Employment Act / Labor Laws In Malaysia

Malaysia’s thriving economy and the business-friendly climate attract global investors and organizations. On the one hand, Malaysia provides access to the vast and expansive Asia-Pacific market. On the other, the country’s excellent infrastructure, communication links, talented workforce, and diverse culture make it an ideal destination for growth and innovation. However, setting up a business entity there requires that you comply with Malaysia’s employment act and labor code provisions. The employment and labor regulations in Malaysia, govern laws around working hours, minimum benefits, leaves, etc., of employees. The Employment Act, 1955, is the primary statute that sets down the minimum terms and conditions of employment in Malaysia. In this employment law in Malaysia guide, we’ll discuss the applicability of the Act, its key provisions, and penalties for those who fail to comply with the Malaysia labor law.

The applicability of the labor regulations in Malaysia, governed by the First Schedule of the Employment Act, 1955, only applies to:

• Employees who have entered into a contract of service with an employer and whose monthly wages do not exceed RM2,000, regardless of the occupation
• Employees who have entered into a contract of service with an employer and whose monthly wages exceed RM2,000 but are engaged in the following:

1. 1. Manual labor
   2. Maintenance or operation of any mechanically propelled vehicle
   3. Supervision of other employees involved in manual labor
   4. Any vessel registered in Malaysia
   5. Domestic service

An employment contract is a legal agreement between an employer and their employee, stating the job details such as work hours, pay, benefits, etc. The labor code of Malaysia refers to the employment contract with a similar terminology called the contract of service. As per Section 2 of the Employment Act, 1955, a contract of service refers to a written or oral agreement between an employer and employee whereby the latter agrees to serve the former. Malaysia has two types of employment contracts: written and verbal.

Written employment contract

According to Section 10(1) of the Employment Act, 1955, any employment lasting longer than one month requires a formal written contract between the employer and employee. Further, the labor code in Malaysia requires that employers retain all employment contracts for six years after the termination of the said contracts.

Oral employment contract

Section 2(1) of the Employment Act, 1955 states that an oral agreement between an employer and an employee classifies as a legally binding contract.

The Employment Act, 1955 of Malaysia guarantees certain statutory rights of employees, including holidays, leaves, rest days, etc. Below is a list of some key provisions of the Act, widely accepted as the labor code in Malaysia.

Time for payment of salaries

As per Section 19 of the Employment Act, 1955, every employer must complete payment of their employees’ wages by the 7th day after the last day of the wage period. While the wage period is typically one month, it may vary with employment contracts. In this context, wage includes the basic wage plus all other cash payments for the work done as per the employment contract. However, it excludes allowances, deductions, and other expenses incurred in the line of employment.

Sick leave

According to Section 60F of the Employment Act, 1955, every employee is entitled to paid sick leaves, the duration of which depends on the tenure of employment. The following table lists the duration of paid sick leaves against the length of service: Additionally, the labor regulations in Malaysia also state that if an employee requires hospitalization, they are entitled to paid sick leave of 60 days in a calendar year or as certified by a registered medical practitioner. However, the total number of days in a year granted as sick leave must not exceed 60.

Annual leave

The labor code of Malaysia also has a provision on annual leave. As per Section 60E of the Employment Act, 1955, every employee is entitled to several annual leaves. The minimum requirements for annual leave are as follows: Labor regulations in Malaysia further state that if an employee has worked less than a year in a particular calendar year, their paid annual leave will be directly proportional to the number of months completed in service.

Maternity leaves

Section 44A of the Employment Act, 1955, provides that all female employees are entitled to 84 days of paid maternity leave for their first five children. The provision of maternity leave applies regardless of whether a female employee falls within the scope of the Act. Thus, an employer must pay maternity allowance to an employee who has been employed for:

• An aggregate minimum of nine months before the confinement and
• Employed at any time during the four months immediately preceding the confinement

The labor code in Malaysia further states that an employer cannot dismiss a female employee during the latter’s maternity leave or for 90 days after the said leave, owing to health issues resulting from the pregnancy or confinement.

Termination

As per Section 12 of the Employment Act, 1955, the employee or employer can terminate the service contract by giving notice or payment in lieu of notice. However, the length of the termination notice will depend on the employee’s tenure of service as given below: Furthermore, an employer terminating a permanent employee must have “just cause and excuse,” regardless of whether or not the labor code in Malaysia applies to the employee.