Twenty short chapters covering the Employment Act 1955 (as amended 2022), the IR Act 1967, MACC s.17A, the PDPA 2010 (as amended 2024) and OSHA 1994 — paired with working calculators for leave, overtime, termination benefits and statutory contributions. Built and maintained by Jassy HR Firewall.
Four calculators that handle the questions HR receives most often. Each one is grounded in the relevant statute — the workings are shown so you can audit the answer.
Computes the statutory minimum days of paid annual leave based on length of service under EA 1955 s.60E.
Open calculator →Applies the EA 1955 s.60A(3) multipliers for normal-day, rest-day and public-holiday overtime on covered employees.
Open calculator →Calculates the statutory termination payment under the Employment (Termination and Lay-Off Benefits) Regulations 1980.
Open calculator →Returns the statutory minimum notice under EA 1955 s.12 and flags where the contractual notice must override it.
Open calculator →Every chapter is anchored to the statute and the section number, written without legal jargon, and updated for the 2022 / 2024 amendment cycle. Search or filter to find what you need.
What changed when the Employment (Amendment) Act 2022 took effect on 1 January 2023, and why prior handbooks need a full rewrite, not a footnote.
The old RM 2,000 cap is gone. Coverage now reaches every private-sector employee, with narrower wage-based carve-outs at RM 4,000 for certain entitlement sections only.
What must appear in a Malaysian contract of service, the clauses that get fought about in the Industrial Court, and the drafting habits that quietly create liability.
How probationers are protected, what the courts treat as a genuine fixed-term contract, and the renewal pattern that turns a contractor into an employee by operation of law.
The reduced 45-hour cap, the daily ceiling, mandatory rest after five hours, and the 104-hour monthly overtime limit that quietly catches many manufacturers.
The five compulsory days, how the remaining six are chosen, and what happens when a public holiday falls on a rest day or during sick leave.
The 8/12/16 annual leave bands, the 14/18/22 sick leave bands, and how the 60-day hospitalisation entitlement interacts with the outpatient cap.
Eligibility for the extended 98-day maternity entitlement, the new paternity right under s.60FA, and the s.41A burden-shift when pregnant employees are dismissed.
The statutory right to apply (not to receive), the 60-day employer response window, and the written-reasons requirement on refusal.
The seventh-day payment rule, the closed list of lawful deductions under s.24, and what fails the test even with written employee consent.
Who must contribute, the RM 6,000 SOCSO and EIS wage ceilings, the 15th-of-the-month deadline, and the year-end forms most payroll teams scramble for in March.
The show-cause sequence, the domestic inquiry standards that hold up on judicial review, and the 10/15/20-day termination benefit formula.
The 60-day window that decides whether a dismissed employee can pursue you, the conciliation pathway through the IR Department, and the Industrial Court reinstatement remedy.
The strict-liability offence introduced in 2020, the only statutory defence (adequate procedures, T.R.U.S.T. framework), and the personal liability that extends to directors and senior officers.
Mandatory breach notification, the new DPO appointment rule for prescribed data users, direct obligations on processors, and the reformed cross-border transfer regime.
The scope expansion to all workplaces, the OSH Coordinator requirement at the five-employee threshold, and the increased penalty regime that puts officers personally on the line.
The non-discretionary duty to inquire, the 30-day outcome notification, the workplace notice requirement, and the parallel tribunal under the Anti-Sexual Harassment Act 2022.
What the new Director General power covers, why the absence of a closed list of grounds widens employer exposure, and how to document selection decisions defensibly.
How EA coverage extends to migrant workers, mandatory SOCSO under the Employment Injury Scheme since 2019, and the s.90B forced-labour offence introduced in 2022.
Which employers are registrable under the PSMB Act 2001, what the levy funds, and why most employers under-claim what they have already paid in.
No chapters match that search.
Try a broader term, or browse all chapters using the “All” filter above.
Inputs on the left, result on the right, statutory working shown underneath. These are reference tools, not legal advice — they reflect the EA 1955 minimums and are accurate for employees within scope of the relevant provisions.
A current-state snapshot of the entitlements, ceilings and deadlines that come up in audits, payroll runs and contract reviews. Verify specific contribution rates on the regulator’s portal before client deliverables.
| Maximum working hours | 45 / week |
| Maximum hours per day | 8 |
| Overtime cap per month | 104 hours |
| Annual leave (<2 / 2–5 / 5+) | 8 / 12 / 16 days |
| Sick leave (<2 / 2–5 / 5+) | 14 / 18 / 22 days |
| Hospitalisation leave | up to 60 days |
| Maternity leave | 98 days |
| Paternity leave | 7 days |
| Compulsory public holidays | 5 (of 11) |
Source: EA 1955 ss.37, 60A, 60D, 60E, 60F, 60FA.
| EPF · monthly deadline | 15th |
| SOCSO · wage ceiling | RM 6,000 |
| EIS · wage ceiling | RM 6,000 |
| EIS · age range | 18 – 60 |
| PCB / MTD · deadline | 15th |
| EA Form (CP 8A) to employee | End of February |
| Form E (CP 8D) to LHDN | 31 March |
| Foreign worker · SOCSO EIS | Mandatory (EIS only) |
| Records retention | 6 years post-cessation |
Source: EPF Act 1991, SSA 1969, EIS Act 2017, ITA 1967. Verify exact rates at kwsp.gov.my, perkeso.gov.my and hasil.gov.my.
| EA scope · all employees | From 1 Jan 2023 |
| EA carve-out · wage threshold | RM 4,000 / month |
| OSH Coordinator required at | 5+ employees |
| IR Act · s.20 representation window | 60 days |
| FWA application response | 60 days |
| Sexual harassment outcome notice | 30 days |
| MACC s.17A · max fine | 10× value or RM 1m |
| Forced labour offence (s.90B) | Up to RM 100k / 2 yrs |
| PDPA · breach notification | Mandatory |
Source: EA 1955 (am. 2022), IR Act 1967, OSHA 1994 (am. 2022), MACC Act 2009 s.17A, PDPA (am. 2024).
Short, statute-anchored answers. For the full treatment, follow the chapter link in each response.
Yes. The reference is published openly and is intended for use by Malaysian employers, HR teams, in-house counsel and finance teams. Internal citation is welcome. If a chapter is reproduced or summarised for redistribution, attribution to Jassy HR Firewall · Compliance Reference is appreciated.
After 1 January 2023, most EA 1955 provisions apply to every private-sector employee regardless of wage. A small set of provisions — covering overtime payment, rest-day pay and certain public-holiday computations — applies only to employees earning RM 4,000 / month or less.
The practical reading: senior staff are EA-covered for leave entitlement, working-hour caps, notice, termination benefits and the anti-discrimination provisions, even if you contract differently on the overtime payment side.
The Employment Act sets the statutory entitlements on termination — notice, lay-off benefit, accrued leave compensation. A dispute about whether those were correctly paid is filed with the Department of Labour.
The IR Act s.20 representation is the unfair dismissal route. An employee who claims they were dismissed without just cause or excuse has 60 days from dismissal to lodge a representation with the Department of Industrial Relations, which may escalate to the Industrial Court. The Industrial Court can order reinstatement, back-wages and compensation in lieu.
The PDPA (Amendment) Act 2024 introduced a mandatory DPO appointment for prescribed classes of data users — the Commissioner determines the classes through subsidiary regulations. Even where appointment is not yet mandatory for a given organisation, the amendment also creates direct obligations on data processors and mandatory breach notification, which generally make a named accountable officer the practical minimum.
Yes. Section 17A of the MACC Act 2009 binds every commercial organisation incorporated or registered in Malaysia, with no minimum-size carve-out. The strict-liability offence triggers when a person associated with the organisation (employee, agent, subsidiary, intermediary) gives or offers a corrupt gratification for the organisation’s benefit.
The only statutory defence is to prove that the organisation had adequate procedures in place, designed and implemented under the T.R.U.S.T. framework guidance issued by the MACC. Personal liability extends to the director, controller, partner or senior officer at the time of the offence.
EA 1955 s.60P requires a written response within 60 days of the application. If the employer refuses, written reasons must be provided. The right under the Act is a right to apply, not a guaranteed grant — but a refusal without documented commercial or operational grounds is a recurring weakness in IR Court disputes that later involve allegations of discrimination or unfair treatment.
No. They are reference tools that apply the statutory minimums under the cited provisions. A real-world calculation often requires layering of contractual entitlements, collective agreements, prorating for partial months, ORP definitions specific to the employee’s pay structure, and (where dismissal is contested) a separate assessment of the dismissal’s lawfulness. For client-facing or court-facing computations, engage Jassy HR Firewall directly.
The reference is recalibrated whenever a statutory amendment, regulation, or major Federal Court / Industrial Court Award materially changes the position. Each chapter shows its last review date in the full view. The current edition is dated May 2026 and reflects the 2022 EA, 2024 PDPA and 2022 OSHA amendment cycles in force.