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.
Workers over the age of 18 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 workweek during weekdays. On holidays and weekends, the overtime premium is payable at 200%. The overtime should not exceed 4 hours per day or a total of 56 working hours per week. Compelling a Worker to perform overtime work is prohibited except for the following situations: (a)the work is indispensable to the defense and protection of the country, human life, or health; (b)the work is necessary to prevent natural and other public disasters, industrial accidents, or to urgently eliminate the aftermath thereof; (c) the work is necessary to eliminate disruption of the water supply, electricity, heat, transportation, or communication facilities; or (d)the work is necessary due to an urgent unforeseen need which, unless carried out without delay, may cause interference with the normal function of a business. 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 requires 30 days' notice in cases of economic redundancy or incompetence of Worker or 45 days for any other reason. 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' notice.
Health insurance, pension contribution.
TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.
When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.
