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Just like the rest of Malaysia, Ipoh adheres to employment laws stipulated by the Malaysian Employment Act of 1955 and the Industrial Relations Act of 1967. These laws cover a wide range of issues related to employment, such as terms and conditions of employment, payment, maternity benefits, termination and dismissal and others. They work to protect both employers and employees, ensuring fairness and equity in the workplace.
In situations where you believe your rights as an employer have been infringed, you may require legal help. This may include unfair termination claims, wrongful conduct of employees, non-compliance with employment contracts, salary disputes, and issues related to confidentiality and non-disclosure agreements. A qualified lawyer can help you interpret the law, understand your rights and responsibilities, and represent your interests in complex legal proceedings.
The key aspects of local laws relevant to employers in Ipoh, Malaysia revolve around the Employment Act 1955 and Industrial Relations Act 1967. These laws state the legal duties of employers including wages, working hours, public holidays, annual leave, sick leave, and provision of a safe working environment. Also, the child and female labor laws, in particular, have rigorous stipulations that employers must adhere to. Non-compliance to these laws may result in severe legal consequences.
The Employment Act states that an employee cannot be required to work more than 8 hours per day or more than 48 hours per week. This excludes rest days and public holidays.
Termination of employment must be carried out according to the terms stated in the employment contract. However, if the termination is determined to be unfair, a wrongful dismissal suit may be filed at the Industrial Court by the employee.
Full-time employees are typically entitled to paid sick leave, depending on the employee’s length of service. The stipulated minimum in Malaysia is between 14 to 22 days per year.
Yes, employers are required to provide a written contract of service to each employee detailing job description, wages, and terms of employment among others. This contract should be given within 1 month of employment.
Mother employees in Malaysia are entitled to 60 consecutive days of paid maternity leave. The employers are obliged to bear the full amount regardless whether it’s a weekday, weekend, or public holidays.
Helpful resources can include the Ministry of Human Resources Malaysia, Malaysian Employment Federation, and the Industrial Court of Malaysia. These organizations have a host of resources and guidelines about employment laws and can offer invaluable assistance.
Should you need legal assistance, it helps to first conduct your own research on local employment laws to understand your situation better. However, for comprehensive advice, consider hiring a professional lawyer proficient in employment law. Similarly contacting your local labor department or employer federation may provide some general guidance.
