What this looks like in practice
Daily-wage workers — common in construction, agriculture, restaurants, factories and event work — are paid per day worked rather than a fixed monthly salary. They are employees under ESDL, not contractors. Appointment letters, payslips, SSB (once total headcount reaches 5) and OSH all apply. Pay frequency can be weekly, fortnightly or monthly per the contract under the Payment of Wages Law.
Step-by-step setup
- Issue ESDL appointment letters in Myanmar language — daily rate, expected duration, weekly rest, OT, severance treatment.
- Maintain a daily attendance register — biometric or signed; this is the basis of the payslip.
- Pay weekly or fortnightly per contract; payslip every cycle showing days worked, daily rate, OT, deductions.
- Apply SSB once total headcount (including daily-wage) hits 5; daily wage workers are IPs while they work.
- Apply PIT if annualised wage exceeds the 0%-band ceiling (MMK 2M after 20% relief); withhold accordingly.
- Track continuity — workers running 6+ continuous months on daily rate risk reclassification as permanent.
- Pay 2x/3x for OT and public holidays on the daily rate base.
Tools, templates and costs
- Cloud HRMS with daily-wage module: MMK 200,000–800,000/month for 30–200 daily-wage workers.
- Daily rates typical: MMK 6,000–12,000/day general labour; MMK 15,000–30,000/day skilled trades.
- Templates: daily-wage ESDL contract, daily attendance register, weekly payslip, OT authorisation, severance calc on reclassification.
The reclassification risk
A daily-wage worker who works for the same employer for 6+ continuous months on a roughly continuous basis is at risk of being deemed a permanent employee — triggering ESDL severance per Notification 84/2015 if terminated. To stay genuinely daily-wage: clear breaks between assignments, not a fixed roster, no exclusivity. If the work is genuinely permanent, the cleaner path is converting to a monthly salary structure.
Employer takeaway
Daily-wage workers are employees under ESDL. Issue contracts, pay weekly/fortnightly with payslip, apply SSB at 5 employees, apply PIT on annualised wage, pay 2x/3x for OT and public holidays. Reclassify if same worker runs 6+ continuous months. The single most-failed obligation is daily-wage workers without ESDL contracts — biggest finding in F&B and construction inspections.
Pitfalls to avoid
- Daily-wage workers without ESDL contracts — biggest violation in inspections.
- No payslip on daily-wage — Payment of Wages Law violation.
- Skipping SSB at 5 total headcount including daily-wage.
- OT on basic only — should be on daily rate base.
- 6+ months of continuous "daily wage" — deemed permanent risk.
Related: construction HR, restaurant HR, and seasonal-business HR.
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