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Employer laws in Kuala Lumpur, Malaysia primarily revolve around the Employment Act of 1955 which is designed to protect the rights of employees and employers alike. The laws encompass regulations and guidelines for working conditions, labour contracts, minimum wage, working hours, and overtime pay, among others. Businesses operating in Kuala Lumpur must adhere to these regulations or risk facing legal actions. These laws aim to guarantee a balanced and fair relationship between employers and employees.
You may require legal help in situations such as drafting and reviewing employment contracts, addressing situations related to unfair dismissal, understanding specific laws related to leave, overtime pay, and employee benefits, among others. If you're facing disputes that may result in labour court cases, such as allegations of workplace discrimination, unfair labour practices, or wage issues, you'd definitely benefit from having a lawyer. A lawyer can also provide consultancy to ensure your employment practices abide by local and national laws.
The primary piece of legislation governing employment law in Malaysia is the Employment Act of 1955. The law sets down the minimum terms of employment which must be fulfilled by employers, which include details about work hours, wages and termination notices. Other laws relevant to employment include the Industrial Relations Act 1967, dealing with the resolution of industrial disputes, and the Occupational Safety and Health Act 1994, detailing obligations for ensuring a safe workplace. All these laws are applicable in Kuala Lumpur and are rigorously enforced.
According to the Employment Act, an employee cannot be required to work more than eight hours in one day or more than 48 hours in one week. Any work performed beyond this must be paid overtime.
In accordance with the Employment Act, the minimum maternity leave is 60 consecutive days with full pay provided the employee has been employed at least 90 days before the date of confinement.
The minimum wage in Malaysia varies depending on the region and is adjusted periodically. As of 2021, the monthly minimum wage is RM 1,200 for major towns including Kuala Lumpur.
Terminating an employment contract has to be done in accordance with the terms stated in the contract, and must comply with the Employment Act of 1955. Employers should always seek legal advice to ensure lawful termination.
Under the Occupational Safety and Health Act 1994, employers have a responsibility to ensure that all reasonably practicable steps are taken to provide a safe and healthy working environment. This includes reporting serious workplace accidents to the authorities.
The Ministry of Human Resources Malaysia and the Department of Labour Peninsular Malaysia would be key resources for understanding employment regulations. In addition, the Malaysian Employers Federation provides resources and training for employers in understanding their rights and obligations under Malaysian law.
If you need legal assistance, consider contacting legal firms that specialize in employment law in Kuala Lumpur. Alternatively, you may also contact the Kuala Lumpur Bar Committee’s Legal Aid Clinic if you feel you cannot afford a lawyer. Prior to seeking legal help, it could also be helpful to gather all relevant documents such the employment contract, payslips, any correspondence, etc. to help provide a complete overview of the situation.
