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Malaysia Employment Act for Managers

A one-day working session on the Employment Act 1955 as amended in 2022, aimed at the people who have to apply it rather than argue it. Most Employment Act problems are not exotic. They are an overtime rate calculated the wrong way, annual leave prorated incorrectly, a flexible working request handled without a written response, or records that cannot be produced when the Labour Department asks. The day works through each of those with the actual arithmetic and the actual forms.

Programme Agenda

Scope, Interpretation and Who Is Covered
Who the Act protects after the First Schedule changes, how the wage ceiling works in practice, and which provisions apply to everyone regardless of salary. Contract of service versus contract for service, and why misclassifying a contractor is an expensive shortcut.

Contracts of Service and Terms of Employment
Mandatory particulars in a written contract, permissible and impermissible wage deductions, timing of wage payment, and the terms most offer letters get wrong. Reviewing a real offer letter against the Act.

Working Hours, Rest Days and Overtime
Maximum hours after the 45-hour week amendment, rest day entitlement, and the overtime rates at 1.5x, 2x and 3x. Participants work through calculations for normal days, rest days and public holidays, including shift and partial-day scenarios.

Leave Entitlement and How to Calculate It
Annual leave by length of service, sick leave and hospitalisation leave, public holidays, and prorating for joiners and leavers. Maternity leave at 98 days and paternity leave at 7 days, with the eligibility conditions that are routinely missed.

The 2022 Amendments in Practice
Flexible working arrangement requests and the employer's duty to respond in writing with reasons. Discrimination in employment and the Director General's jurisdiction. Anti-forced-labour provisions, the sexual harassment notice duty, and extended coverage of domestic employees.

Employer Records, Inspections and Penalties
The registers and records an employer must keep and for how long. What a Labour Department inspection looks like, how a section 69 complaint proceeds, and the penalty exposure for each category of breach.

Case Clinic and Self-Audit
Participants run a short compliance self-audit against their own practices and bring live questions. Structured discussion of the gaps that surface, ranked by how much exposure each carries.

Learning Outcomes:
Determine which employees and which provisions the Act covers in your organisation
Draft or review a contract of service that carries the mandatory particulars
Calculate overtime, rest day and public holiday pay correctly
Compute annual, sick, hospitalisation, maternity and paternity leave entitlement
Handle a flexible working arrangement request the way the amendment requires
Keep records that satisfy a Labour Department inspection
Identify and close your organisation's highest-exposure compliance gaps

Duration: 1 Day (8 Hours)
Training Hours: 9:00 AM to 5:00 PM
Level: Beginner to Intermediate
Training Mode: Physical, Online, or Hybrid
HRD Corp SBL-KHAS Claimable
Certificate of Completion included

Frequently Asked Questions

HR practitioners, payroll and admin officers, operations and line managers, company secretaries, and business owners. Payroll staff and line managers attending together works well, because most calculation errors come from the handover between them.

Yes, and they are treated as the main event rather than an appendix. Flexible working arrangements, the 45-hour week, 98 days maternity leave, 7 days paternity leave, discrimination protection and expanded coverage are all worked through with the practical consequences for policy and payroll.

Yes. Participants work through overtime and leave calculations by hand for normal days, rest days and public holidays, including the awkward cases: partial days, mid-month joiners, and staff who leave with accrued leave outstanding.

It covers the same statute and the same 2022 amendments, delivered in English with more time on calculation practice and the self-audit. The Bahasa Melayu version is available as Kursus Akta Kerja 1955 dan Pindaan 2022.

Yes, this programme is HRD Corp SBL-KHAS claimable. Our team can assist your HR department with the documentation required for the grant application.

Yes. Any programme can be booked as a team day. Everyone works the same brief together, so your people come away having built something and knowing each other better.

If you are claiming under HRD Corp, the session has to fall at least 14 days after your HRD Corp approval. If you are not claiming, the date is flexible and we work around your calendar.

Put them on the self-paced e-learning instead. Your team works through the modules on our LMS in their own time, sits the assessment, and earns the same certificate, so nobody has to clear a full day together.