Blog Articles

Probationary Employees: Confirmation, Extension and Termination Done Right In Malaysia a probationer enjoys the same right not to be dismissed without just cause or excuse as a confirmed employee, so employers must base non-confirmation on documented, bona fide assessment of performance or suitability. Do probationers have unfair dismissal protection? Yes. The Court of Appeal in

Flexible Working Arrangements: What Section 60P Requires of Employers Under sections 60P and 60Q of the Employment Act 1955, any employee may apply in writing to vary their hours, days or place of work, and the employer must approve or refuse the application in writing within 60 days, stating grounds for any refusal. What counts

Maternity and Paternity Leave in Malaysia: An Employer’s Guide Female employees in Malaysia are entitled to 98 consecutive days of paid maternity leave, married male employees to 7 consecutive days of paid paternity leave, and section 41A of the Employment Act prohibits terminating a pregnant employee except on narrow grounds which the employer must prove.

Working Hours and Overtime in Malaysia: What Employers Must Know Normal working hours in Malaysia are capped at 45 hours per week and 8 hours per day under section 60A of the Employment Act 1955, with overtime payable at a minimum of 1.5 times the hourly rate to employees earning RM4,000 and below. What are