Termination and Severance

• Employers can terminate an employee's contract, but they must have a valid reason and provide written notification.

• In cases of retrenchment (layoffs due to economic reasons) or business closure, the employer may need to provide severance pay. This is typically calculated as one month's salary for each year of service, with a minimum of 10 days' wages per year.

• Consulting an EOR (Employer of Record) can be helpful for navigating the complexities of termination and severance pay.

Probationary Period and Bonus

• There's no fixed duration for a probationary period. Most industries establish a 3 – 6 month probationary period within the employment contract.

• Companies are not legally obligated to offer bonuses to employees. However, some employers choose to do so as an incentive.

Working Hours and Payment

• Standard Workweek - The standard workweek in Malaysia is 40 hours, with a maximum of 8 hours per day and 5 days per week. This means employees are entitled to at least one rest day per week.

• Overtime Pay - Employees are entitled to overtime pay if they work beyond the standard 40-hour workweek. The overtime rate is typically 1.5 times their regular salary.

• Employment Contract - A written and signed employment contract is crucial. It should clearly outline the job description, salary structure, including overtime pay, and any other benefits offered.

Access to a comprehensive suite of recruitment solutions

We source and screen qualified candidates and tailored recruitment solution for every needs.

Multi-Hire solution, Permanent, Contract management and Project basis.

Are you facing a sudden surge in hiring needs, perhaps due to expansion or project requirements?

Juggling multiple vacancies can be overwhelming for your internal HR team.

High-caliber candidates that meet your specific criteria.

Fill 5 positions or 50, our dedicated team manages the entire workflow.

Scheduling interviews to conducting background checks.

Ensuring a consistent and efficient experience.

Our Multi-Hire Solutions alleviate this pressure by taking complete ownership of the recruitment process.

When it comes to core positions that define your long-term growth trajectory, permanent staffing is crucial.

Finding individuals who not only possess the required skills but also demonstrate cultural alignment and a sense of long-term commitment.

Ensures you onboard valuable additions to your team.

Meticulously assess resumes.

Conduct in-depth interviews.

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Specific projects often require unique skill sets and expertise for a defined period.

Go beyond just filling open positions.

Assemble project-specific teams through in-depth consultation and analysis.

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Access a pool of pre-vetted, highly skilled professionals for short-term & project-based needs.

We source, screen, and manage these contract workers, minimizing your administrative burden and allowing you to focus on core business activities.

We take care of payroll, benefits administration, and risk management, ensuring a seamless experience.

• Maternity Leave: Employees in the private sector are entitled to 60 consecutive days of fully paid maternity leave. In the public sector, it's extended to 90 days.

• Vacation Days: The number of paid vacation days increases with the length of service. Typically, employees receive 13 days of leave after less than two years and can earn up to 22 days with 15 years of service.

• Sick Leave: Depending on the duration of employment, employees are entitled to sick leave from 14 to 22 days per year. However, a medical professional's documentation is required for claiming sick leave.

• Paternity Leave: While not mandated by law, companies often offer a short paternity leave (typically 3 days) per childbirth, as determined by the employment contract.

employee entitlements under Malaysian employment law mandates several.

• Health Benefits: Providing health insurance or medical coverage to employees is not mandatory in Malaysia. However, the Social Security Organization offers two social security schemes that provide some level of protection.

• Employment Injury Scheme: Offers coverage for occupational diseases or accidents.

• Invalidity Scheme: Provides benefits for disability or death (work-related or not) for eligible employees.

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