11/01/2026

ON SUNDAY January 11, 2026 VI theSunday Special A RE \RX PLVVLQJ RXW RQ EHQH¿WV you’re entitled to? Most white-collar workers in Malaysia have a general idea of what they are entitled

to as employees under Malaysian law. However, this is usually limited to basic matters such as EPF, Socso and annual leave. The reality is that if you are receiving a salary from your work here in Malaysia, WKHUH DUH VHYHUDO OHVVHU NQRZQ EHQH¿WV you’re entitled to under the Employment Act 1955 and related labour laws. While some might dismiss this, claiming the Act only applies to those earning below RM2,000, we have got news for you. A PHQGPHQWV H̆ HFWLYH LQ -DQXDU\ and updates in 2025 mean all employees are now covered, regardless of wage level, although certain overtime provisions ex clude those earning over RM4,000 per month. Many employers don’t highlight these perks and most employees never claim them. Here’s a guide to employee perks hiding in plain sight. Paid sick leave and hospitalisation leave Many assume you only get 14 days of MC annually. The truth is that the amount grows the longer you stay with a company. Under Section 60F of the Employment Act, you’re entitled to: • 14 days paid sick leave (if employed under 2 years) Additionally, you get 60 days of hospitali sation leave on top of sick leave, provided LW LV FHUWL¿HG E\ D UHJLVWHUHG PHGLFDO SUDF titioner. Yes, that’s two separate kinds of leave. R HTXHVWLQJ ÀH[LEOH ZRUN KRXUV S LQFH WKH DPHQGPHQWV 6HFWLRQV 60P and 60Q allow employees to request a flexible work arrangement. This in cludes remote work, adjusted hours or compressed weeks. The employer must respond within 60 days and give written reasons if they reject the request. While approval isn’t guaranteed, the law requires a formal process. Right to lodge complaints for sexual harassment If you’re being harassed at work, you don’t have to rely solely on HR. Under Sections 81A to 81F of the Employment Act, employers are required to: • Set up procedures for handling sexual harassment complaints. • Investigate complaints promptly. • Take appropriate action against the perpetrator if the complaint is substan tiated. If an employer fails to carry out these GXWLHV \RX FDQ ¿OH D UHSRUW GLUHFWO\ ZLWK the director-general of labour. Penalty: Employers who fail to inquire into complaints of sexual harassment can EH ¿QHG XS WR 50 XQGHU 6HFWLRQ 81F(1). T KH HPSOR\HU PXVW EHDU WKH FRVW RI UHTXLUHG PHGLFDO H[DPV If your employer requires you to attend health screenings or medical check-ups, • 18 days (2–5 years) or • 22 days (above 5 years)

Little-known employee perks under Malaysian law BY ASHRAF WAHAB

P URWHFWLRQ IRU JLJ ZRUNHUV Gig workers (food delivery riders, e hailing drivers, freelance creatives, etc.) are typically not covered by standard employment contracts. However, recent changes to the Employment Act now extend protection to contract-for-service workers under Section 101C. T KLV VHFWLRQ GH¿QHV ZRUNHUV XQGHU WKH control and direction of an employer (even without a formal contract) as falling under certain labour protections. In addition, Socso has introduced the Self-Employment Social Security Scheme, which provides gig workers with coverage for: • Medical expenses • Temporary and permanent disability • Funeral expenses and dependents’ EHQH¿WV Gig workers are also eligible for EIS under voluntary contributions and some state sponsored welfare schemes, although coverage and enforcement still vary. These changes are part of a broader push to formalise and protect gig work in Malaysia, especially as the platform economy continues to grow rapidly. K QRZOHGJH LV SRZHU Employee protection in Malaysia has qui etly expanded in recent years. However, many workers still leave money, time and legal protections on the table. Knowing these lesser-known rights could help you SXVK IRU IDLUHU WUHDWPHQW EHWWHU EHQH¿WV or save some money. Check your offer letter, review your rights and don’t be afraid to speak up. Sometimes the perk is already yours. You just have to ask.

(down from 48). Overtime is only allowed up to 104 hours per month under Section 60A(4)(a). You must also be paid 1.5x your hourly rate and you can’t be compelled to work overtime unless it’s an emergency. U QFODLPHG ZDJHV FDQ EH UHFRYHUHG IRU XS WR WKUHH \HDUV Let’s say you left a job but never got your last bonus or overtime pay. You can still ¿OH D FRPSODLQW ZLWK WKH /DERXU 'HSDUW ment under Section 69 – within three years of the due date. They’ll mediate or conduct an inquiry and neither requires a lawyer. A QQXDO OHDYH FDUU\ IRUZDUG LV SURWHFWHG By law, if you don’t use all your annual leave, it must be carried forward to the fol lowing year, unless you leave the company or it’s contractually agreed otherwise. This is under Section 60E(2A). Many companies “encourage” use-it or-lose-it policies, but these aren’t legally enforceable unless explicitly agreed to in your contract. T UDYHO DOORZDQFHV DUH QRW DOZD\V WD[DEOH ' id you know that certain travel allow DQFHV DUH H[HPSW IURP WD[ XQGHU /+'1 guidelines? For example: • Up to RM6,000 annually for petrol RU WUDYHO EHWZHHQ Ṙ FH DQG KRPH LI needed for work) • Toll allowances reimbursed separately. Many employees lump these into gross income unknowingly. However, your +5 RU WD[ DJHQW FDQ KHOS \RX ¿OH WKHP separately to reduce chargeable income.

they must cover the cost. This is clearly stated in Section 60F(1)(b). If they ask you to attend a panel clinic or get a report for employment purposes, you shouldn’t be paying out of pocket. P DLG PDWHUQLW\ OHDYH LV QRZ days A V RI -DQXDU\ SDLG PDWHUQLW\ OHDYH is extended to 98 days, up from 60. This applies to all employees covered under the Act and you can’t be terminated for pregnancy. If Socso covers you, maternity EHQH¿WV PD\ DOVR EH SDLG XQGHU WKH (P ployment Insurance System (EIS). Fathers don’t miss out either. They are entitled to paid paternity leave of seven days if employed at least 12 months and WKH HPSOR\HU LV QRWL¿HG LQ WLPH Y RX FDQ¶W EH IRUFHG WR ZRUN RYHUWLPH EH\RQG OLPLWV The maximum hours per week are now 45