How do I hire a foreign worker in Myanmar?

What Myanmar law and practice require

Hiring a foreign-national employee in Myanmar is legal but tightly sponsored. The employer must be a Directorate of Investment and Company Administration (DICA)-registered company (or a DICA-registered branch of a foreign investor). The employer sponsors the foreign worker through three immigration documents — work permit, Stay Permit, and Multiple Re-Entry Visa (MRV) — and must respect the Foreign Workers' Quota for the company size and sector.

"Work permit" and "Stay Permit" are different documents. The work permit authorises the foreign national to work for the sponsoring employer. The Stay Permit (residence permit) authorises the foreign national to remain in Myanmar beyond the visa period. The MRV authorises multiple international entries during the assignment.

Required documents for a foreign hire

Process and timeline

1. Confirm the role fits within the Foreign Workers' Quota — 1–2 days internal check.
2. Issue an offer letter conditional on immigration approval — Day 0.
3. Apply for the work permit through the relevant authority (MIC for MIC-permitted enterprises; MoLES otherwise) — 4–8 weeks.
4. Apply for the Stay Permit — typically processed alongside or after the work permit.
5. Apply for the MRV — for multi-entry travel during the assignment.
6. Issue the ESDL appointment letter within 30 days of start.
7. Enrol the employee in SSB within 30 days of the start date.
8. Apply for an IRD TIN for PIT withholding (see onboarding documents).

Foreign-worker specifics

Inside Special Economic Zones (SEZs) such as Thilawa, the SEZ Authority issues work permits and Stay Permits under a separate, often faster, workflow. Foreign-national employees are subject to Myanmar PIT (resident if 183+ days in the tax year, otherwise non-resident at a flat 25%) and to SSB on the same terms as Myanmar nationals.

Edge cases

• Short-term consultant < 90 days — may use business visa without work permit; risk of mis-classification if work is employee-like.
• Family / dependants — separate dependant Stay Permit application; not work-permit holders.
• Remote-from-abroad foreign worker — typically engaged via an employer-of-record (see foreign-employer scenarios).
• SEZ employer — uses SEZ Authority workflow, often faster.

Common hiring mistakes

• Letting the foreign worker start before the work permit is issued.
• Confusing visa, work permit, and Stay Permit — they are three different documents.
• Missing the SSB enrolment window because "the foreign worker is not local".
• Failing to renew the work permit and MRV in time, leaving the employee out of status.