between Employer and Employee shall be settled by means of negotiation
between them. Provided that dispute cannot be settled by doing so, such dispute shall besettled in accordance with the Settlement of Labor Dispute Law of 2012 and existing laws.

၂၀။စာခ််ဳပစ္ ညားားက္ ကမားားမ္ မ်ာားားကကို သတမ္ တွ ျ္ ခငားား၊္ ၊ ျပငဆ္ ငျ္ ခငားားာႏ္ ာႏွွင့ျ္ ဖည္စ့ ြကျ္ ခငား္
အတည္ျပ်ဳလက္မွတေ္ ရားထုိားၿပီားေသာ
ကိသု က္ဆိငု ္ရာၿမိ်ဳ႕နယ္

အလုပ္ခန္႔ထာားမႈဆိငု ္ရာသေဘာတူညီခ်က္စာခ််ဳပ္

အလုပ္အကိုင္ာႏွင့္အလုပသ္ မာားရွာေဖြေရား႐ုံားမ်ာားသိ႔ု

တည္ဆြဲအလုပသ္ မာား ပေဒမ်ာားာႏွင့္အညီ
အလုပ္သမာားာႏွစ္ ီားာႏွစ္ဖက္

ျပင္ဆင္ျခင္ားာႏွင့္

ေပားပိ႔ရု မည္။

ျဖည့္စြက္ျခင္ားျပ်ဳလုပလ္ ိုပါက

ညႇိာႏႈိင္ားေဆြားောႏြားျပင္ဆင္ျဖည့္စြက္ၿပီားေနာက္

ထုိ႔ျပင္

အလုပ္ရွင္

ာႏွင့္

အဆုိပါသေဘာတူ

စာခ််ဳပအ္ သစ္ကလို ည္ားတင္ျပရမည္။
20.

Stipulation, Amendment and Supplement of the Terms of the Contract
Approved and signed Employment Contract shall be sent to relevant township labor exchange
office. Moreover, amendment or supplement shall be made to the Employment by mutual
agreement between the Employer and the Employee and sent submit the amended Contract
to the above office.

၂၁။အေထြေထြ
(က)အလုပ္သမာားသည္ အလုပသ္ မာား ပေဒာႏွင့္ ဆက္စပ္လ်က္ရွိေသာ

ပေဒမ်ာားတြင္ပါဝင္ သည့္ရပုိင္ခြင့မ္ ်ာားအကာအကြယာႏ္ ွင့္အက်ိ်ဳားခံစာားခြင့္ အာားလံုားကို ခံစာားခြင့ရ္ ွိသည္။
(ခ)လိုအပ္ပါက

တည္ဆြဲ ပေဒမ်ာားာႏွင့မ္ ဆန္႔က်င္ေသာ

ထုတ္ျပန္ထာားသည့္

သက္ဆိငု ္ရာလုပ္ငန္ားခြင္

တည္ၿမြဲအမိန႔ာႏ္ ွင့အ္ လုပ္ခငြ အ္ တြင္ားလုိက္နာရန္

သဘာဝအရ

စည္ားမ် ္ားစည္ားကမ္ား

ာႏွင့္

ရပိုင္ခြင့္ မ်ာားကို ဤစာခ််ဳပ္၏ တစ္စတိ တ္ စ္ေဒသ အျဖစ္မတွ ယ္ ူရမည္။
(ဂ)အလုပ္ခန္႔ထာားမႈဆိငု ္ရာသေဘာတူညီခ်က္ စာခ််ဳပ္အာားလုပ္ငန္ား၏သေဘာသဘာဝအရ တည္ဆြဲ
အလုပ္သမာား ပေဒမ်ာားပါ

ရပိုင္ခြင့ာႏ္ ွင့အ္ ခြင့အ္ ေရားမ်ာား

အျပည္ျပည္ဆိငု ္ရစံခ်ိန္ၫႊန္ားမ်ာားာႏွင့္အညီ

ေအာက္ယုတေ္ လ်ာ့ျခင္ား

သက္ဆိငု ္ရာစက္႐ုံ၊

အလုပ႐္ ုံ၊အလုပဌ
္ ာန၊

မရွဘ
ိ ြဲ
ကုမၸဏီ၊

လုပ္ငန္ားအလုပ္ရငွ ္ာႏွင့္ ၅၀ ရာခုိင္ာႏႈန္ားထက္ေက်ာ္ေသာ အလုပ္သမာားမ်ာား၏ သေဘာတူညီခ်က္ျဖင့္
ျပင္ဆင္ျဖည့္စြက္ာႏုိင္သည္။
21.

Miscellaneous(a) The Employee is entitled to all rights, protection and benefits contained in the laws related
to labor law.

Page 34

(b) If necessary, permanent order issued as per the nature of relevant workplace, terms andconditions of the workplace and rights which are not contrary to existing laws shall bedeemed to be an integral part of this Contract.
(c) The Employment Contract may be, as per the nature of business, amended by mutual
agreement between the relevant Employer of factory, work shop, work place, company orbusiness and over 50 percent of Employees in accordance with the international standard
and norm and without prejudice to benefits and rights under existing labor laws.
အလ ပု သ္ မာားား၏
၏လကမ
္ တ
ွ ္

အလ ပ
ု ရ
္ င
ွ (္ သ႔မ
ို ဟတ
ု )္

(သ႔မ
ို ဟတ
ု )္

မနေ
္ နဂ်ာ(သ႔မ
ို ဟတ
ု )္

လကဝ
္ ြဲလကမ္ ပုစံ ံလက္မွတ္

စမ
ီ အ
ံ ပ
ု ခ
္ ််ဳပသ္ ူ----------------------

အမည္လက္မွတ္

------------------------------

အမည္ရာထူား/အဆင့္
ာႏုိင္ငံသာားစိစစ္ေရား

ာႏိုင္ငံသာားစိစစ္ေရား

ကတ္ျပာားအမွတ္(သိ႔မု ဟုတ္)ကတ္ျပာားအမွတ္ (သိ႔မု ဟုတ)္

ာႏုိင္ငံကားူ လက္မတွ အ္ မွတ္----------------------

ာႏိုင္ငံကားူ လက္မတွ အ္ မွတ္ ----------------------

လုပ္ငန္ား/ဌာနလုပ္ငန္ား/ဌာနရက္စြြဲ

ရက္စြြဲ

Signature of the Employee

Employer (or)(Or)

Manager (or)Left Hand Finger Print

Supervisor

Signature --------------------

Signature ----------------------

Name

Name

Position/Level

Position/Level

NRC No

NRC No(Or)(Or)

Passport No --------------------

Passport No ----------------------

Page 35

Business/Sec

Business/Sec

Date

Date

အသသ
ိ ကေ
္ သ
လက္မွတ္

--------------------------------

လက္မွတ္

--------------------------------

အမည္--------------------------------

အမည္--------------------------------

ရာထူား/အဆင့္

--------------------------------

ရာထူား/အဆင့္

--------------------------------

ာႏုိင္ငံသာားစိစစ္ေရား --------------------------------

ာႏုိင္ငံသာားစိစစ္ေရား --------------------------------

ကတ္ျပာားအမွတ္ (သိ႔မု ဟုတ)္

ကတ္ျပာားအမွတ္(သိ႔မု ဟုတ္)ာႏုိင္ငံကားူ လက္မတွ အ္ မွတ္

ာႏုိင္ငံကားူ လက္မတွ အ္ မွတ္

လုပ္ငန္ား/ဌာန--------------------------------

လုပ္ငန္ား/ဌာန--------------------------------

ရက္စြြဲ

--------------------------------

ရက္စြြဲ

--------------------------------

အတညျ္ ပ်ဳလကမ္ တွ ေ္ ရားားထ
ထားားပို ပါသည။္
လက္မွတ္ -------------------------------အမည္ -------------------------------ခ႐ုိင/္ ၿမိ်ဳ႕နယ္ ားီ စီားအရာရွိ
အလုပ္သမာားၫႊန္ၾကာားေရား ားီ စီားဌာန
-------------------------------- ခ႐ုိင/္ ၿမိ်ဳ႕နယ္
ရက္စြ၊ြဲ -------------------------------- ။
Witnesses
Signature -----------------------------

Signature ----------------------------

Name

Name

---------------------------------------------------------

Position/Level -----------------------------

Position/Level -----------------NRC No -----------------------------(Or)NRC No ----------------------------(Or)Passport No

Passport No -------------------

Page 36-----------------------------

Business/Sec --------------------------

Business/Sec ------------------------

Date -----------------------------

Date ----------------------------Hereby approved and signed.
Signature -----------------Name ----------------------District/Township Officer
Labor Department----------------------------------------District/Township
Date -----------------------

Page 37

ANNEX 2
SAMPLE OF FORM C

Page 38

ANNEX 3
RATE OF PERSONAL INCOME TAX
The following table is the PIT rates on annual salary income under current
applicable income tax law in Myanmar.
No.
1
2
3
4
5
6

Annual taxable income range
From MMK

To MMK12,000,000
2,000,001
10,000,000
10,000,001
30,000,000
30,000,001
50,000,000
50,000,001
70,000,000
70,000,001 and above

Income tax rate (%)
0
5
10
15
20
25

Page 39

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