When was the Myanmar minimum wage last updated?

What Myanmar law says

Under the Minimum Wage Law 2013, the National Committee for the Minimum Wage is required to review the rate at least once every two years. Updates take effect through a published notification stating the new rate, scope, and effective date. Employers must align payroll with the new rate from the effective date — not from the date of publication.

The current daily floor is MMK 4,800 for an 8-hour working day. The next review is anticipated within the statutory two-year cycle.

Tracking notification updates

Effective dates are typically forward-dated by 30–60 days from publication, giving employers time to update wage registers and payslips.

Documentation requirements

• Wage register entries must reflect the rate effective on each pay period.
• Payslips must show the gross wage applied — itemised against the new floor.
• Retain prior-rate wage registers for at least 7 years (Payment of Wages Law).
• For staff already paid above the floor, no automatic raise is owed unless the contract or collective agreement says so.

Edge cases

• Mid-cycle update — a new notification mid-month requires pro-rating the old and new rates within the same payslip.
• Workers already above the new floor — no top-up required by law, but check the contract for indexed pay clauses.
• Daily-wage workers — apply the new daily rate from the effective date forward, no retroactive top-up unless ordered.
• Sectors outside coverage — family-owned businesses and small employers may be excluded from the notification.
• Disputes — an underpaid employee can complain to the township labour office within 6 months of the disputed period (see wage protection law).

Common payroll mistakes

• Applying the new rate from the publication date instead of the stated effective date.
• Forgetting to update the wage register and continuing to print payslips at the old rate.
• Not pro-rating across the effective-date boundary on monthly cycles.
• Treating salaried staff as exempt — they are covered if employer headcount qualifies (see minimum wage scope).
• Failing to retain the prior wage register, leaving inspectors without baseline records.