Is reference checking standard practice in Myanmar?
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.
Sources
- Employment & Skills Development Law (ESDL) 2013 — accurate hiring records
- Constitution of Myanmar — non-discrimination principle
- Industry KYC guidance for BFI roles