“When April comes, leave requests from our Myanmar staff pile up.” “How many days do people take off for the Water Festival?” “I don’t know how to build the shift schedule.” Every spring, HR managers at companies that employ Myanmar talent raise questions like these more often.

Thingyan is Myanmar’s largest national festival and holds a place comparable to New Year’s in Japan. Understanding the cultural background of this period and its impact on the workplace is directly tied to long-term retention and a healthy work environment. This article explains the meaning, timing, and observances of Myanmar’s Thingyan New Year, along with the practical response points and checklists accepting organizations’ HR teams should keep in mind.

What Is Thingyan (the Water Festival)? Myanmar’s Largest National Celebration

Thingyan is the festival that marks the New Year on the Myanmar calendar and is widely known as the “Water Festival.” The name comes from the Pali word for transition or movement (Thingyana) and refers to the passage from the old year to the new.

During this period, people in Myanmar believe that by pouring water on one another they wash away the past year’s sins, impurities, and misfortune and welcome the New Year in a purified state. The custom is deeply rooted in a Buddhist worldview; it is not mere water play, but an important observance with religious and spiritual meaning.

On the streets, large water stages (pandals) are set up, and people splash water on one another while music plays. Young and old take part, and the festive atmosphere spreads across the country. Many locals describe it as something like Japan’s Obon and New Year combined, and returning home and spending time with family hold special meaning for Myanmar people.

Note that Thingyan is the New Year based on the Myanmar lunisolar calendar and differs from the Chinese Lunar New Year (Spring Festival) in both calculation method and timing. A distinctive feature is that it falls in roughly the same mid-April period on the Gregorian calendar every year.

Thingyan Timing, Duration, and Main Event Schedule

Thingyan begins around April 13 on the Gregorian calendar each year. Because it follows the Myanmar calendar, the dates may shift by one or two days from year to year, but the overall flow is generally as follows.

Flow of Observances

Akyaw Nyein (the day before Thingyan)

  • Timing: April 12 or 13
  • What happens: Washing of Buddha images and offering meals to monks. A day of religious preparation before the main Water Festival
  • Impact on employers: Paid leave requests for returning home and preparations tend to concentrate

Main Water Festival days (Thingyan days)

  • Timing: April 13–16 (three to five days depending on the year)
  • What happens: Street water splashing, music and dance, meals with family, and temple visits
  • Impact on employers: Myanmar is effectively on nationwide holiday. Myanmar people in Japan also spend more time wanting to connect with family back home

New Year’s Day (Myanmar New Year’s Day)

  • Timing: Around April 17 (varies by year)
  • What happens: The final day of the Thingyan period, “New Year’s Day.” Visits to Buddhist temples and rites showing respect to elders take place
  • Impact on employers: Especially valued as a spiritual “turning-point day.” Maximum consideration is needed if you ask someone to work

Practical Guide to the Leave Period

In Myanmar, a consecutive holiday of five to seven days around Thingyan is common. Many Myanmar people in Japan spend the period in Japan, but for those with family remaining in Myanmar it is also a time of “spiritual homecoming” through video calls and remittances.

If employees wish to make a temporary return home, re-entry permit requirements differ by type of status of residence. We recommend checking the details in advance in the list of status of residence types.

Myanmar Talent in Japan Today and Workplace Impact

According to Immigration Services Agency of Japan data as of the end of 2023, the number of Myanmar nationals in Japan has reached about 65,000 and has grown rapidly in recent years (Immigration Services Agency of Japan, “Statistics on Foreign Residents”). Alongside expansion of eligible industries under the Specified Skilled Worker system, hiring of Myanmar talent has spread in manufacturing, construction, agriculture, and nursing care.

In the Ministry of Health, Labour and Welfare’s “Notification of Employment Status of Foreign Nationals,” the number of employees of Myanmar nationality is also on an upward trend (Ministry of Health, Labour and Welfare, “Status of Notifications of Employment of Foreign Nationals”). As we explain in more detail in the latest trends in accepting foreign workers, Myanmar is now one of Japan’s important source countries for international talent.

Myanmar talent is often valued for strong teamwork and for building long-term employment relationships. At the same time, without adequate understanding of culture, religion, and customs, unnecessary friction can arise around major festival periods such as Thingyan. Affected by political instability in Myanmar since 2021, many Myanmar people in Japan constantly worry about the safety of family left at home. During festivals like Thingyan, feelings for home grow even stronger, so thoughtful workplace communication becomes especially important.

Common On-the-Ground Questions: Leave Requests and Practical Responses During Thingyan

Questions from company HR about the Thingyan period concentrate every year from late March through April. Below we organize typical questions and response guidelines.

Question 1: “A cluster of leave requests suddenly came in for April. How should we respond?”

The Thingyan period is the most important time of the year. Rather than reacting after the fact, the fundamental solution is to conduct hearings at the end of the previous year or the start of the fiscal year and build the time into the annual shift plan. When you set the annual calendar, explicitly mark the nearly fixed April 13–17 window as a “period requiring cultural consideration” in internal rules so you can plan staffing in advance.

Question 2: “We need them on the shift—how should we ask?”

For Myanmar talent, asking someone to work on New Year’s Day feels similar to asking a Japanese employee to come in on January 1. If you must request work, sincere measures—granting substitute paid leave, considering a special allowance, and explaining thoroughly in advance—directly affect retention. Asking after showing understanding of the cultural background helps maintain trust.

Question 3: “They said they want to return temporarily to Myanmar. What procedures are needed?”

For Specified Skilled Worker (i), special re-entry permission applies if departure is within one year, but confirm the following in advance.

  • That the period of stay remains valid after departure and return
  • That the planned period abroad falls within the period of stay
  • If departure will exceed one year or the period of stay is near expiry, prior application to a regional immigration services bureau is required

If your company uses a Registered Support Organization, coordinate procedures with your contact person. Also see the flow and procedures for hiring foreign nationals.

Question 4: “They asked to take part in religious observances. How far should we accommodate?”

During Thingyan, some people wish to visit Buddhist temples or join early-morning alms rounds. Under Japanese labor law, participation in religious observances is generally handled within paid leave or special leave. Domestic law does not impose a special duty of religious accommodation, but shift flexibility within what is feasible helps raise employee satisfaction.

Points Hiring Managers Often Overlook

Beyond Thingyan itself, insufficient understanding of Myanmar culture and religion can contribute to workplace issues. Confirm the points you should grasp from the hiring stage onward.

Point 1: There are other annual holidays to know besides Thingyan

Myanmar has several important holidays throughout the year. The main ones HR should know at a minimum are summarized below.

Independence Day (January 4)

  • What it is: Commemorates Myanmar’s independence from Britain
  • Impact on employers: As a national holiday, a time when identification with Myanmar often rises

Armed Forces Day (March 27)

  • What it is: Commemorates the founding of Myanmar’s armed forces
  • Impact on employers: Interest in the political situation may rise, and employees may spend time gathering information

Thingyan / Water Festival (around April 13–17)

  • What it is: The subject of this article. Myanmar’s largest annual festival
  • Impact on employers: Leave requests and wishes to return home concentrate

Kasone full moon day (May, full moon)

  • What it is: A Buddhist observance commemorating the Buddha’s birth, enlightenment, and parinirvana
  • Impact on employers: Half-day leave or early departure requests may arise

Martyrs’ Day (July 19)

  • What it is: Commemorates the assassination of General Aung San and other independence leaders
  • Impact on employers: A spiritually important day for Myanmar people. Emotional support may be needed in some cases

Point 2: Confirm the annual schedule at hiring

As noted in the flow for hiring foreign nationals, confirming preferred leave around Thingyan, temporary return plans, and family circumstances at hiring and onboarding orientation directly helps prevent later problems. Questions such as “When would you like to visit Myanmar?” and “Is there anything you need support with in daily life in Japan?” are also a first step in building trust with employees.

Point 3: Do not forget cultural awareness for Japanese staff

Consideration for Myanmar talent alone is not enough; sharing information with Japanese staff matters too. If colleagues do not understand why Myanmar coworkers are more likely to take leave in April, a sense of unfairness or misunderstanding can arise. A brief explanation of Thingyan’s meaning in a team meeting or internal notice can greatly improve mutual understanding across the workplace.

Point 4: Political instability can affect employees’ mental state

Political instability in Myanmar since 2021 continues for Myanmar people living in Japan as ongoing concern for family safety. During festivals such as Thingyan, feelings for home intensify further. Even those who work steadily day to day may need emotional support at this time. We recommend deliberately creating communication opportunities such as regular one-on-one meetings.

Diagram: Workplace Response Flow Before and During Thingyan

The flow below shows the advance, during-period, and follow-up steps hiring managers should take toward Thingyan. Use it as a reference when building your internal annual management calendar.

[Advance steps: 2–3 months prior (January–February)]

  1. Hold hearings with Myanmar employees on staff (preferred leave, return plans, and status of residence confirmation)
  2. Confirm preferred leave and backup shift coverage and reflect them in the annual schedule
  3. For employees who wish to return temporarily, confirm status of residence and whether special re-entry permission applies
  4. Brief Japanese staff internally on Thingyan culture

[Immediate steps: 2–4 weeks prior (mid-March to early April)]

  1. Accept paid leave applications and finalize shifts
  2. If Specified Skilled Worker employees wish to return home, consult a regional immigration services bureau or Registered Support Organization
  3. Express appreciation and consideration to Myanmar employees who will work (e.g., understanding short phone or video calls)

[During Thingyan (around April 13–17)]

  1. Offer New Year greetings to Myanmar employees who are at work
  2. Allow break time for employees who want to contact family in Myanmar
  3. In an emergency, promptly contact the Registered Support Organization or the international talent placement contact

[Follow-up: 1–2 weeks after the period ends]

  1. Confirm the return and resumption of work of employees who temporarily returned home
  2. Review the response and record points for improvement for the following year

Practical checklist: Workplace preparation for Thingyan

We have compiled items that hiring managers should confirm by the end of March. Please use this to prevent any oversights.

  • [ ] Completed hearing preferred leave requests from employed Myanmar staff
  • [ ] Arranged backup staff for shifts during the Thingyan period
  • [ ] Confirmed status of residence and whether special re-entry permission is required for those wishing to return home temporarily
  • [ ] Confirmed the period of stay (to ensure it will not expire after returning home)
  • [ ] Confirmed remaining paid leave days (by employee)
  • [ ] Conducted Thingyan cultural briefing for Japanese staff
  • [ ] Final confirmation of communication setup with the Registered Support Organization
  • [ ] Updated employee and emergency contact information

Summary

Myanmar’s Lunar New Year, Thingyan, is Myanmar’s largest festival, held every year in mid-April. It has religious and cultural significance as a time to purify sins by splashing water and welcome the new year, and for Myanmar people it is as important as Japan’s New Year. Below are the key points that HR managers at accepting organizations should understand.

  • Thingyan lasts about five days starting around April 13 each year. Including preparation and the aftermath, the impact lasts about one week
  • Homecoming and paid leave requests concentrate during this time, so shift adjustments need to be prepared two to three months in advance
  • For Specified Skilled Worker employees who wish to temporarily return home, always confirm the period of stay and re-entry permission in advance
  • Due to political instability in Myanmar, some employees may need emotional support
  • Cultural awareness training for Japanese staff contributes to mutual understanding across the workplace

If you have any questions about hiring or retaining Myanmar talent, please use YourBright’s foreign talent placement service. We provide end-to-end support from introducing Specified Skilled Worker talent through to formulating and implementing support plans.

For consultations on year-round workplace management, including Thingyan response, please feel free to contact us via our inquiry form. Telephone consultations are accepted at 03-6908-6143 (hours: 9:00–18:00).