在 蒙古 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Ulaanbaatar UTC+7 to UTC+8
Ulaanbaatar, Erdenet
Tögrög (MNT)
Mongolian, English, Russian
monthly
12.50% – 14.50%
蒙古人才格局
Mongolia has an estimated labor force of about 1.46 million (2025), with talent demand concentrated in mining, construction, logistics, financial services and information technology. International employers are most likely to find relevant candidate pools for Mining Engineering, Geology, and Health, Safety & Environment. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition.
主要经济中心
Ulaanbaatar, Erdenet
热门技能
Mining Engineering
职场文化
Straightforward Talk with Personal Warmth
Mongolian professionals can be direct in practical discussion while placing strong value on personal trust. Meetings often become more productive after informal conversation establishes rapport.
Seniority and Strong Decision Makers
Leaders are commonly expected to take responsibility and make clear decisions. Junior employees may be cautious about challenging authority unless specifically invited to do so.
Nomadic Adaptability and Seasonal Reality
A tradition of adapting to changing conditions supports practical flexibility, but weather and long travel distances can affect operations. Plans should include realistic buffers outside Ulaanbaatar.
平均薪资
| 职位名称 | 平均月薪（MNT） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 2,110,000 MNT | S$2,869,600 |
| Administrative Executive, Mid (3-5 years) | 2,810,000 MNT | S$3,821,600 |
| Book Keeper, Junior (1-3 years) | 1,890,000 MNT | S$2,570,400 |
| Book Keeper, Mid (3-5 years) | 2,560,000 MNT | S$3,481,600 |
| Finance Executive, Junior (1-3 years) | 2,430,000 MNT | S$3,304,800 |
| Finance Executive, Mid (3-5 years) | 3,190,000 MNT | S$4,338,400 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 2,430,000 MNT | S$3,304,800 |
| Graphic Designer, Mid (3-5 years) | 3,510,000 MNT | S$4,773,600 |
| UI/UX Designer, Junior (1-3 years) | 2,560,000 MNT | S$3,481,600 |
| UI/UX Designer, Mid (3-5 years) | 4,460,000 MNT | S$6,065,600 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 3,510,000 MNT | S$4,773,600 |
| Data Analyst, Mid (3-5 years) | 4,590,000 MNT | S$6,242,400 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 3,510,000 MNT | S$4,773,600 |
| Data Engineer, Mid (3-5 years) | 5,670,000 MNT | S$7,711,200 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 3,510,000 MNT | S$4,773,600 |
| Data Scientist, Mid (3-5 years) | 4,720,000 MNT | S$6,419,200 |
| Machine Learning Engineer, Junior (1-3 years) | 2,970,000 MNT | S$4,039,200 |
| Machine Learning Engineer, Mid (3-5 years) | 4,460,000 MNT | S$6,065,600 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 2,840,000 MNT | S$3,862,400 |
| Content Marketing, Mid (3-5 years) | 4,180,000 MNT | S$5,684,800 |
| Digital Marketing, Junior (1-3 years) | 2,840,000 MNT | S$3,862,400 |
| Digital Marketing, Mid (3-5 years) | 4,180,000 MNT | S$5,684,800 |
| Growth Marketing, Junior (1-3 years) | 2,970,000 MNT | S$4,039,200 |
| Growth Marketing, Mid (3-5 years) | 4,460,000 MNT | S$6,065,600 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 3,650,000 MNT | S$4,964,000 |
| Backend Developer, Mid (3-5 years) | 5,400,000 MNT | S$7,344,000 |
| 职位名称 | 平均月薪（MNT） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 3,510,000 MNT | S$4,773,600 |
| DevOps Engineer, Mid (3-5 years) | 4,720,000 MNT | S$6,419,200 |
| Site Reliability Engineer, Junior (1-3 years) | 3,510,000 MNT | S$4,773,600 |
| Site Reliability Engineer, Mid (3-5 years) | 5,000,000 MNT | S$6,800,000 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 1,760,000 MNT | S$2,393,600 |
| Customer Service Officer, Mid (3-5 years) | 2,300,000 MNT | S$3,128,000 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 2,560,000 MNT | S$3,481,600 |
| Customer Success Manager, Mid (3-5 years) | 3,650,000 MNT | S$4,964,000 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 2,300,000 MNT | S$3,128,000 |
| HR Executive, Mid (3-5 years) | 3,100,000 MNT | S$4,216,000 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 2,840,000 MNT | S$3,862,400 |
| Blockchain Developer, Mid (3-5 years) | 4,180,000 MNT | S$5,684,800 |
| Payments Engineer, Junior (1-3 years) | 2,840,000 MNT | S$3,862,400 |
| Payments Engineer, Mid (3-5 years) | 3,780,000 MNT | S$5,140,800 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 3,240,000 MNT | S$4,406,400 |
| Cloud Engineer, Mid (3-5 years) | 4,720,000 MNT | S$6,419,200 |
蒙古招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
蒙古的薪酬发放
发薪周期
Payroll is generally processed monthly on the date stated in the employment contract.
最低工资
A statutory national monthly minimum wage applies.
加班费
- Normally 8 hours per day and 40 hours per week. - Overtime is limited by daily and weekly statutory caps and requires lawful grounds.
- Mongolia: Overtime Pay = Ordinary Hourly Rate × 1.5 × Overtime Hours. - Apply any separate night, rest-day or public-holiday premium stated in the overtime rates column.
奖金
第 13 个月薪资
Mongolia does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.
No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.
No private sector employee in Mongolia qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Social Insurance Fund contributions | Employers in Mongolia must apply the contribution and registration rules for Social Insurance Fund contributions. Payroll should separately identify the employer funded amount and any employee deduction, use the statutory contribution wage or ceiling, and retain evidence of enrolment. The exact branches covered are those listed in the scheme, which can include retirement, health, unemployment or employment injury protection. |
| Work injury protection under Social Insurance Fund contributions | Mongolia requires employers to protect employees against accidents and occupational disease through the work injury component of Social Insurance Fund contributions or a legally approved policy. The obligation includes premium or levy payment, accident reporting and cooperation with medical or disability assessments. Coverage is not replaced by a private medical plan. |
| Statutory termination or end of service entitlement in Mongolia | Redundancy or liquidation can trigger a statutory allowance linked to average monthly salary and length of service. Employers must also observe notice, consultation and final settlement rules under the Labour Law. |
| Public healthcare or mandatory medical coverage in Mongolia | Health protection in Mongolia is delivered through the medical or sickness branch of Social Insurance Fund contributions. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| 可选 | |
| Supplementary private medical insurance in Mongolia | Private medical insurance in Mongolia should be designed around the gaps left by Social Insurance Fund contributions. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in Mongolia | A performance or profit sharing bonus in Mongolia is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Meal, commuting and business travel support in Mongolia | Meal, commuting and business travel support in Mongolia should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in Mongolia | Housing, relocation and remote work support in Mongolia is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
蒙古的国家税收名为 Value-Added Tax (VAT) 10%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | 10% to 20% | Mongolia applies 10% to 20% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | Generally 20% | Nonresident Mongolia sourced employment income is generally taxed at the applicable nonresident rate, subject to treaty relief. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | Statutory social and health insurance contributions paid by employees are the only tax deductions permitted in Mongolia and no other deductions are allowed for employment tax purposes. For details regarding statutory social and health insurance contributions, see Section C. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Mongolia, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Mongolia, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
了解在其他国家和地区招聘
了解 蒙古 的雇佣要点
Glints 深耕东南亚，是您拓展业务的理想伙伴。让我们携手简化招聘流程，确保在蒙古的用工合规。
