Surviving at a Cost: Trading Rights for a Chance to Live (or) 2025 June Labour News Report

A total of 123 news articles were published on the Myanmar Labour News website in June.

Among these news articles, 70 articles in total featured labour law violations and demands by workers for wage increases.

These reports cover incidents that took place in 51 factories.

The Myanmar Labour Society reviews these labour law violations and rights abuses monthly and publishes its findings. The purpose of releasing these findings is to uncover the fundamental causes of the workers’ sufferings and to identify possible means for reform and improvement.

These findings are also expected to serve as a support for individuals and organizations working for the welfare of labourers and aiming for reforms.

Myanmar Labour Society has categorized the findings into 27 sectors based on issues such as labour law, human rights, and workplace discrimination.

In the June reports featured in Myanmar Labour News, the coverage includes one plastic pallets factory, one footwear factory, one label factory, two bag factories, two electronics factories, two headwear factories, and 42 garment factories. These garment factories operate with a large labour force and produce export goods, categorized under the CMP business model, which contributes to 10 percent of trade value.

Among these 51 factories, 13 factories were involved in demands for wage increases. The demands for wage increases in the CMP businesses stand as clear evidence that workers are not receiving fair and contemporary wages in line with the times.

Demands occurred at 13 factories including Asia Caps, Chisheng, Earth Industrial (Myanmar) Company Limited, ETEC, (GTIG Easter, GTIG Hua Sheng, GTIG HUBO), Joy Time Garment, Myanmar Ju Chuan, Myanmar Postarion, Rongda, Rum Yang (Myanmar), SPRING RIVER KNITTING (MYANMAR), Tai Hong Garment, and HUASHENG INTERNATIONAL in Gonminmyaung.

Not all wage demands were successful, and the findings show that they were not easily granted.

*(GTIG Easter, GTIG Hua Sheng, GTIG HUBO factories themselves did not face strikes, but wages were increased according to the demand in two factories with the same address.)

All demands were aimed at increasing the daily wage.

The record-high number of 51 factories reporting labour law violations and rights abuses in June marks a new benchmark. Usually, Myanmar Labour News covers around 30 factory-related reports, but the number of reported factories significantly increased in the past May and June.

Excluding the factories where demands occurred, there are approximately 40 factories.

According to the Myanmar Labour Society’s records, out of 27 documented abuse categories, 24 types occurred during June.

Graph 1

Wage Deductions

In June, the most common violations involved wage deductions, with a total of 25 factories. This figure represents nearly 50 percent of the factories where violations were recorded.

The issues related to wage deductions included taking leave, marking days as absent due to denied leave, not working overtime, unilateral company disciplinary wage deductions, employers setting wages without consulting workers, failure to pay full annual bonus, cutting grade pay, unsubstantiated statements for social security deductions, deductions for missing fingerprint records, discriminatory wage distribution, deduction of attendance bonuses, excessive fines for late arrivals, non-payment of designated grade pay, failure to pay wages on scheduled dates, non-payment of agreed wages, wage reductions for holidays, non-payment for garment fees, deduction of grade pay for not working overtime, and unequal daily wages.

Graph 2

Most factories marked days as absent without providing legally entitled leave and deducted wages such as daily wages, grade pay, attendance bonuses, and allowances. Reports state that for missing one entitled day of leave, workers lose at least 30,000 kyats.

Wage deductions and denial of entitled payments were reported in factories such as Casico Garment Limited, Chi Mai, Dong Chen Handbag, Dong Yu Garment III Co., Ltd, Fala Fala Clothing (Myanmar), Fang Hua, Hope One, Lesnart Myanmar Apparel, Mai Yi Bei (Yangon) Garment Manufacturing Co., Ltd, Myanmar Ayeyarwaddy MFG, Myanmar Fortress Wealth Garment Co., Ltd, Myanmar Huasheng Kefu Fashion, Myanmar Ju Chuan, Myanmar QT, New Plus, Opal International Co., Ltd, Preclo Myanmar, Prettex Myanmar, S.H UNITED COMPANY LIMITED, Sakura Garment, SDI Manufacturing Co., Ltd, Shunrong Garment Myanmar, Shwe Myinn Washing Factory, Xin Shun Fashion Myanmar Co., Ltd, and Yuan Hong Garment Co., Ltd. Among these, one business operates in the service sector and the rest are garment factories.

A separate record shows wage deductions and corruption by supervisors and factory-level leaders. These involved four garment factories: Hundred Garment Myanmar, Mai Yi Bei (Yangon) Garment Manufacturing Co., Ltd, S.H UNITED COMPANY LIMITED, and Yuan Hong Garment Co., Ltd.

Coercion, Threats, and Forced Work

In June, a total of 25 factories were reported to have committed coercion, threats, or forced labour, which amounts to nearly 50 percent of the factories featured in news reports during the month.

The types of coercion and threats reported included forced overtime, threats of job reassignment if workers refused overtime, deduction of bonuses and grade pay, denying legal entitlements for those who refused overtime, forced hostility, threats during wage demands, threats of factory closures, pressure to resign, threats of wage cuts, forced reassignment to different task , verbal abuse for not working overtime, threats related to reporting, pressure to meet production targets, and coercion to sign warning letters due to hostility.

Factories identified in these coercion and threat reports include Asia Caps, Chi Mai, Chisheng, Dishang Fashion (Myanmar), Dong Yu Garment III Co., Ltd, ETEC, Hosheng Myanmar Garment, Hundred Garment Myanmar, J&F Myanmar LNY Caps, Lesnart Myanmar Apparel, Myanmar Fortress Wealth Garment Co., Ltd, Myanmar Huasheng Kefu Fashion, Myanmar Sky Run, New Plus, Preclo Myanmar, Prettex Myanmar, Rum Yang (Myanmar), SDI Manufacturing Co., Ltd, Shi An Myanmar, Shunrong Garment Myanmar, Shwe Myinn Washing Factory, SPRING RIVER KNITTING (MYANMAR), STYLE & SMART Myanmar Co., Ltd, and Tianjin Fashion Milestone.

Among these factories, one is an electronics factory while the rest are CMP garment factories.

Forced Overtime

In June, Myanmar Labour News reported on 22 factories involved in forced overtime.

The forced overtime incidents included requiring workers to work against their will, extended overtime hours, threats, and coercion. The pressure tactics included threats to job security and cuts to daily wages, attendance bonuses, and grade pay.

The factories mentioned in these reports include Casico Garment Limited, Create Beauty (Myanmar) Knitted, Dong Yu Garment III Co., Ltd, Fala Fala Clothing (Myanmar), Fang Hua, Hosheng Myanmar Garment, Hundred Garment Myanmar, J&F Myanmar LNY Caps, Lesnart Myanmar Apparel, Myanmar Huasheng Kefu Fashion, Myanmar Sky Run, Preclo Myanmar, S.H UNITED COMPANY LIMITED, SDI Manufacturing Co., Ltd, Shi An Myanmar, Shunrong Garment Myanmar, Shwe Myinn Washing Factory, STYLE & SMART Myanmar Co., Ltd, Tianjin Fashion Milestone, Xin Shun Fashion Myanmar Co., Ltd, Yangon Young Clothing, and Yuan Hong Garment Co., Ltd.

All of the factories reported for forced overtime are CMP garment factories.

Lack of Decent Working Conditions

Reports featured information from 16 factories where workplace conditions were inadequate. Among these, one was a laundry factory and the rest were garment factories.

It is essential for workplaces to meet proper standard in order to ensure that work can be carried out efficiently. The Factories Act of 1951 also outlines these requirements. Additionally, certain provisions are included in the EC contract to improve working conditions.

The conditions reported in these factories include poor drinking and utility water, unclean toilets, lack of safety measures, insufficient transportation, exposure to danger, no gate pass issuance, extreme workplace heat, leaky roofs or no roof at all, electrical hazards, lack of or inadequate medical supplies and care, insufficient protective equipment, and inadequate food provision.

Factories listed in the June report include Casico Garment Limited, Dong Yu Garment III Co., Ltd, Fala Fala Clothing (Myanmar), Lesnart Myanmar Apparel, Myanmar Huasheng Kefu Fashion, Myanmar QT, Myanmar Sky Run, New Plus, Preclo Myanmar, SDI Manufacturing Co., Ltd, Shunrong Garment Myanmar, SPRING RIVER KNITTING (MYANMAR), True Green City, Yangon Young Clothing, Yuan Hong Garment Co., Ltd, and Huasheng International in Gonminmyoung.

Denial of Legal Leave Entitlements

Although Myanmar labour law provides clear guidelines on leave and holidays, most factories fail to comply. Workers have faced termination, forced to sign warning letters, had daily wages cut, been scolded, and subjected to discrimination due to not receiving legal leave entitlements.

In June, Myanmar Labour News reported on 11 factories where workers were denied legally mandated leave. Nearly all the factories listed are garment factories, with one factory belonging to the service sector.

These 11 factories are Casico Garment Limited, Dong Chen Handbag, Dong Yu Garment III Co., Ltd, Myanmar Ayeyarwaddy MFG, Myanmar Fortress Wealth Garment Co., Ltd, Myanmar Huasheng Kefu Fashion, Preclo Myanmar, Prettex Myanmar, SDI Manufacturing Co., Ltd, Shunrong Garment Myanmar, and SPRING RIVER KNITTING (MYANMAR).

Termination of Employment

In June, Myanmar Labour News featured reports from 10 factories concerning termination of workers, threats of dismissal, or actual terminations.

The termination cases included dismissals of pregnant workers, forced resignation due to refusal to do overtime, threats, groundless terminations, terminations based on false accusations, dismissals resulting from EC contract violations, and dismissals driven by workplace hostility.

According to Myanmar labour law, there are formal procedures that must be followed for terminating employment. The dismissals reported did not align with legal procedures.

All the factories involved in these dismissal cases are CMP garment factories.

Verbal Abuse and Forced Abusive Conduct

Verbal abuse and forced abusive conduct in the workplace are categorized as forced and unlawful coercion by labour rights activists. Workers who faced such abuse reported suffering both mentally and physically.

Most of the verbal abuse incidents in June occurred in garment factories, where workers experienced not only harsh verbal attacks but also physical intimidation and mistreatment.

Factories where verbal abuse incidents were reported include Casico Garment Limited, Chi Mai, Dong Chen Handbag, Dong Yu Garment III Co., Ltd, Myanmar Fortress Wealth Garment Co., Ltd, Myanmar Huasheng Kefu Fashion, Prettex Myanmar, SDI Manufacturing Co., Ltd, Shunrong Garment Myanmar, and Yuan Hong Garment Co., Ltd.

Discriminatory Treatment

Discriminatory treatment in the workplace causes not only psychological harm to workers, but also leads to reduced productivity, unstable labour retention, and a decline in product quality—resulting in negative consequences for employers as well.

In June, the types of discriminatory treatment included biased treatment based on production targets, discrimination against those who refused overtime, harsh language, unequal wage distribution, discrimination against pregnant workers, biased granting of leave, and personal hostility.

All reported discrimination cases in June occurred in CMP garment factories.

The factories involved in such discriminatory practices are Casico Garment Limited, Chi Mai, Dong Yu Garment III Co., Ltd, Hope One, Hundred Garment Myanmar, Myanmar Huasheng Kefu Fashion, S.H UNITED COMPANY LIMITED, Sakura Garment, SDI Manufacturing Co., Ltd, and Yuan Hong Garment Co., Ltd.

Requiring Work More Than 5 Hours Continuously Without Breaks

The standard daily working hours are 8, and after every 5 consecutive working hours, workers must be given a 30-minute break according to Myanmar labour laws.

In June, reports indicated that 10 factories required workers to work more than 5 consecutive hours without any rest.

The uninterrupted working periods reported involved extended shifts after lunch, where workers worked from the afternoon until 6 PM or even 8 PM. Workers reported physical strain, and if they ate during that time, they were issued warning letters or, in some cases, terminated.

Factories where workers were made to work over 5 consecutive hours without rest include Chi Mai, Hope One, J&F Myanmar LNY Caps, Lesnart Myanmar Apparel, Myanmar Huasheng Kefu Fashion, Myanmar Sky Run, Prettex Myanmar, S.H UNITED COMPANY LIMITED, Yangon Young Clothing, and Yuan Hong Garment Co., Ltd.

These reports reflect the most prevalent violations among the 24 categories of breaches documented in factories during June.

Table

Non-Compliance with WCC Law

In June, there were reports of 9 factories violating WCC law, 8 factories not providing full rest periods, 7 factories employing child labour, 5 factories enforcing excessive production targets, 5 factories where sexual harassment occurred, 4 factories where supervisors made unlawful wage deductions, 4 factories where workers were instructed to falsify inspection responses, and 4 factories violating the rights of pregnant workers.

Additionally, 3 factories were reported for violating the EC contract, 2 factories for abusing live-in workers, 2 factories for forcing workers into unrelated tasks, and 1 factory each for union-busting, workplace injuries, and violations of social security law.

In June, incidents of bribery and corruption among factory managers and supervisors continued to emerge, along with ongoing violations against pregnant workers.

Analysis

The majority of violations occurred in garment factories, according to the findings of the June labour news report and it was evident that many workers were not receiving the rights guaranteed under labour law. The violations recorded in Myanmar Labour News are based only on the cases where workers have come forward; many unreported cases remain.

Myanmar Labour Society has been conducting these investigations for over three years, but the level of reform or improvement within factories remains very low.

In many cases, factories interpret and exploit legal provisions by claiming to act based on workers’ consent, in order to maximize profit.

Although some factories named in the reports were inspected by the relevant labour offices, , authorities were unable to uncover or take action on basic violations such as denial of leave or unlawful wage deductions even in these cases.

Myanmar Labour Society invites support to help ensure the continued publication of Myanmar Labour News’s monthly reports, and to publish high-quality monthly and annual labour reports.

Myanmar Labour Society
Research Team