I INTRODUCTION

There are three broad categories of employment relationships in Malaysia.

The most common category is employment relationships in the private sector between an employer and an employee. Given that this is a contractual relationship, the terms of the employment contract determine the rights and duties of the employer and the employee thereunder. Malaysian case law also recognises employees' implied rights and duties, including the implied term of mutual trust and confidence, and the implied duty of fidelity. Private sector employment relationships are also regulated by statutory law, which regulates many terms of employment, such as working hours, overtime, minimum wages, termination benefits, holidays, retirement age, statutory pension and social security insurance benefits. Employees have a right to register a trade union, which, upon recognition by the employer, may commence collective bargaining on behalf of the employees. A registered trade union may also take industrial action, such as engaging in strikes and picketing. However, strikes are rare as there are many statutory restrictions to these actions.

The second category is employment relationships within the public sector, namely those who hold public offices such as members of the armed forces, the judicial and legal service, the general public service of Malaysia, the police force, the joint federal and state public services, and the education service and public service in each state. Employees who are in this type of employment relationship are provided special protection under Article 135 of the Federal Constitution. The aforementioned public officers are protected from dismissal or reduction in rank without being given a reasonable opportunity to be heard under Article 135(2) of the Federal Constitution.

The third category of employment relationships is a hybrid of the first two categories. This applies to employees of statutory authorities, such as those under a statutory body corporate or a local council. They are not employees as provided in the definition of public service under Article 132 of the Federal Constitution and as such cannot be regarded as public servants under the Federal Constitution. They are not regarded as private sector employees either, as they are employed by statutory bodies or authorities and perform 'public' functions. See Section III.i, which highlights the rights of such an employee in applying for certiorari to challenge a dismissal from employment.2

Jurisdiction to determine employment disputes

The civil courts of first instance consist of magistrates' courts, the sessions courts and the high courts. If a claim is for monetary compensation for breach of an employment contract, these civil courts have the jurisdiction to hear the case. For example, if the claim is for salary in lieu of notice for termination on short notice or resignation given, respectively, by an employer or employee, the civil courts can hear the case and award damages.

Apart from the civil courts, under the Employment Act 1955 (EA), the Director General of Labour (DGL) can hear employment disputes relating to the terms of a contract of employment or disputes relating to a breach of a provision of the EA or Wages Council Act 1947.3 These disputes are brought before the Labour Court, presided over by the DGL; however, note that the DGL can only hear cases for employees earning 5,000 ringgit or less.

The civil courts and the Labour Court cannot order specific performance of an employment contract, which is prohibited under Section 20(1)(b) of the Specific Relief Act 1950.

The courts that may order specific performance of an employment contract are the industrial courts, established under the Industrial Relations Act 1967 (IRA). The industrial courts have the power to order reinstatement,4 grant back wages and grant compensation in lieu of reinstatement.

Public servants and employees of a statutory authority cannot file claims for reinstatement in an industrial court.5 The only available remedy for a public servant or employees of a statutory authority is to apply for a judicial review and to challenge the dismissal in a high court. The usual remedy is a certiorari6 to quash the decision for dismissal.

The high courts also exercise a supervisory function over the industrial courts and an appellate function over the Labour Court. Thus, the high courts have the power to hear judicial review applications to quash decisions by the industrial courts. They also have the power to hear applications concerning questions of law from the industrial courts.7 The high courts can also hear appeals of decisions by the Labour Court.8

II YEAR IN REVIEW

The year 2019 was significant in respect of the legislation that is in the process of being amended. There was a variety of proposed amendments to the IRA, the EA and the Trade Unions Act 1959 (TUA), which were and still are in the process of being tabled in Parliament. See Section XV for a more detailed explanation of these proposed amendments.

Parliament is increasingly passing legislation that gives greater scope to the protection of an employee's rights. This trend started at the beginning of 2019 when the minimum wage for all employees in the private sector, except domestic servants, was increased from 1,050 ringgit per month to 1,100 ringgit per month with effect from 1 January 2019.9

To ensure greater protection for foreign workers, the Employment Injury Scheme under the Employees' Social Security Act 1969, with effect from 1 January 2019, was extended to all newly hired foreign workers. As such, all employers who hire foreign workers must register with the Social Security Organization (SOCSO) and pay the due contributions. Previously, SOCSO was only payable for local employees.

To ensure greater employment protection for children and young people, the Children and Young Persons (Employment) Act 1966 (CAYPEA) was amended on 1 February 2019. The key amendments include, inter alia, stricter conditions imposed on the light work that may be performed by a child or young person (and who must be at least 13 years of age), a list of the work and hazardous work that may not be engaged in by a child or young person, and enhanced penalties or fines for contravention of any of the provisions under the CAYPEA.

III SIGNIFICANT CASES

i The Mohd Sabri case10

Under contract law, specific performance is not available to an employee as it is prohibited under Section 20(1)(b) of the Specific Relief Act 1950. In an old Federal Court decision – Mohd bin Ahmad v. Yang Di Pertua Majlis Daerah Jempol, Negeri Sembilan & Anor11 (Jempol) – it was held that there are only two exceptions to this principle: one relates to claims for reinstatement under the IRA, which are only available to employees in the private sector, and the other relates to claims for certiorari in a high court, which are available to holders of public office under Article 132 of the Federal Constitution. In Jempol, the Court found that an employee of a local council is not a holder of public office under Article 132 of the Federal Constitution and, as such, cannot make a claim for reinstatement in a high court.

The Court also held that here is no third exception to the principle that specific performance is not available to a contract of personal service. However, the Federal Court in Mohd Sabri revisited the question as to whether there is such a third exception.

In Mohd Sabri, the respondent was an engineer employed by the second appellant, a local authority of Seberang Perai established under the Local Government Act 1976 (the LGA 1976). After the respondent was dismissed from his service, he filed an application for judicial review in the high court to quash the decision to dismiss him for breach of natural justice. The Federal Court found for the respondent and held that an employee of a local council is governed under Section 16(4) of the LGA 1976. Such an employee, the Court explained, has a right to a 'reasonable opportunity to be heard' before dismissal, just like holders of public office under Article 132 of the Federal Constitution. Therefore, the dismissal of employees regulated by statute is governed by public law and amenable to public law remedies. Mohd Sabri has thus impliedly recognised a third exception to the rule that specific performance is not a remedy available for a breach of contract of personal service. Thus, an employee whose contract is regulated by statute has the right to apply for judicial review to challenge a dismissal.

ii Alliance Bank Malaysia Berhad v. Menteri Sumber Manusia & anor12

The Court of Appeal considered the ambit of a minister's duty to give reasons for a decision in a judicial review of a minister's exercise of discretion. In this case, a bank had promoted its clerical and special grade clerks to the position of customer service executive (CSE). As a result of promotion to the CSE positions, they were regarded as being employed in a managerial, executive, confidential or security capacity. This gave rise to the question as to whether a CSE can remain a member of the National Union of Bank Employees (NUBE), which represents clerical staff, or whether they should be represented by the Association of Bank Officers, Peninsular Malaysia (ABOM), which represents the non-clerical staff of banks.

The investigation conducted by the Director General of Industrial Relations (DGIR) confirmed that the CSEs were not employed in a managerial, executive, confidential or security capacity and this was affirmed by the Minister of Human Resources. The bank challenged the Minister's decision on the basis that he had failed both to disclose the DGIR's report and to consult the Director General of Trade Union (DGTU).

The Court of Appeal reaffirmed the principle that the Minister of Human Resources was under no obligation to give reasons or divulge the DGIR's report. The Court referred to another Court of Appeal decision in Bank Muamalat Malaysia Bhd v. Menteri Sumber Manusia & Ors,13 which was decided in the same year and supported the same proposition. In this case, the Court of Appeal also decided that there was no need for the Minister to explain why he did not consult the DGTU, as this was not a dispute between ABOM and NUBE. This case highlights the difficulty in challenging a minister's decision by way of judicial review especially when the minister does not need to provide reasons for his or her decision.

IV BASICS OF ENTERING INTO AN EMPLOYMENT RELATIONSHIP

i Employment relationship

A contract of employment may be made in writing or orally. However, for employment positions governed under the EA, a contract must be in writing if it is for a service for a specified period exceeding one month or for the performance of a specified piece of work where the time reasonably required for completion of the work exceeds one month.14 A written contract must include a clause setting out the manner in which the contract may be terminated by either party.15 It must be signed by both parties and may be altered only by mutual consent.

Not all terms of employment are found in an employment contract. Some may be found in an employment handbook, which is usually incorporated by reference in the employment contract.

An employment contract can be for a fixed term, and a genuine fixed-term contract is recognised in Malaysia. However, a court will look at the substance rather than the form of the fixed-term arrangement. A fixed-term contract that has been repeatedly renewed may be regarded as a sham arrangement and may be treated as a permanent contract of employment.

Under the Minimum Retirement Age Act 2012 (MRAA), a fixed-term contract that exceeds the period stipulated in the Schedule to the MRAA can only end when the employee reaches retirement age.16 Therefore, a fixed-term contract loses its efficacy if it is for a fixed term (inclusive of any extension) that is longer than the period permitted under Paragraphs 1(h) or 1(ha) of the Schedule (Section 2) to the MRAA. In these circumstances, the fixed-term contract in substance becomes a permanent contract, whereby it will only end upon the employee reaching retirement age (which is 60 years).

ii Probationary periods

The law in Malaysia recognises probationary periods. There is no statutory minimum notice of termination for a probationer, and as such, termination is a matter of contractual right. Nevertheless, for employees governed under the EA, when the reason for termination falls within certain categories, such as redundancy or closure of business, there are minimum periods of notice that must be given to the employee.17 A probationer has a right to lodge a complaint for unfair dismissal under the IRA.

iii Establishing a presence

There is no prohibition against a foreign company hiring employees without being officially registered to conduct business in Malaysia. However, the foreign company itself must not conduct business in Malaysia.18 Merely hiring an employee may not by itself be regarded as conducting business in Malaysia. If, however, these employees are actively soliciting business in Malaysia, and concluding contracts in Malaysia, there is a risk that the foreign company may be regarded as conducting business in Malaysia.

There is also no prohibition against a foreign company engaging an independent contractor without registering in Malaysia. However, the foreign company must consider whether engaging an independent contractor or an employee may give rise to the foreign company having a permanent establishment (PE) in Malaysia. A foreign company is regarded as having a PE in Malaysia if the independent contractor or employee:

  1. continues supervisory activities in Malaysia in connection with a building or work site or a construction, an installation or an assembly project;
  2. acts on behalf of the foreign company in Malaysia and has the authority to conclude contracts on its behalf and habitually does so, or habitually plays the principal role leading to the conclusion of contracts that are routinely concluded without material modification; or
  3. maintains a stock of goods in a place in Malaysia from which the independent contractor or employee delivers goods, or regularly fills orders on the company's behalf.

The consequence of having a PE in Malaysia is that income generated by the business will be subject to Malaysian income tax.

If a company hires employees in Malaysia, the employer is obliged to pay benefits due under the following:

  1. an employee provident fund;
  2. SOCSO (social security protection); and
  3. an employment insurance system (EIS).

Income tax will be deducted at source as a monthly tax deduction. In practice, it would be difficult for a foreign company to comply with the above requirements without a locally registered company. Typically, payroll companies will be employed by foreign companies to perform payments of the above statutory contributions and deductions.

V RESTRICTIVE COVENANTS

Under Malaysian law, an agreement in restraint of trade is void and unenforceable pursuant to Section 28 of the Malaysian Contracts Act 1950 (CA). Unlike other common law jurisdictions where an agreement in restraint of trade may be valid depending on the 'reasonableness'19 of the restraint, in Malaysia, once a clause is found to be an agreement in restraint of trade, it is automatically void regardless of the reasonableness of the restraint.20

The non-enforceability of an agreement in restraint of trade applies only to post-contractual restraint. Therefore, a non-compete restraint that is imposed on an employee during the life of the contract for employment is not a covenant in restraint of trade and is not rendered void under Section 28 of the CA.

While post-termination non-compete clauses are clearly void by reason of Section 28 of the CA, a non-solicitation clause may be upheld if it is regarded as reasonable.21

VI WAGES

i Working time

There is no regulated or fixed number of working hours except for employees who are governed by the EA. Under Section 60A of the EA, employees must not be required to work for more than five consecutive hours without a period of leisure of not less than 30 minutes, or for more than eight hours in one day, or spread over a period of more than 10 hours in one day, and for no more than 48 hours in one week. Also no employer is allowed to require any female employee to work in any industrial undertaking between 10pm and 5am, nor work for a day without having had a period of 11 consecutive hours free from such work.22 The DGL has the power to provide a written exemption to any female employee, or classes of female employees, from any restriction in Section 34 of the EA. In practice, these exemptions have been given.23 There is also a blanket exemption given for all employers provided that certain conditions are met.24

ii Overtime

An employee is entitled to a minimum overtime rate of one and a half times the hourly rate of pay for work beyond the employee's normal hours of work per day.25 For work carried out in excess of the normal hours of work on a rest day, the employee is entitled to two times the hourly rate of pay.26 For work carried out in excess of the normal hours of work on a public holiday, an EA employee is entitled to three times the hourly rate of pay.27 Employee cannot work more than 104 hours of overtime in one month.28

VII FOREIGN WORKERS

The Immigration Department, as a matter of practice, draws a distinction between 'foreign workers', who are blue-collar workers in manufacturing, construction, plantation, agriculture and services, and 'expatriates', who are white-collar workers. To hire expatriates, an employer must apply for passes, such as an employment pass and a professional visit pass via the Expatriate Services Division website.

As regards the hiring of foreign workers, the employer must apply in advance for Immigration Security Clearance (ISC) at ISC centres in the source countries and for Visa with Reference from the Immigration Department. An employer who employs a foreign worker must furnish the DGL with the particulars of the foreign worker, within 14 days of employment, by forwarding the particulars to the nearest office of the DGL.29 In respect of registration, the employer must prepare and keep one or more registers containing information regarding each foreign worker it employed. There is currently no express limitation on the number of foreign workers that a company may employ but a maximum quota of foreign workers must be obtained by employers and companies from the Ministry of Home Affairs.30

Employers must apply to the Immigration Department for the necessary visa and visit passes for foreign workers. New foreign workers starting work in Malaysia on or after 1 January 2019 will have to be registered directly with SOCSO under the Employment Injury Scheme by their employers. The employer or company is also required to make EIS contributions to the relevant employment insurance fund. This EIS fund provides for a number of benefits, such as re-employment allowance, reduced income allowance, training allowance and job-hunting assistance.

Generally, employers do not have to contribute to an employee provident fund unless the foreign worker elects to contribute. In such a case, the employer's share of the contribution is five ringgit per month. Foreign workers who leave Malaysia permanently may withdraw their contributions when leaving.

Foreign workers are protected under the local employment law. Workers whose wages do not exceed 2,000 ringgit or whose nature of work falls under the First Schedule of the EA are protected by the EA. The EA prescribes certain minimum benefits and rights of an employee. A foreign worker is also protected from unfair dismissal.31

An employer will not be permitted to obtain an employee's bank account information as it is protected by banking secrecy laws.32 Written consent for the disclosure of this type of information is required from the employee for the bank to disclose the information.

See also Section XII regarding data protection and background checks.

VIII GLOBAL POLICIES

There is no express legal requirement for a company to have internal disciplinary rules. Nevertheless, it is good practice to maintain such policies and procedures. An employer has the management prerogative to set down guidelines for the discipline and protection of its employees and to meet its legitimate business interests.33 Therefore, there is no need for an employer to obtain approval from the employees or representative body for its rules.

An employer is required to investigate a claim by an employee that he or she has been sexually harassed and must inform the complainant within 30 days. If the employer chooses not to investigate, it must provide reasons for that decision. An employer may refuse to investigate if the claim has been previously investigated or if the claim is frivolous or not made in good faith. If the employer is satisfied that a case for sexual harassment has been proven, the employer must take disciplinary action against the accused employee, which may include dismissal, demotion or any other lesser punishment as the employer deems just and fit. If a suspension without wages is imposed, it must not exceed two weeks.

Further, a complainant who is dissatisfied with the refusal of his or her employer to investigate a complaint of sexual harassment may refer the matter to the DGL. The DGL may direct the employer to conduct an inquiry if the DGL thinks the matter warrants it.

Although it is not mandatory for a company to have rules relating to the prevention of corruption, it is highly advisable to do so. Section 17A of the Malaysian Anti-Corruption Commission Act 2009 (the MACC Act), which is due to come into force on 1 June 2020, imposes liability on a commercial organisation if a person associated34 with that commercial organisation is involved in corrupt activities. In this regard, Section 17A(1) of the MACC Act provides that it is a defence for the commercial organisation to prove that it had 'adequate procedures' in place to prevent persons associated with the commercial organisation from undertaking any corrupt activity.

There is no requirement for the rules in this respect to be written in the local language. It is also not a requirement for the rules to be signed by employees; it is sufficient that the rules are brought to the attention of employees.35 In this regard, it is sufficient if the rules are posted on the company's intranet and reference to this is incorporated in the employment contract.36

It is common in Malaysia for disciplinary rules to be set out in full in an employment handbook and incorporated by reference in employment contracts.

IX PARENTAL LEAVE

A female employee is entitled to 60 days of maternity leave for each and every time she gives birth. A female employee is also entitled to a maternity allowance (which is paid maternity leave) if she fulfils two conditions: (1) she must have no more than five surviving children at the time she gives birth; and (2) she must have worked with the employer for at least 90 days during the nine months before she gives birth and at least one day in the four months before she gives birth.

Save and except for termination on the ground of closure of business, an employer is prohibited from dismissing a female employee during the period she is entitled to maternity leave.37 If an employee remains absent from work after the expiry of her maternity leave because of an illness arising out of her pregnancy and confinement that results in her being unable to work, an employer can only terminate her services if she remains absent for more than 90 days after the expiry of her maternity leave.38

X TRANSLATION

For an employer with employees who are governed by the EA, there is an obligation to maintain one or more registers containing information regarding each of those employees.39 The details must include, among other things, the name, gender and age of the employee, and the terms and conditions of employment, such as rates of pay, allowances, overtime rates, agreed hours of work, annual leave, sick leave, holidays and other benefits.40

Employees must have the right to examine the register, which must be maintained and kept in a place where every employee can have access to it. The register must be in the national language (i.e., Malay).41 Failure to translate any documents as necessary will render the employer subject to a fine.

While there is no express statutory provision stating that a contract of employment must be in Malay, some labour officers take the view that because the register that contains the terms and conditions of employment must be in Malay, it follows that the contract of employment must also be in Malay. Therefore, for employees governed by the EA, it is preferable that their employment contracts are translated into Malay.

XI EMPLOYEE REPRESENTATION

Employees in Malaysia have an unfettered right to join a trade union and this right cannot be restricted by contract.42 Before a trade union can represent its employees, however, it must satisfy two requirements: (1) it must be registered under the TUA; and (2) it must be recognised by the employer under the IRA.

Once a trade union is duly registered, it may serve on an employer a claim for recognition. The employer can refuse to recognise the trade union; if it so refuses, the matter will be referred to the DGIR. The DGIR will make enquiries as to the competency of the trade union and to conduct a membership verification. A secret ballot will be carried out to ascertain whether the trade union commands the requisite majority to represent the employees in the establishment. The matter will be referred to the Minister of Human Resources for the Minister to either bestow or not bestow recognition.

When a trade union has been accorded recognition in respect of any worker or class of worker, whether or not by a decision of the Minister of Human Resources, no other trade union shall make any claim for recognition in respect of the same workers or class of workers unless three years have elapsed since the initial recognition, or the original trade union no longer exists.

A trade union representative cannot be dismissed or discriminated against by reason of his or her position as an officer of the trade union.43

XII DATA PROTECTION

The Personal Data Protection Act 2010 (PDPA) seeks to regulate the processing of any information that relates directly or indirectly to an identifiable individual (the data subject), in commercial transactions (personal data) by any party who processes any personal data, or has control over or authorises the processing of any personal data (the data user). An employer would be the data user and an employee would be the data subject.

The PDPA applies to a person's personal data if the person is established in Malaysia and the personal data is processed in Malaysia. The PDPA does not apply to any personal data processed outside Malaysia unless that personal data is intended to be further processed in Malaysia.

i Requirements for registration

The PDPA requires the registration of certain classes of data users, which are described in the Personal Data Protection (Class of Data Users) Order 2013. A data user who belongs to two or more classes of data users must make a separate application for registration for each class to which the data user belongs.

ii Cross-border data transfers

Data users cannot transfer personal data outside Malaysia unless the transfer is to a location specified by the Communications and Multimedia Minister. The Communications and Multimedia Minister has issued a public consultation paper on the Personal Data Protection (Transfer of Personal Data to Places Outside Malaysia) Order 2017, though the Order has yet to be finalised and published in the Official Gazette. Notwithstanding the foregoing, data users may transfer any personal data to a place outside Malaysia under certain conditions, for instance, if an employee has consented to the transfer, the transfer is necessary to conclude a contract between an employee and an employer, or the transfer is for the purpose of any legal proceedings.

iii Sensitive personal data

Sensitive personal data means any personal data consisting of information as to the physical or mental health or condition of a data subject, his or her political opinions, religious beliefs or other beliefs of a similar nature, or the commission or alleged commission of any offence. An example of sensitive personal data is an employee's medical information.

iv Background checks

There is no express prohibition against background checks. In respect of credit checks, the employer may carry out checks on an employee through a licensed credit reporting agency in Malaysia. Nevertheless, credit reporting agencies usually require the consent of employees before divulging any information.

Criminal checks are more difficult to procure, as the cooperation and assistance of the police is required. However, for offences under the MACC Act, an employer or future employer may carry out an initial filter or check on a prospective employee by searching the records of corruption offenders on the MACC website.44

XIII DISCONTINUING EMPLOYMENT

i Dismissal

Any termination of employment in Malaysia must be for 'just cause or excuse'.45 The following are the commonly recognised categories of just cause or excuse for termination of a contract of employment:

  1. misconduct;
  2. retrenchment;
  3. poor performance;
  4. retirement;
  5. expiry of a genuine fixed-term contract;
  6. resignation; and
  7. by mutual agreement.

In an unfair dismissal case, the burden is on the company to prove that the contract of employment is terminated with just cause or excuse. An employee who believes that he or she has been dismissed without just cause or excuse can make representations in writing to the DGIR to be reinstated to his or her former employment.46 These representations may then, if the Minister of Human Resources thinks it appropriate, be referred to an industrial court.47

There is no notification requirement for termination of employment in Malaysia. However, for termination by reason of retrenchment or under a voluntary separation scheme, the employer will need to file the requisite PK Forms I to IV at least 30 days before the date of cessation of employment.48 Thereafter, the employer will also need to file PK Forms V and VI. There is no duty to notify the trade union of any termination of employment unless it is expressly provided for in the collective agreement.

For termination by reason of misconduct, no notice is required as an employee may be summarily dismissed. However, it is generally accepted practice that this step of summary dismissal is only taken after having conducted an inquiry for the employee to be given a chance to defend himself or herself. The requirement for due inquiry is even more important in terms of EA employees by reason of Section 14(1) of the EA.

If the ground for termination is redundancy or poor performance, the employer should comply with the notice requirement provided for in the contract. The notice may be waived by either party, or the employer may decide to pay salary in lieu of notice.

ii Redundancies

Retrenchment is a term to describe instances where a business entity terminates the services of employees who it considers as surplus and redundant to its business requirement. It is the right and privilege of an employer to reorganise his or her business in any manner he or she sees fit, so long as the procedure is bona fide and does not have any collateral purpose.49

Note, however, that an ill-planned retrenchment exercise may be challenged by the employees by way of unfair dismissal representations to the DGIR, which may subsequently be referred for adjudication at an industrial court. In the event that the legality of the retrenchment exercise is challenged, the onus is on the company or employer to show that there was a real redundancy situation and the retrenchment is justified to safeguard its interest.50 The relevant questions for consideration are as follows: (1) Is there a real redundancy situation leading to the retrenchment exercise; and, if so (2) was the consequential retrenchment exercise made in compliance or in conformity with accepted standards of procedure?

There is no legal difference between multiple redundancies, collective dismissal or reduction in force. However, practically, if there are multiple redundancies, or there is a collective dismissal or reduction in force, it would be more difficult for an employee to contend that he or she was negatively affected as the retrenchment is affecting a number of employees within the organisation, not just one employee.

A company should try to comply with the Code of Conduct for Industrial Harmony (the Code), which is relevant in a redundancy situations.51 Although the Code does not have the force of law, the industrial courts frequently use it as a reference guide when deciding whether or not an employee has been properly retrenched using fair procedures. The Code sets out the steps that should be taken by an employer in circumstances where redundancy is likely to occur, such as to limit recruitment, to restrict overtime work, to restrict work on the weekly day of rest, to restrict the number of shifts or days worked per week, to restrict the number of hours of work and to retrain or transfer employees to other departments or types of work.52

A company is required to give sufficient notice of termination to its employees as provided for in the employment contract. For employees governed by the EA, however, an employer is obliged to give a minimum notice of termination (as set forth in the EA)53 to employees before the date of retrenchment. Either party may waive the right to the requisite notice. If notice is not given, however, the employer would be liable to pay employees an indemnity for the lack of notice equivalent to the notice period.

There is also a requirement to pay retrenchment benefits for employees governed by the EA provided they have worked for a continuous period of 12 months or more.54

For unionised employees, an employeer must consider the terms of the collective agreement and determine whether there are clauses dealing with retrenchment or termination benefits. If so, the employer should pay in accordance with the terms of the collective agreement.

The employer should also consider the terms of the contract of employment and the employment handbook and determine whether retrenchment or termination benefits are provided under the contract or handbook. If so, the employer should pay in accordance with the terms of the contract or the handbook if the terms are more favourable than the statutory termination benefits.

Although a genuine retrenchment is recognised by the industrial courts as a valid ground for termination of employment, some companies prefer to offer a voluntary separation scheme (VSS) to reduce the number of employees. By its nature, a VSS is on a voluntary basis, offered at the discretion of the employer to the employees, who may choose to accept or reject the VSS. It is common for companies to offer a VSS before a retrenchment exercise.

Occasionally, instead of conducting a VSS, a company might decide to enter into a one-to-one negotiation with each employee to agree to a mutual separation agreement. This is also an acceptable manner to end a contract of employment. However, the company must be cautious so as not to be accused of coercing or forcing the employee to sign the mutual separation agreement.

XIV TRANSFER OF BUSINESS

While statutory termination benefits are normally payable to employees governed by the EA by reason of redundancy, this is not necessarily the case if the termination of employment is by reason of a change of business ownership. Termination benefits are not payable if, within seven days of the change of ownership, the transferee offers to continue to employ the employee on terms and conditions of employment that are no less favourable than those under which the employee has been employed before the change occurs, and the employee unreasonably refuses that offer.55

XV OUTLOOK

With effect from 1 February 2020, the minimum wage has been increased to 1,200 ringgit per month for employees who work in 40 city or municipal council areas specified in the First Schedule to the Minimum Wages Order 2020 PU(A) 5/2020.

Employers in Malaysia will need to prepare for the implementation of the amendments to the EA. The proposed amendments are, among other things, to expressly prohibit employers from discriminating against jobseekers or current employees on the grounds of gender, religion, race, disability, language, marital status or pregnancy, reducing working hours, and to require employers to have a written code of prevention of sexual harassment at the place of employment. Employers must not engage in discriminatory conduct.

With regard to the TUA, one of the proposed amendments is to revoke the DGTU's discretion to refuse the registration of a trade union unless there are compelling reasons to do so. Trade unions are no longer restricted to representing members of a particular trade, establishment, occupation or industry.

There are also significant amendments to the IRA. If these are passed, the DGIR will be required to refer complaints of unfair dismissal to an industrial court for an award in the event that parties are unable to reach a settlement and the referral does not involve any exercise of discretion on the part of the DGIR. This means that all cases that cannot be resolved at a conciliation stage will automatically be referred to an industrial court for adjudication. This may lead to a flood of cases being referred to the industrial courts, including frivolous claims.

Another significant proposed amendment to the IRA is with regard to the industrial courts' powers to continue with legal proceedings notwithstanding the death of a worker. Currently, a claim for unfair dismissal under the IRA is regarded as a personal claim and the cause of action abates upon the death of the employee. Thus, the deceased employee's claim under the IRA comes to an end and the personal representative or next of kin of the employee cannot continue with the action on behalf of the deceased employee's estate. Once the IRA has been amended, the industrial court will have the power to order for proceedings to continue and even award compensation to a deceased employee's next of kin.

The proposed amendments to the IRA include a right of appeal against an industrial court decision to a high court. With this amendment, any party has 14 days from the date of receipt of the award to appeal to a high court. The procedure for the appeal will follow the Rules of Court 2012 and will be treated as an appeal from a sessions court to a high court, with necessary modifications. This may render it no longer necessary for litigants to resort to the cumbersome method of judicial review as a primary form of challenge to an industrial court award.


Footnotes

1 Jack Yow is a partner at Rahmat Lim & Partners.

2 Pihak Berkuasa Tatatertib Majlis Perbandaran Seberang Perai & Anor v. Mohd Sobri Che Hassan (Federal Court Civil Appeal No.02(f)-29-05/2018(P)).

3 Employment Act 1955 [EA], Section 69.

4 Industrial Relations Act 1967, Section 20(1).

5 id., at Section 52.

6 Order 53 of the Rules of Court 2012 read with the Schedule to the Courts Judicature Act 1964.

7 Industrial Court 1967, Section 33A.

8 EA, Section 77(1).

9 Minimum Wages Order (Amendment) 2018 [P.U.(A) 305/2018]. See also Section XV.

10 Pihak Berkuasa Tatatertib Majlis Perbandaran Seberang Perai & Anor v. Mohd Sobri Che Hassan (Federal Court Civil Appeal No.02(f)-29-05/2018(P).

11 [1997] 3 CLJ 135.

12 [2019] 9 CLJ 52.

13 [2019] 6 CLJ 281.

14 EA, Section 10(1).

15 id., at Section 10(2).

16 Wong Mei Yoke v. Tien Wah Press (Malaya) Sdn Bhd [2018] 1 ILR 20.

17 EA, Section 12(3), Paragraphs (a) to (f) read with Section 12(2), Paragraphs (a) to (c).

18 Companies Act 2016, Section 561.

19 Usually, the reasonableness of the restraint will depend on the geographical location of the restraint and the length of the restraint.

20 Polygram Records Sdn Bhd v. The Search [1994] 3 MLJ 127 and Nagadevan Mahalingam v. Millennium Medicare Services [2011] 4 MLJ 739.

21 Tint-Shop (M) Sdn Bhd v. Yu Yeing Yin [2009] 1 LNS 187.

22 EA, Section 34.

23 Employment (Employment of Women) (Shift Workers) Regulations 1958 (revised 1983).

24 Maimunah Aminuddin, Employment Law Manual for Practitioners, 2013 CLJ Publications, at pp. 48 and 49.

25 EA, Section 60A(3)(a).

26 id., at Section 60(3)(c).

27 id., at Section 60D(3)(aa).

28 Employment (Limitation of Overtime Work) Regulations 1980.

29 id., at Section 60K(1).

31 Industrial Relations Act 1967, Section 20(1).

32 Financial Services Act 2013, Section 133.

33 Hamdan bin Ahmad v. U Mobile Sdn Bhd [2014] 4 ILJ 386.

34 Under Section 17A(6) of the Malaysian Anti-Corruption Commission Act 2009, a person is associated with a commercial organisation if he or she is a director, a partner or an employee of the commercial organisation, or a person who performs services for or on behalf of the commercial organisation (e.g., an independent contractor or an agent).

35 Zulkifli Abdul Latif v. Sistem Penerbangan Malaysia Berhad [2006] 3 ILR 1923; Tan Siang Pin v. IBM Malaysia Sdn Bhd [2019] 2 ILR 593.

36 Tan Siang Pin v. IBM Malaysia Sdn Bhd [2019] 2 ILR 593.

37 EA, Section 37(4).

38 id., at Section 42.

39 id., at Section 61(1).

40 Employment Regulations 1957, Regulation 5.

41 id., at Regulation 7.

42 Industrial Relations Act 1967, Section 5.

43 id., at Section 5, Paragraphs (c) and (d).

45 Employment law in Malaysia does not recognise an employer's right to exercise a termination simpliciter, that is to terminate an employment contract by merely giving sufficient notice pursuant to the employment contract.

46 Industrial Relations Act 1967, Section 20(1).

47 id., at Section 20(3).

48 EA, Section 63(1) read with Regulation 4 of the Employment Retrenchment Notification Regulations 2004 and First Schedule thereof. Failure to comply with this requirement is an offence punishable under EA, Section 99A and shall be liable to a fine not exceeding 10,000 ringgit.

49 Harris Solid State (M) Sdn Bhd v. Bruno Gentil Pereira [1996] 4 CLJ 747, CA. The usual justifications for retrenchment include business loss, closure of department or business, reduced turnover, adverse business conditions and escalating expenditures.

50 Gold Coin Feedmills (Malaysia) Sdn Bhd v. En Ibrahim bin Mohd Shah & 2 Ors (Award 657 of 2001).

51 The Code of Conduct for Industrial Harmony [the Code] is a collaboration between the Ministry of Human Resources, the Malaysian Council of Employer's Organisations and the Malaysian Trades Union Congress, with the aim of providing principles and guidelines to employers and workers on the practice of industrial relations to achieve greater industrial harmony.

52 The Code, Article 20.

53 EA, Section 12(2) read with Section 12(3).

54 Employment (Termination and Lay-Off Benefits) Regulations 1980, Regulation 6.

55 id., at Regulation 8.