Mongolia
Mongolia, known for its vast, rugged landscapes, nomadic culture, and rich history, offers great opportunities for businesses looking to expand internationally. TCWGlobal simplifies the process of hiring in Mongolia, offering comprehensive solutions for building your contingent workforce.
There are no official subcategories of workers in Mongolia.
Fixed-term contracts are permitted in Mongolia only for apprenticeships, probationary work, seasonal work, and temporary employment such as replacing an employee who is out on leave. If a fixed-term contract lasts for more than two years, it will be considered an indefinite contract.
The initial maximum contractual probationary period is 3 months. The probationary period can be extended once for an additional 3-month period, for a total maximum probationary period of 6 months. Termination during the probationary period requires statutory notice of 30 days and just cause.
Workers in Mongolia recognize 9 paid public holidays. Workers are entitled to a premium of 200% if they are required to work on a public holiday. Public holidays that fall on a non-workday are usually lost. These holidays include New Year's Day, Tsagaan Sar Holiday, International Women's Day, Children's Day, Great Buddha Day, Naadam Holiday, Chinggis Khaan Day, Republic Day, and Independence Day
Workers that are 18 years of age or older are entitled to 15 paid days of annual leave. After 6 years of employment, additional leave days are granted based on the tenure of employment, ranging from an additional 3 to 14 days.
Workers must be seen by a medical authority to obtain certification that they are unable to work. Workers are then entitled to sick leave for the duration of their illness. If the sick leave is taken under the Social Insurance Funded Medical List, then the Worker is entitled to be paid a portion of salary provided by the government. Generally, Workers receive 10 paid sick days in addition to their SI funded sick leave.
A standard workweek is 40 hours per week, 8 hours per day. Meal breaks are 1 hour, unpaid. Saturday and Sunday are public days of rest. If a Worker is required to work on a Saturday or Sunday, they must either be granted two different consecutive days off or be compensated at 200%.
All Workers are entitled to an overtime premium of 150% for exceeding the standard work hours during weekdays. Work on weekends is subject to 150% of the worker's standard rate of pay. Night work between 10:00 PM and 6:00 AM must be paid at 120% of the standard rate. Work on public holidays is payable at 200%. Overtime performed on weekends, holidays, or at night is subject to both the overtime and applicable weekend, holiday, or night premiums. The overtime should not exceed 4 hours per day or a total of 56 working hours per week. Compelling a worker to perform overtime is generally prohibited, unless the work is urgently required to protect public safety, prevent or respond to emergencies, maintain essential services, or address unforeseen business disruptions. It is prohibited to compel a Worker to perform overtime work for two consecutive shifts.
There are no mandatory or customary bonuses in Mongolia.
Termination in Mongolia must be done for just cause or mutual agreement. Termination requires 30 days' notice in cases of economic redundancy or incompetence of Worker, or 45 days for any other reason, or payment made in lieu if the employer finds it unnecessary or impossible for the worker to continue his or her work for that period of time. If the Worker has been with a company for more than 6 months and has been terminated due to military service, company liquidation, retirement, or a failure to meet the job duties due to qualifications or health reasons, severance is equal to one to four month’s average salary based on tenure of employment.
After the probationary period, Workers do not need to provide a reason for resignation but must provide at least 30 days' written notice unless a shorter period of notice is agreed upon by both parties.
In Mongolia, employers are required to make contributions to various social security funds for their employees. These contributions cover important areas such as retirement, social benefits, health, unemployment and occupational risks. Generally, mandatory employer contributions generally stand at 12.5% to 14.5% of gross salary.
Health insurance, pension contribution.
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