Employee benefitsin Mongolia

For employed workers, 2026 health-insurance funding is 4% of monthly wages and equivalent income, split equally: 2% employer and 2% employee. This funds insured healthcare under the public system and is separate from optional private medical cover. For eligible Mongolian self-employed people, the 2026 premium is 2% of the minimum-wage basis; government-funded categories and foreign-national rules differ.

Unitel Group introduced employee health insurance in 2024 to help protect staff against unexpected medical expenses. Coverage and eligibility follow the employer’s policy.

Employers fund work-injury and occupational-disease insurance at 0.5%, 1.5% or 2.5% of the relevant payroll base in 2026, depending on workplace risk. Employees do not pay this contribution. The scheme provides protection for insured occupational injury and disease; entitlement to a particular pension, benefit or rehabilitation payment depends on the statutory assessment.

Compulsory pension insurance is funded by contributions from employers and insured workers. In 2026 each contributes 8.5% of the applicable earnings base. The social-insurance system supports old-age, disability and survivor pensions; qualification and the amount depend on the relevant insurance record and pension rules.

In 2026 an insured jobseeker generally needs at least 24 months of unemployment contributions, including the last nine continuously, must register with the employment agency, actively seek work and be below ordinary pension age. Benefit rates are 50%, 55%, 60% or 70% of average insured earnings over the last nine contribution months for contribution histories of 24–59, 60–119,120–179 or 180 plus months respectively. Payment covers 76 working days from the day after dismissal. Apply within four weeks of the employer’s dismissal decision, or within three months for justified delay; late filing can reduce payment days. Requalification after a prior claim requires 12 further contribution months, including the last three continuously.

For specified employer-initiated terminations, including liquidation or redundancy, inadequate qualifications or performance, and medically established inability to work, severance is at least one month of base salary for 6–24 months’ service, two months for 2–5 years, three for 5–10 years and four for 10 years or more. More generous legal or collective terms can apply. Retirement also attracts the corresponding allowance. Temporary replacement workers whose retained-job arrangement ends are excluded from this allowance. Part-time service is converted to its full-time equivalent.

Unitel Group offers short-term emergency loans of up to two months’ salary at 0% interest. The employee repays the principal; the benefit is access to temporary financial support without interest charges.

Employees qualify for annual leave after six months and receive a basic 15 working days each year; employees under 18 or with disabilities receive 20 working days. In normal working conditions, extra working days are 3 for service years 6–10, 5 for 11–15, 7 for 16–20, 9 for 21–25, 11 for 26–31 and 14 from year 32. In officially nonstandard working conditions the respective additions are 5, 7, 9, 12, 15 and 18 days. Part-time entitlement reflects hours worked. Leave can be split at the employee’s request, but a continuous portion must last at least 10 working days. Leave pay uses average salary for the relevant year; unused entitlement is settled on termination. Where urgent work prevents taking leave, payment is 1.5 times annual-leave pay, with higher compensation possible by agreement.

An insured person with at least three consecutive months of benefit-insurance contributions can receive certified temporary-incapacity payments. The rate uses average insured earnings from the last three consecutive contribution months: 50% with 3–59 months of contributions, 55% with 60–119, 60% with 120–179 and 75% with 180 or more. Calculation uses working days. For employees the employer pays the first five days and the insurance fund pays from day six. A normal episode is capped at 66 working days, repeated illness at 132 working days per calendar year; a first diagnosis of cancer or tuberculosis, severe kidney failure, an organ transplant or organ donation can qualify for up to 132 working days in one episode. A doctor or authorised medical commission certifies incapacity. Apply within four weeks after receiving the medical certificate, or within six months for a justified delay.

Mothers receive 120 calendar days of mandatory maternity leave, or 140 for twins. The insured cash benefit pays 100% of average insured earnings over the last 12 contribution months before leave. Eligibility requires at least 12 months of benefit-insurance contributions, including the last six continuously; the insured benefit covers a birth after at least 196 days of gestation, an earlier live birth, and the qualifying premature-birth or medically indicated pregnancy-loss cases. The employee’s leave also covers a stillbirth or medically indicated termination after at least 196 days; earlier pregnancy loss is covered by medically certified leave. The insurance fund pays the allowance, while the employer retains the employee’s job. Submit the medical certificate and benefit application within four weeks of receiving the certificate; a justified delay can extend this to six months. Leave entitlement and insurance eligibility are separate, so absence of sufficient contributions does not remove the employee’s maternity leave.

A father receives at least 10 working days of leave to care for a newborn. The employer pays compensation equal to average salary for that period.

A mother or father with a child under three can request childcare leave, including adoptive parents. Pay during this period follows applicable legislation, collective agreements, the employment contract and internal rules. On return, including an early return at the employee’s request, the employer restores the previous job or provides a similar job if the original role was cut. During qualifying childcare leave, the employer pays required pension and benefit-insurance contributions on the statutory minimum-wage basis.

Either parent adopting a newborn can request paid leave until the child reaches 60 days of age. The employer pays an allowance equal to the employee’s average salary for the leave period. The entitlement ends at the child’s 60th day; it is not 60 additional days from the date of adoption.

Additional breaks count as working time: two hours for a mother with a child under six months or twins under one year, and one hour for a child aged six to 12 months or an older child requiring special care under medical advice. At the employee’s request, the break can be taken by shortening the workday.

Employees receive public-holiday rest in addition to annual leave. The statutory occasions are New Year, the first three days of the lunar New Year, International Women’s Day, Buddha’s full-moon day, Children’s Day, the Naadam national festival on 10–15 July, Chinggis Khaan’s lunar birthday, Republic Day and Independence Day. Lunar dates change each year. Work on holidays is restricted and compensation depends on consent, the work schedule and whether substitute time off is provided.

Employer and employee can agree remote work using electronic networks, regularly or for part of the time. The contract sets the work location, how and when work is delivered, and employer compensation when the employee uses personal property or equipment. Remote employees keep the same employment rights as colleagues doing the same duties. Pregnant employees and parents of children under three can also agree home or remote work.

Unitel Group allows employees who cannot attend the office to work from home, a coffee shop or another suitable location. Employees can use this flexibility to continue working when office attendance is impractical.

An employment relationship involves personal work under the employer’s management, direction and control in exchange for wages and employment conditions. The substance of the arrangement determines employee protections. Independent services must be distinguished from employment; using a services agreement does not by itself remove statutory social-insurance obligations.

Employers must execute a written employment contract and give the employee a copy. If circumstances prevent signing immediately, it must be completed within 10 working days after work begins; employment already exists when work starts. Core terms identify the job and duties, work location, salary and working conditions. Contracts are generally indefinite. Fixed terms are permitted for apprenticeship, probation, seasonal work, temporary replacement or workplaces, and work limited by funding or scope; cumulative fixed terms exceeding two years generally become indefinite, subject to statutory exceptions.

Salary is paid in Mongolian tögrög at least twice each month on fixed dates stated in the employment contract or internal rules. A payday falling on a weekend or public holiday moves to the preceding business day. Each payment must include written or electronic information on salary components, deductions and their basis, and the net amount paid.

The national minimum wage is MNT 792,000 per month from 1 April 2025. Sectoral arrangements can set higher minimums, including in mining, construction and road transport. Salary for a job must meet the applicable legal or sectoral floor.

When compensatory time off is not provided, overtime and weekly-rest-day work are paid at least 1.5 times average salary, night work at least 1.2 times, and public-holiday work at least double. Night premiums are added when night hours coincide with overtime, weekend or holiday work. Ordinary scheduled shifts that fall on weekends or public holidays do not automatically receive the weekend or holiday premium; collective arrangements can provide one.

Ordinary working time is limited to eight hours a day and 40 hours a week. Total hours cannot exceed 56 per week and overtime cannot exceed four hours a day. Saturday and Sunday are normal rest days; where the nature of work prevents that schedule, the employer and employee agree two other consecutive weekly rest days. Night work runs from 10 pm to 6 am, and regular night workers receive preventive medical examinations at the employer’s cost.

Probation can last up to three months and may be extended once by agreement for up to another three months. Base pay cannot fall below the fixed wage for the job, and the employee remains entitled to applicable additional pay, bonuses, allowances and employment protections. Probation is excluded for one-off seasonal work, temporary replacement of an employee whose job is retained, and temporary jobs.

Employees can resign by giving 30 days’ written notice, with earlier departure by agreement. Employers need a statutory termination ground and must give at least 30 days’ written notice for the specified redundancy, performance, health and related grounds. If the employee need not work during that notice, the employer pays average salary through termination. Serious or repeated misconduct and other statutory grounds follow their own safeguards. Final wages, allowances, benefits, the termination decision and employee documents are handed over when employment ends. Collective redundancy rules add consultation and notice duties.

In 2026 the employer’s social-insurance contributions are 8.5% for pensions, 1% for benefits, 0.5% for unemployment and 0.5%, 1.5% or 2.5% for work-injury insurance according to workplace risk. Employees pay 8.5%, 0.8% and 0.2% for pensions, benefits and unemployment respectively, with no employee work-injury contribution. Health insurance adds 2% from each party. Combined employer cost is 12.5%–14.5% and the employee total is 11.5%. Employers withhold the employee share and remit both parts monthly. The general employee monthly assessment ceiling is ten times the national minimum wage, MNT 7,920,000 in 2026; do not confuse the earnings base with a contribution payment.

Resident employment and indirect taxable income is taxed progressively by annual taxable income: 10% up to MNT 120 million; MNT 12 million plus 15% of income above MNT 120 million through MNT 180 million; and MNT 21 million plus 20% of income above MNT 180 million. These are tax bands, not employer benefit budgets.

Employers hiring foreign nationals obtain the required labour permission, conclude an employment contract, comply with quotas and domestic-workforce requirements, and complete immigration and residence steps. The process includes permission to employ the worker, the employment visa, entry registration and a residence permit. Social-insurance and tax registration remain relevant after the worker arrives.