How do I set up HR for a 100-person company in Myanmar?

What this looks like in practice

A 100-person Myanmar company runs HR as a small department, not a single role. Every statute is triggered: the Social Security Law 2012 (5+), the OSH Law 2019 (50+), the Factories Act 1951 or S&E Act on hours and OT, the ESDL on contracts and severance, and the Income Tax Law on monthly PAYE. Inspectors expect documented systems, not improvisation.

Step-by-step setup

1. Build a 3-person HR team — HR manager, payroll specialist, recruiter/L&D officer.
2. Run a full HRMS covering payroll, attendance, leave, performance, recruitment and document management.
3. Operate the OSH committee monthly with minutes, action log and accident register; refresh PPE issuance and fire drills.
4. Publish a layered policy stack — handbook, OSH manual, leave policy, disciplinary procedure, grievance procedure, anti-harassment, IT and data-protection policies.
5. Run quarterly performance reviews, an annual compensation review and a documented training plan.
6. File monthly: PIT by the 15th, SSB return by the 15th, internal payroll close by the 7th.
7. File annually: PIT reconciliation by 30 June; DICA annual return; SSB annual summary.

Tools, templates and costs

• HRMS: MMK 700,000–1,500,000/month.
• HR team payroll cost: MMK 4,000,000–7,000,000/month combined gross.
• Annual training budget: MMK 5M–15M depending on sector and required certifications.
• OSH consultant retainer: MMK 300,000–800,000/month or project-based.
• Templates: full handbook, layered policies, OSH manual, performance review form, training plan.

Region and sector notes

Yangon employers can hire HR specialists from a deeper pool but pay 30–50% more than Mandalay or Naypyidaw. Factory operators must remember the Factories Act 1951 overrides the S&E Act, and the safety committee composition is statute-prescribed, not optional. SEZ-located companies (e.g., Thilawa) have separate registration paths and quota rules under the Special Economic Zone Law that override standard DICA processes.

Pitfalls to avoid

• OSH committee in name only — minutes, accident register and PPE log are what inspectors check.
• Excel payroll at 100 employees — guaranteed PIT and SSB errors, audit-grade risk.
• No documented disciplinary procedure — terminations get reversed at the Conciliation Body.
• Contractor misclassification at scale — backdated SSB and ESDL exposure.
• No annual PIT reconciliation — missed by 30 June triggers IRD penalty.

Related: budgeting HR costs, mandatory HR policies, and factory compliance management.