Employment & Labour

The Probation Period — More Than Just a Trial For many employees, the probation period feels like a test. You work hard, try to...

The Shock of Dismissal Few experiences are more distressing than being told you no longer have a job. For many employees, dismissal comes without...

The Overlooked Tool When business owners think about legal protection, they often focus on contracts, compliance, and insurance. But there is another tool—often overlooked—that...

Why Domestic Inquiries Matter When an employee is accused of misconduct—whether it is absenteeism, insubordination, harassment, or theft—many employers react quickly and decisively. Some...

Why Employment Contracts Matter For many small and medium-sized enterprises (SMEs) in Malaysia, employment contracts are often treated as an afterthought. Owners are focused...

Why Show Cause Letters Matter In Malaysian employment law, one of the most common mistakes employers make is mishandling misconduct at the workplace. When...

The First Few Months For many employees, joining a new company is both exciting and nerve-racking. The first few months—often called the probation period—are...

The Confusion In the workplace, not all departures are the same. Sometimes employees resign willingly to pursue new opportunities. Other times, they feel they...

Imagine this: you have been working in a company for several years, and suddenly you are told that your performance is not up to...

Our firm recently acted for a company in the manufacturing sector in a claim against a former senior employee who resigned abruptly to join...

In a significant decision that reaffirms the employee’s right to access justice under the Industrial Relations Act 1967, the Court of Appeal in ACE...

在马来西亚的劳动法实践中，“构造性解雇”（Constructive Dismissal）依然是争议频发的焦点，尤其是在涉及员工调动的案件中更为常见。近期上诉法院在 Saharunzaman Barun 诉 Perodua Sales Sdn Bhd 与其他上诉案 [2025] CLJU 3 一案中作出的判决，明确提醒雇主：员工调动必须在原有雇佣合同框架内进行，否则可能构成法律上的违约和构造性解雇。 案件背景 此案涉及三名在 Perodua Sales Sdn Bhd 服务时间介于9至22年的资深员工。公司通知他们，其所在分行将由 Nagoya Automobile Malaysia...

In Malaysian employment law, constructive dismissal remains a highly litigated area—particularly in cases involving employee transfers. The recent Court of Appeal decision in Saharunzaman...

在马来西亚，解雇员工并非雇主的“随意决定”，而是受到《1967年工业关系法令》（Industrial Relations Act 1967）严格规管。根据该法令第20条（Section 20），若员工被雇主以无正当理由解雇，即构成不公平解雇（Unfair Dismissal），员工有权依法提出申诉，寻求复职或赔偿。尽管许多员工在遭遇突如其来的解雇后感到无助，但了解相关法律条文与程序，是保障自身合法权益的第一步。 一、不公平解雇的定义与常见形式 所谓“不公平解雇”，是指雇主在没有**正当理由（Just Cause）或未遵循正当程序（Due Inquiry）**的情况下，单方面解除与员工之间的雇佣关系。根据工业法庭的多项裁决，不公平解雇包括但不限于以下情形： 1. 无解释或通知即被解雇：员工被口头或书面通知即刻离职，但雇主并未提供解雇理由或证据。 2. 纪律处分程序不完整：即使存在某种违规行为，雇主也未给予书面警告、调查或申诉机会。 3. 绩效评估不透明：以“绩效差”为由开除员工，但缺乏量化标准或没有正式评估记录。 4. 滥用试用期或合约条款：以试用期为借口规避程序性正义，例如未提供培训或目标却解雇员工。 5. 带有歧视或报复性质的解雇：员工因投诉性骚扰、申请病假、参与工会活动或报告职场不当行为而被“秋后算账”。 在马来西亚，所有员工（包括合同工、临时工与试用期员工），只要受雇关系确立，均享有《工业关系法令》下的不被任意解雇的保护。 二、《1967年工业关系法令》第20条（Section 20, IRA...