Is reference checking standard practice in Myanmar?
Yes. Reference checks are standard practice in Myanmar, especially for mid-level and senior roles. Employers contact two or three prior managers — provided in writing by the candidate — to verify dates, role, performance, and reason for leaving. Reference checks are voluntary and require the candidate's consent. They sit alongside background checks, not in place of them.
What Myanmar law and practice say
Reference checking is not regulated by a single statute in Myanmar but is well-established practice. Employers verify the candidate's stated history with two or three prior managers — names supplied in writing by the candidate as part of the application. The Employment & Skills Development Law (ESDL) 2013 expects accurate identity and history records, and reference checks are the standard way to confirm them. The constitutional non-discrimination principle still applies — references must be evaluated on job-relevant grounds, not personal attributes.
Two patterns dominate: phone references (more candid, less archival) and email references (slower, written record). Senior and regulated-sector hires often use both. Sector-specific KYC rules in banking and financial institutions go further and require formal written references on letterhead.
What a Myanmar reference check typically covers
| Reference question | Asked? | Notes |
|---|---|---|
| Confirm employment dates and role | Yes | Match against the CV and prior payslips |
| Confirm reporting line | Yes | Validates the named referee |
| Performance and key achievements | Yes | Open question; cross-check against CV claims |
| Reason for leaving | Yes | Gross-misconduct disclosures vs voluntary exit |
| Eligible for re-hire? | Yes | One-line summary signal |
| Salary history | Sometimes | Many employers decline; not job-relevant in some sectors |
| Religion / ethnicity | No | Discrimination grounds |
| Family circumstances | No | Discrimination grounds |
Process and timeline
- Candidate supplies 2–3 referees in writing as part of the application — Day 0.
- Candidate signs a reference-check consent form covering each referee — Day 0.
- HR contacts referees by phone or email — 3–5 days.
- HR records the conversation in a structured reference template — same day.
- Hiring decision confirmed; ESDL appointment letter issued within 30 days of start.
- Reference notes archived in the personnel file.
Employer takeaway
Run reference checks for mid-level and senior hires as a default. Use a structured template covering dates, role, performance, reason for leaving, and re-hire eligibility. Obtain the candidate's written consent before contacting referees. Treat references as one input alongside background checks, not a substitute. Retain the file for at least 7 years post-exit.
Edge cases
- Candidate's prior employer is overseas — schedule the call across time zones; written reference often easier.
- Candidate's only referee is a relative — request an additional independent referee.
- Candidate has been a contractor — request the engaging client and a peer.
- Sensitive resignation — flag and verify the reason for leaving before extending an offer.
Common hiring mistakes
- Skipping references on senior hires.
- Asking unstructured questions and recording vague impressions.
- Using references to fish for discrimination-grounds information.
- Failing to record candidate consent for the reference call.
- Employment & Skills Development Law (ESDL) 2013 — accurate hiring records
- Constitution of Myanmar — non-discrimination principle
- Industry KYC guidance for BFI roles
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