Mongolia Employment Guide

Mongolia, located between Russia and China, is known for its vast steppes and nomadic heritage, with a population of around 3.4 million. Its economy relies heavily on mining, agriculture, and livestock, with growing sectors in services and infrastructure. Employment in Mongolia is regulated by the Labor Law, which sets standards for contracts, working hours, minimum wage, paid leave, and termination. Both local and foreign employees are protected under these regulations. Employers must ensure contributions to social insurance and pensions, and labor practices emphasize employee rights alongside economic flexibility.

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Currency

Mongolian Tögrög (MNT)

Capital

Ulaanbaatar

Official language

Mongolian

Salary Cycle

Monthly

Our Employment Guide in Mongolia

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Paid Time Off (PTO) Policy

Full-time employees at SailGlobal are entitled to 15 working days of paid time off annually, which accrues at a rate of 1.25 days per month. Part-time employees receive PTO on a pro-rata basis, with a minimum of 10 days typically provided. Employees become eligible for annual leave after completing six months of continuous service.

To reward long-term commitment, SailGlobal offers additional vacation days based on years of service:

After 6 years: 3 extra days
After 11 years: 5 extra days
After 21 years: 7 extra days
Beyond 21 years: Up to 9 extra days, with a maximum cap of 14 additional days

Public Holidays in Mongolia

Mongolia observes 9 national public holidays, totaling up to 16 days off. These include:

New Year's Day
Tsagaan Sar (Lunar New Year)
International Women's Day
Buddha's Birthday
Mother and Children's Day
Naadam Festival
Genghis Khan's Birthday
Republic Day
Independence Day

Employees may also request additional leave for religious observances not covered by national holidays, supporting cultural diversity.

Case Study: Implementing Leave Policies

For example, a multinational company like SailGlobal successfully harmonized its leave policies across offices in Ulaanbaatar and other regions by aligning local practices with global standards, ensuring fairness and compliance. This approach minimizes confusion and boosts employee satisfaction, as seen in annual engagement surveys where over 90% of staff reported appreciation for the transparent leave structure.

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