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Malaysia Hiring

20.10. 馬來西亞僱傭合約Employment Contracts —

超過一個月的定期合同必須採用書面形式，並包括任何一方終止合同的方式。
《就業法》無規定無限期合同中必須包含的條款，儘管《就業法》規定合同不得限制僱員加入、參加或組織工會的權利。

Fixed-term contracts for more than one month must be in writing and include how either party may terminate the contract.
The Employment Act does not specify provisions that must be included in a contract for an indefinite term, although the Employment Act states that a contract may not restrict the rights of employees to join, participate in or organize trade unions.

20.90. Reference Citations —

Employment Contracts: Employment Act, 1955 (as amended), §§ 6-10
Restrictions on Hiring: Children and Young Persons (Employment) Act, 1966 (as amended)
Recordkeeping: Employment Act, 1955 (as amended), § 61

70 馬來西福利Benefits

70.10. 馬來西亞休假Vacation —

僱員有權享受以下帶薪年假：

• 現任雇主少於兩年：每連續工作 12 個月有 8 天假期；
• 在現任雇主工作兩年至五年：每連續工作 12 個月有 12 天的假期；和
• 在現任雇主工作五年或以上：每連續工作 12 個月有 16 天的假期。

如果僱傭合同被任何一方終止，僱員有權獲得任何累積假期的全薪，前提是僱員沒有因不當行為被解僱。
未在雇主處完成 12 個月的員工根據服務月數獲得完整年假的比例。
員工在 12 個月內未經雇主許可或無故缺勤 10% 或以上的工作日，無權享受該期間的年假。
休假可以累積並僅在獲得後的下一個 12 個月內結轉。僱員可以自願接受薪水代替休假。

Employees are entitled to paid annual leave as follows:

• • with present employer less than two years: eight days’ leave for every 12 months of continuous service;
  • with present employer two years to five years: 12 days’ leave for every 12 months of continuous service; and
  • with present employer five years or more: 16 days’ leave for every 12 months of continuous service.

If the employment contract is terminated by either party, the employee is entitled to full pay for any accrued leave, provided the employee was not dismissed for misconduct.
Employees who do not complete 12 months with the employer get a proportion of the full annual leave based on the number of months of service.
Employees who are absent without permission of the employer or without excuse for 10 percent or more of working days during a 12-month period are not entitled to annual leave for that period.
Leave may be accumulated and carried over only to the next 12 months after it is earned.
An employee may voluntarily accept payment in lieu of leave.

70.20.馬來西亞假期Holidays —

馬來西亞法律規定了以下 12 或 13（取決於州）帶薪公共假期：• 農曆新年 • 先知穆罕默德誕辰 • 衛塞節 • Hari Raya Puasa 日（兩天）• Hari Raya Haji（吉蘭丹州吉打兩天） 、玻璃市和登嘉樓州，所有其他州的一天） • 屠妖節 • 8 月 31 日：國慶日 • 6 月 1 日：最高元首生日 • 5 月 1 日：勞動節 • 9 月 16 日：馬來西亞日 • 12 月 25 日 ： 聖誕節

個別州有規定額外的帶薪假期。
如果公共假期恰逢休息日，則第二天被視為帶薪假期。
如果僱員在假期休病假或年假，雇主必須給予另一天作為帶薪假期。
在公共假期需要工作的員工，必須支付其正常工資的三倍。
緊接在公共假期之前或其後的工作日缺勤的員工，無權獲得該假期的任何假期工資。

Malaysian law specifies the following 12 or 13 (depending on state) paid public holidays: • Chinese New Year • Birthday of the Prophet Muhammad • Wesak Day • Hari Raya Puasa Day (two days) • Hari Raya Haji (two days in Kedah, Kelantan, Perlis and Terengganu states, one day in all other states) • Deepavali • Aug. 31: National Day • June 1: Birthday of Yang di-pertuan Agong • May 1: Labor Day • Sept. 16: Malaysia Day • Dec. 25: Christmas Day

Additional paid holidays are mandated by individual states.
If a public holiday falls on a rest day, the next day is deemed a paid holiday.
If an employee is on sick leave or annual leave on a holiday, the employer must grant another day as a paid holiday.

Employees required to work on a public holiday must be paid three times their normal wage.
Employees who are absent from work on the working day immediately preceding or immediately succeeding a public holiday are not entitled to any holiday pay for such holiday.

70.30. 馬來西亞產假 Maternity Leave —

根據《就業法》，婦女有權為每個孩子享受連續 60 天的帶薪產假，最早從懷孕 22 週開始，不遲於出生後的第二天。
如果醫生證明僱員因提前懷​​孕，而無法完善地履行職責，雇主可以要求她在截止日期前 14 天開始休產假。
如果懷孕持續至少 28 週，這些休假規定也適用於小產。

要獲得帶薪休假的資格，懷孕僱員必須在預產期前四個月的某個時間為雇主工作，並且在預產期前的九個月中至少工作了 90 天。
如果已經有五個或更多在世的任何年齡的孩子，她就沒有資格。
僱員必須在她打算開始休假之日起 60 天內通知其雇主。
可以是口頭的或書面的通知，並且可以發給她的主管或雇主指定的任何僱員來收集此類通知。
如果她在沒有通知的情況下開始休假，產假津貼將被暫停，直到她通知為止。

雇主不得在產假期間解僱僱員。如果僱員在產假結束後，由於與懷孕有關的醫療原因(經證實)不能立即返回工作崗位，雇主也不得解僱她，除非她仍然不適合工作超過 90 天。
如果僱員有權休產假而不是帶薪休假，她可以提前返回工作崗位，前提是獲得適合這樣做的醫療證明。

Under the Employment Act, women are entitled to 60 consecutive days of paid maternity leave for each child, starting as early as 22 weeks’ gestation and no later than the day after the birth.
If a doctor certifies that an employee is unable to perform her duties satisfactorily due to advanced pregnancy, an employer may require that she begin maternity leave up to 14 days before the due date.
These leave provisions also apply to a still-birth if the pregnancy lasts at least 28 weeks.

To be eligible for paid leave, the pregnant employee must have worked for the employer at some time during the four months preceding her due date and for at least 90 days out of the nine months before her due date.
She is not eligible if she already has five or more surviving children of any age.

The employee must notify her employer within 60 days of the date she intends to begin leave.
Notice may be oral or written and may be given to her supervisor or any employee designated by the employer to collect such notices.
If she starts the leave period without giving notice, the maternity allowance is suspended until she does give notice.
An employer is prohibited from dismissing an employee during maternity leave.
If the employee cannot return to work immediately after the end of maternity leave due to certified medical reasons connected with the pregnancy, the employer is also prohibited from dismissing her unless she remains unfit to work for more than 90 days.
If the employee was entitled to maternity leave but not paid leave, she may return to work early, provided that she obtains medical certification that she is fit to do so.

70.40. 馬來西亞陪產假 Paternity Leave —

男性僱員有資格在孩子出生時享受兩天帶薪休假。
Male employees are eligible for two days’ paid leave for the birth of a child.

70.50. 馬來西亞病假 Sick Leave —

在不需要住院的情況下，僱員有權在每個日曆年享有以下天數的帶薪病假：

• 工作不到兩年的員工為 14 天，
• 受僱兩年至五年的人員為 18 天，以及
• 受僱五年或五年以上者為 22 天。如果需要住院，員工有權在每個日曆年享有 60 天的帶薪病假，並有醫生證明。

In cases in which no hospitalization is necessary, an employee is entitled to the following number of days of paid sick leave per calendar year:

• 14 days for those employed for less than two years,
• 18 days for those employed from two years to five years, and
• 22 days for those employed for five or more years. If hospitalization is necessary, an employee is entitled to 60 days of paid sick leave per calendar year. A medical practitioner must certify an illness.

70.60. 馬來西亞養老金和社會保障Pensions and Social Security —

社會保障福利—包括退休、殘疾、遺屬福利和醫療費用—由僱員公積金和社會保障組織提供。
馬來西亞各地的雇主和大多數僱員都必須參與，包括兼職、臨時和試用期僱員。
社會保障計劃包括工傷計劃和殘疾養卹金計劃。
工傷計劃不同於勞工保險制度，為工傷事故、職業病和往返工作地點的通勤事故提供社會保險。
傷殘養卹金計劃—為個人提供因任何原因造成的殘疾的保險(不一定是由於他們的工作)，如果他們的疾病導致他們不再有能力賺錢，在他們疾病開始前的身體能力，他們通常可以賺取的收入中至少有三分之一。

這些計劃使工人有權獲得醫療福利、臨時和永久殘疾福利、經常出勤津貼、家屬福利或遺屬撫卹金、喪葬補助金、康復補助金、教育補助金和傷殘撫卹金。
EIS 為員工提供失業救濟金和在失業時的再就業安置計劃。
僱用外國工人的雇主必須在社會保障計劃中註冊這些僱員，並為工傷計劃做出貢獻。
直到 54 歲，雇主繳納相當於僱員工資的 12%，僱員繳納 11%。
對於 55 至 75 歲的成員，雇主繳納 6%，僱員繳納 5.5%。可以自願提供額外捐款。
如果員工仍在工作，無論他們是否已從其賬戶中全部或部分提款，他們都可以付款至 75 歲。
孩子和配偶也可以向參與者的帳戶捐款。
退休：男性和女性均可在 60 歲退休。鼓勵年滿 75 歲的參與者從其賬戶中全額提款。
如果參與者在 80 歲之前還沒有全額提款，該基金將把賬戶的剩餘部分，轉給無人認領資金登記處。

自願退休計劃可由雇主或其他人制定。

殘疾：獲得醫療證明，證明他們由於身體或精神上的無行為能力，而喪失工作能力的工人可以提取其公積金儲蓄的全部價值。
遺屬福利：工人可以指定一個或多個人作為其死亡的受益人。
如果受益人年滿 18 歲，受益人可以提取他或她有權獲得的全部金額。
如果受益人未滿 18 歲，其監護人可以申請為受益人提款，否則受益人必須等到 18 歲才能提款。
此外，已故工人的近親有權獲得死亡撫卹金。其他提款：參與者也可以提款以支付保險未涵蓋的醫療費用、購買房屋或孩子的大學教育。

Social security benefits—covering such things as retirement, disability, survivors’ benefits and medical payments—are provided under the Employees Provident Fund and the Social Security Organization.
Participation is mandatory for employers and most employees throughout Malaysia, including part-time, temporary and probationary employees.
The Social Security program consists of an Employment Injury Scheme and an Invalidity Pension Scheme.
The Employment Injury Scheme, which is distinct and separate from the Employment Insurance System, provides social insurance coverage against workplace accidents, occupational diseases, and commuting accidents to and from place of work.

The Invalidity Pension Scheme provides coverage to individuals against invalidity arising from any cause and not necessarily one arising from their employment, if their ailment has caused them to be no longer capable of earning at least one-third of the earnings they customarily could have earned based on the physical capabilities they had before their ailment began.
These schemes entitle workers to medical benefits, temporary and permanent disablement benefits, constant attendance allowance, dependent’s benefit or survivors pension, funeral benefits, rehabilitation benefits, educational benefits, and invalidity pension.
The EIS provides employees with unemployment benefits and reemployment placement programs in the event of loss of employment.
Employers that hire foreign workers must register these employees with the Social Security program and contribute to the Employment Injury Scheme.
Up to age 54, the employer contributes an amount equal to 12 percent of an employee’s wages, and the employee contributes 11 percent.
For members aged 55 to 75, the employer contributes 6 percent and the employee contributes 5.5 percent.
Additional contributions may be made voluntarily.

Employees may contribute until age 75 if they are still working, whether or not they have yet made a full or partial withdrawal from their account.
Children and spouses also may contribute to a participant’s account.

Retirement: Both men and women may retire at age 60.
Participants who have reached age 75 are encouraged to make a full withdrawal from their account.
If a participant has not made a full withdrawal by age 80, the fund will transfer the remainder of the account to the Registrar of Unclaimed Monies.
Voluntary retirement plans may be established by the employer or others.

Disability: Workers who receive medical certification that they have lost the capacity to work, due to either a physical or a mental incapacitation, can withdraw up to the full value of their Provident Fund savings.

Survivors’ benefits: A worker can specify one or more people to be beneficiaries in the case of his or her death.
If a beneficiary is age 18 or older, the beneficiary can withdraw the full amount to which he or she is entitled.
If the beneficiary is under 18, his or her guardians can apply to make a withdrawal for the benefit of the beneficiary, but otherwise the beneficiary must wait until turning 18 to withdraw the funds.
In addition, the deceased worker’s next of kin is entitled to a death benefit.
Other withdrawals: Participants may also make withdrawals to pay for medical expenses not covered by insurance, to buy a house or for a child’s college education.

70.70. 馬來西亞勞動賠償金 Workers’ Compensation —

職業傷害或疾病以及非工作相關殘疾的福利是根據《僱員社會保障法》所支付，該法適用於全馬來西亞和私營部門的大多數僱員，家庭傭人、自僱人士、外國工人除外以及獨資企業的所有者及其配偶。
如果僱員年齡小於 60 歲，工人及其雇主將為工人補償和殘疾養老金計劃做出貢獻。
對於 55 歲以上的工人和那些在 50 歲，或 50 歲以上首次向社會保障體系供款的人，供款僅由雇主支付，且僅用於工人補償。
該基金為受保僱員因工傷或事故，或非工作相關的殘疾而無法工作提供賠償。
為臨時和永久殘疾支付福利，作為家屬的遺屬養卹金和喪葬補助金。如果被保險人需要持續照護，還將提供醫療和補助。

Benefits for an occupational injury or illness and for non-work-related disability are paid under the Employees’ Social Security Act, which applies to all of Malaysia and to most employees in the private sector except domestic servants, self-employed persons, foreign workers and the owners of sole proprietorships and their spouses.
If an employee is younger than 60 years old, the worker and his or her employer will make contributions for both workers’ compensation and the disability pension scheme.

For workers older than 55 and those who first contributed to the social security system at age 50 or older, contributions are made by the employer only and only for workers’ compensation.
The fund provides compensation for an insured employee’s occupational injury or accident or non-work-related disability that prevents the insured from working.
Benefits are paid for both temporary and permanent disabilities, as a survivors’ pension for dependents and as a funeral grant. If an insured person needs constant care, medical treatment and a supplement are also provided.

70.90. Reference Citations —

Vacation: Employment Act, 1955 (as amended), § 60E
Holidays: Employment Act, 1955 (as amended), § 60D;
Holidays Act, 1951 (as amended) §§ 3-7
Maternity Leave: Employment Act, 1955 (as amended), §§ 37-42
Sick Leave: Employment Act, 1955 (as amended), § 60F

100.馬來西亞終止僱用Termination

100.10. 馬來西亞雇主終止僱用Termination by Employer —

僱傭合同必須包括一項規定，規定任何一方可以終止合同的方式。
任何一方均可隨時發出終止意向通知。雇主和僱員終止合同的通知期限相同，無論這些期限是否在僱傭合同中規定。
如果合同中沒有這樣的規定，所需的通知期如下：

• 為服務不到兩年的員工提供四個星期，
• 為服務兩到五年的員工提供六週時間，以及
• 為服務五年或五年以上的員工提供八週。

代替提供必要的通知，雇主可以支付相當於通知期內，本應支付的工資金額的款項。
在不當行為的情況下，雇主可以在沒有通知的情況下解僱員工，將員工降級，將員工停職最多兩週，或處以較輕的處罰。
然而，雇主必須先進行“正當調查”，才能採取這種行動。
在對涉嫌不當行為的調查期間，雇主可以將員工停職最多兩週，並至少支付一半的工資。
但是，如果調查發現不涉及不當行為，則雇主必須向僱員支付扣留的工資。

認為自己被不公平解僱且受《勞資關係法》保護的員工，可以向勞資關係總幹事辦公室提出書面投訴，尋求復職。
然後將此事提交調解。
如果無法解決，爭議可以提交至勞資法庭，該法庭可以裁決復職或賠償。
或者，員工可以在民事法庭就不當解僱或違反合同提起訴訟。
除了《僱傭法》中規定的“與僱員服務的明示或暗示條件的履行不一致的不當行為”之外，法規中沒有對不當行為進行定義。

Employment contracts must include a provision setting out the manner in which the contract may be terminated by either party.
Either party may give notice of intention to terminate at any time.
Notification periods for termination of a contract are the same for employers and employees, whether those periods are specified in the employment contract or not.
If there is no such specification in the contract, the required notification period is as follows:

• four weeks for employees with less than two years of service,
• six weeks for employees with two to five years of service, and
• eight weeks for employees with five or more years of service.

In lieu of providing the requisite notice, employers may make a payment equivalent to the amount of wages that would have been paid during the notice period. In a case of misconduct, employers can dismiss the employee without notice, demote the employee, suspend the employee for up to two weeks without pay or impose a lesser punishment.

The employer cannot take this action, however, without first engaging in “due inquiry.”
During the inquiry into the alleged misconduct, the employer may suspend the employee for up to two weeks with at least half pay.
If the inquiry finds that no misconduct was involved, however, the employer must pay the employee the amount of wages withheld.

An employee who believes he or she was unfairly dismissed and who is covered by the Industrial Relations Act may make a written complaint to the office of the director general for industrial relations seeking reinstatement.
The matter may then be submitted to conciliation.
If no settlement is possible, the dispute may go before the Industrial Court, which can award either reinstatement or compensation.
Alternatively, an employee can file an action for wrongful dismissal or for breach of contract in the civil courts. Misconduct is not defined in the statutes beyond the phrase “misconduct inconsistent with the fulfillment of the express or implied conditions” of the employee’s service, as stated in the Employment Act.

員工終止僱用Termination by Employee —

如果員工或他們的家屬立即受到暴力或疾病的威脅，並且工人不知道他們的工作會包含此類危險，則員工可以在不通知的情況下終止僱傭合同。否則，終止合同的通知期為：

• 為服務不到兩年的員工提供四個星期，
• 為服務兩到五年的員工提供六週時間，以及
• 為服務五年或五年以上的員工提供八週。

代替提供必要的通知，僱員可以支付相當於通知期內，本應支付的工資金額的款項。

Employees may terminate a contract of employment without notice if they or their dependents are immediately threatened by violence or disease and the workers did not know that their employment would include such dangers. Otherwise, the notification periods for termination of a contract are:

• four weeks for employees with less than two years of service,
• six weeks for employees with two to five years of service and
• eight weeks for employees with five or more years of service.

In lieu of providing the requisite notice, employees may make a payment equivalent to the amount of wages that would have been paid during the notice period.

100.20. 馬來西亞工廠關閉和大規模裁員Plant Closings and Mass Layoffs —

如果雇主打算關閉，搬遷企業，逐步停止某些類型的工作，或者企業被出售或所有權發生變更，則必須向員工發出終止僱傭合同的書面通知。
通知期與解雇個別僱員的通知期相同。在大規模解僱的情況下，雇主不得解僱馬來西亞人，除非首先解僱所有外國僱員。

Employees must be given written notice of termination of the contract of employment if the employer intends to close or move the business or phase out certain types of work or if the business is sold or undergoes a change of ownership.
The notice period is the same as for the dismissal of an individual employee. In the case of mass dismissals, an employer may not terminate Malaysians unless all foreign employees have first been terminated.

100.30. 馬來西亞終止僱用合約資遣 Payment on Termination —

就業（終止和裁員福利）條例1980規定的遣散費如下：

• 對於服務至少一年但少於兩年的員工，每服務一年的工資為 10 天，
• 為服務 2 至 5 年的員工提供每年服務 15 天的工資，以及
• 對於服務滿五年或以上的員工，每服務一年可獲得 20 天的工資。

對於部分服務年限，遣散費按比例計算。
因員工行為不當而被解僱、達到退休年齡而被解僱，或員工自願終止合同的，不適用解僱費規定。

The Employment (Termination and Lay-Off Benefits) Regulations 1980 provide for severance pay as follows:

• 10 days’ wages for each year of service for employees with at least one year but less than two years of service,
• 15 days’ wages for each year of service for employees with from two to five years’ service, and
• 20 days’ wages for each year of service for employees with five or more years of service. For partial years of service, severance is determined on a pro rata basis.
  The severance pay regulations do not apply to dismissal for misconduct, termination due to the employee reaching retirement age or voluntary termination of the contract by the employee.

100.40. 馬來西亞失業保險Unemployment Insurance —

馬來西亞無失業保險計劃 Malaysia does not have an unemployment insurance scheme.

100.90. Reference Citations —

Termination by Employer: Employment Act, 1955 (as amended), §§ 11-15
Termination by Employee: Employment Act, 1955 (as amended), §§ 11-15
Plant Closings and Mass Layoffs: Employment Act, 1955 (as amended), § 60N

***Above contents  being digested  and translated from Bloomberg HR Database dated 20210710

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