What is the role of the Conciliation Body in Myanmar?
Myanmar's Conciliation Body is the second formal stage of labour dispute resolution under the Settlement of Labour Disputes Law. It sits between the township labour office (mediation) and the Arbitration Council (binding arbitration). The Conciliation Body conducts structured conciliation between employer and employees or their labour organisation, issuing a conciliation award that is binding when both parties accept it.
What Myanmar law says
The Conciliation Body is the second formal stage in Myanmar's labour-dispute resolution system under the Settlement of Labour Disputes Law. It sits between the township labour office (mediation) and the Arbitration Council (binding arbitration). Its role is to conduct structured conciliation — meaningful negotiation, supported by neutral conciliators, between the employer and employees (or their labour organisation).
Conciliation is voluntary in outcome but mandatory as a procedural step before arbitration in most disputes. If the parties agree on a settlement, the Conciliation Body issues a conciliation award that is binding once accepted in writing. If conciliation fails, the matter escalates to the Arbitration Council.
Conciliation Body at a glance
| Element | Standard |
|---|---|
| Role | Structured conciliation between parties |
| Composition | Tripartite: government, employer, employee representatives |
| Triggered by | Unresolved township-labour-office mediation |
| Process | Joint meetings; private caucusing; settlement drafting |
| Outcome | Conciliation award (binding on acceptance) |
| Timeline | Sector-driven; commonly 4–8 weeks |
| If unsuccessful | Refer to Arbitration Council |
Edge cases
- Collective disputes — labour organisation participates as employee representative; WCC may attend as observer.
- Strike during conciliation — not protected; risks pause of the conciliation timeline.
- Multi-claim disputes — Conciliation Body may carve out resolved heads of claim and refer the rest to arbitration.
- Cross-claims — employer counterclaims can be conciliated alongside the employee claim.
- Settlement enforcement — accepted conciliation awards are binding and enforceable.
Records and inspections
The Conciliation Body's submissions, transcripts, and award are kept by the body itself; the employer should retain its own copy of submissions, the conciliation award, and any signed settlement deed. Retention ≥ 7 years. Buyer audits in export sectors may request anonymised conciliation outcomes as evidence of grievance handling.
Employer takeaway
Myanmar's Conciliation Body is the second formal stage of labour dispute resolution. Tripartite — government, employer, employee representatives — it conducts structured conciliation after township labour office mediation has not resolved the dispute. The conciliation award is binding once accepted in writing. Most disputes that reach this stage settle there. Retain submissions and awards for 7 years.
Common mistakes
- Treating the conciliation award as advisory after writing-up acceptance.
- Approaching conciliation without a clear authorised settlement band.
- Allowing line managers to attend without HR or legal support.
- Letting underlying employment records (attendance, OT) lag — they decide the case.
Related reading: dispute resolution process, Arbitration Council, and Settlement of Labour Disputes Law.
- Settlement of Labour Disputes Law — Conciliation Body composition and procedure
- Labour Organization Law 2011 — Collective dispute interface
- ESDL 2013 — Underlying employment-agreement disputes
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