sample letter of employment malaysia

FREE HR Templates!

Acceptance of Resignation Letter, Warning Letter, Job Application Form and many more... all the forms you need for Human Resources are here! Download now for FREE.

sample letter of employment malaysia

Acceptance of Resignation Letter Template

Download PDF

Open Google Doc

sample letter of employment malaysia

Confirmation Letter Template

sample letter of employment malaysia

Employment Contract Letter Template

sample letter of employment malaysia

Exit Interview Form Template

sample letter of employment malaysia

Extension of Probation Letter Template

sample letter of employment malaysia

Job Application Form Template

sample letter of employment malaysia

Performance Appraisal Template

sample letter of employment malaysia

Promotion Letter Template

sample letter of employment malaysia

Salary Increment Letter Template

sample letter of employment malaysia

Show Cause Letter Template

sample letter of employment malaysia

Warning Letter - Misconduct Template

sample letter of employment malaysia

Warning Letter - Non-Performance Template

Try us now and run your first payroll for free.

No Obligations or Credit Card Details Required

Jibble Group

We focus on providing world class HR cloud applications. Our flagship products are PayrollPanda, an online payroll system for Malaysian SMEs and Enterprises, and Jibble, a global time and attendance app for payroll, client billing or work productivity.

Payroll Panda Sdn Bhd

E 2-1-1 Commercial Unit, Bukit Utama 1, Changkat Bukit Utama PJU 6, Bandar Utama, 47800 Petaling Jaya, Selangor, Malaysia

+60 3 2787 9168

[email protected]

Quick Links

Stay in touch.

Follow us on social media!

  • Cover Letter

Malaysia's Premier Source for Cover Letter Excellence

Elevate your job search in Malaysia with our exclusive collection of 700+ expert-crafted cover letter examples. Each cover letter has been meticulously reviewed and tailored to meet the unique demands of the Malaysian job market. Our team of Certified Professional CV Writers (CPRWs) ensures that these examples are not only inspiring but also optimized to pass through Applicant Tracking Systems (ATS). Explore our diverse collection, spanning various industries, positions, and experience levels, and experience the power of a well-crafted cover letter that stands out to both recruiters and ATS systems in the Malaysian job landscape.

Accounting resume examples

An accountant’s primary duties include analyzing financial data and budget forecasts, creating balance sheets, profit and loss and taxation reports, and assisting organizations in finance management, tax strategies and effective use of resources. Accountants also work in specialized areas such as tax, cost, investment or management accounting.

Cost Accountant Cover letter Sample

  • Cost Accountant
  • Accounting Assistant
  • Internal Auditor
  • Accounting Administrator
  • Accounting Manager
  • Assistant Corporate Controller
  • Project Accountant
  • Staff Accountant
  • Staff Auditor
  • Accounting Clerk

Administrative resume samples

Review some of these samples of a resume for administrative work for resume ideas to feature your organizational and collaboration skills.

Office Assistant Cover Letter Sample

  • Administrative Assistant
  • Office Assistant
  • Assistant Front Office Manager
  • Office Manager
  • Administrative Assistant Manager
  • Administrative Officer
  • Administrative Coordinator
  • Procurement Analyst
  • Executive Assistant
  • Procurement Specialist
  • Facilities Manager
  • Receptionist
  • Administrative Front Desk Clerk
  • Front Office Assistant

Billing and collections resume examples

In addition to our featured example resume for billings and collections, we offer more examples of a resume for a job to help you shine in this industry. .

Bookkeeper Cover Letter Sample

  • Accounts Payable Clerk
  • Debt Collection Manager
  • Accounts Payable Manager
  • Night Auditor
  • Accounts Receivable Clerk
  • Payroll Analyst
  • Accounts Payable Receivable Manager
  • Payroll Manager
  • Accounts Payable Specialist
  • Collections Representative
  • Collections Team Lead
  • Accounts Payable Supervisor
  • Billing Specialist

Business operations resume samples

Examples of resumes for jobs in your field can help you write a great resume. These professional resume examples for leadership jobs show how to display your interpersonal skills.

Business Management Cover Letter Sample

  • Business Development Associate
  • Business Management
  • Enterprise Management Trainee
  • General Manager
  • Iso Management Representative
  • Liaison Officer
  • Operations Manager
  • Pmo Analyst
  • Risk Analyst
  • Salon Manager

Child care resume examples

Use these samples of resumes as guides for displaying your ability to keep the household organized and your interpersonal skills.

Daycare Teacher Assistant Cover Letter Sample

  • After School Teacher
  • Daycare Teacher Assistant
  • After School Program Director
  • Daycare Worker
  • Playground Supervisor
  • Child Care Center Administrator
  • Day Care Center Administrator

Computer software resume samples

As detailed in the examples of good resumes for computer software jobs below, list programs required for the position and any additional certifications or training you have in software.

Engineer Cover Letter Sample

  • Cloud Computing Engineer
  • Java Developer
  • Software Engineering Manager
  • Ecommerce Qa Tester
  • Sql Developer
  • Remote Software Engineer

Construction resume examples

Let our construction work resume examples help you stress special skills like specialties, such as plumbing or electrical systems.

Carpenter Cover Letter Sample

  • Flooring Installer
  • Certified Crane Operator
  • General Laborer
  • Chief Estimator
  • Construction Manager
  • Construction Chief Executive Officer
  • Project Manager
  • Construction Laborer
  • Construction Safety Officer
  • Construction Worker
  • Construction Site Supervisor

Culinary resume samples

Find a resume example for a job in the culinary field from these sample resumes and grab some ideas on showing your expertise with specific cuisines and ability to collaborate with others.

Chef Cover Letter Sample

  • Bakery Assistant
  • Food Service Specialist
  • Personal Chef
  • Restaurant Assistant Manager
  • Restaurant Chain Manager
  • Restaurant General Manager
  • Restaurant Manager
  • Restaurant Shift Leader
  • Restaurant Shift Manager
  • Restaurant Shift Supervisor
  • Junior Sous Chef

Customer service resume examples

Use an example of a resume to apply to a job in customer service, emphasizing intangible qualities such as communication, teamwork and flexibility.

Banking Representative Cover Letter Sample

  • Customer Service Advisor
  • Banking Representative
  • Call Center Manager
  • Call Center Representative
  • Call Center Team Leader
  • Camp Counselor
  • Client Service Specialist
  • Customer Experience Manager
  • Customer Relationship Officer
  • Customer Service Assistant Manager
  • Customer Service Representative
  • Customer Success Manager
  • Customer Service Supervisor
  • Director Of Member Services

Data & systems administration resume samples

Use these great resume examples for guidance on how to feature your key soft skills such as collaboration and problem-solving.

Backup Administrator Cover Letter Sample

  • Backup Administrator
  • Control Systems Engineer
  • Cyber Security Specialist
  • Data Analytics Manager
  • Network Admin
  • Entry Level Network Engineer
  • Salesforce Administrator
  • Salesforce Developer
  • Solutions Architect
  • Telecommunication Project Manager

Fitness and nutrition resume examples

Follow our resume samples to see how to best display your fitness training experience and any knowledge or training you’ve had in diet and nutrition programs.

Dietician Cover Letter Sample

  • Dietary Aide
  • Exercise Physiologist
  • Fitness And Personal Trainer
  • Gym Assistant
  • Nutritionist
  • Personal Trainer
  • Yoga Instructor

Food service resume samples

Note how these professional resume examples feature skills such as a strong work ethic, the ability to work well with others, multitasking and flexibility.

Barback Cover Letter Sample

  • Bar Supervisor
  • Cafeteria Worker
  • Catering Server
  • Cocktail Server
  • Crew Member
  • Fast Food Server
  • Food And Beverage Manager
  • Food And Beverage Server
  • Restaurant Server

Healthcare Support Resume Examples

These professional healthcare support examples for a resume cover major health support fields. Use one of these sample resumes as a guide to writing a great resume.

Assisted Living Executive Director Cover Letter Sample

  • Assisted Living Coordinator
  • Assisted Living Executive Director
  • Companion Caregiver
  • Direct Support Professional
  • Healthcare System Administrator
  • Healthcare Operations Manager
  • Healthcare Program Manager
  • Home Health Aide
  • Intensive Care Nurse
  • Medical Assistant
  • Occupational Therapist
  • Patient Coordinator
  • Personal Care Assistant
  • Personal Support Worker
  • Phlebotomist

Information technology resume samples

Take a cue from some of the best resume examples from My Perfect Resume and show off your problem-solving abilities. Let these examples of a good resume be your guide.

Assistant Project Manager Cover Letter Sample

  • Agile Project Manager
  • Assistant Project Manager
  • Contracts Manager
  • Devops Engineer
  • Global Project Manager
  • Help Desk Support
  • Project Management Director
  • Technical Project Manager
  • Technical Support Engineer

Medical resume examples

Highlight specialized medical training and certifications using these medical job resume examples as a guide. Include experience in hospitals and private practice.

Clinical Director Cover Letter Sample

  • Anesthesia Technician
  • Clinical Director
  • Dialysis Technician
  • Ekg Technician
  • Hospital Volunteer
  • Intensive Care Physician
  • Medical Coding Specialist
  • Medical Records Specialist
  • Certified Lactation Consultant
  • Nuclear Medicine Technologist
  • Optometrist
  • Pediatrician
  • Physician Assistant
  • Registered Mri Technologist
  • Speech Language Pathologist
  • Ultrasound Technician

Nursing resume samples

We have the perfect resume examples to help you display your interpersonal and communication skills, time management, attention to detail and empathy. Choose a nursing job resume example below to get started!

Acute Care Nurse Cover Letter Sample

  • Acute Care Nurse
  • Advanced Practice Rn
  • Chief Nursing Officer
  • Geriatric Nurse Practitioner
  • Labor And Delivery Nurse
  • Nurse Practitioner
  • Nursing Assistant
  • Oncology Nurse
  • Pediatric Nurse
  • Registered Nurse
  • Public School Nurse
  • Trauma Nurse

Production resume examples

A professional experience resume example from the following list of resume examples for jobs in production can show how to display licenses for operating specialized equipment.

Assembler Cover Letter Sample

  • Apparel Production Manager
  • Assembly Line Operator
  • Chemical Plant Operator
  • Forklift Operator
  • Machine Operator
  • Picker And Packer
  • Pipeline Inspector
  • Pipeline Welder
  • Plant Manager
  • Production Manager
  • Supply Chain Manager
  • Telecommunications Technician
  • Logistics Assistant Manager

Retail resume samples

Use the example resumes below as guides to showcase your customer service skills and experience managing products and services on your retail employee resume.

Sales Associate Cover letter Sample

  • Retail Assistant Manager
  • Sales Associate
  • Bookstore Clerk
  • Clothing Sales Associate
  • Convenience Store Clerk
  • District Manager
  • Fine Watches Sales Specialist
  • Retail Management Professional
  • Retail Manager
  • Retail Parts Pro
  • Store Manager
  • Walgreens Service Clerk

Sales Resume Examples

Like the resume samples below, it’s important to provide details on experiences where you’ve hit sales targets. You’re sure to find a good resume sample among the professional experience resume examples below to help you do so.

Channel Sales Manager Cover letter Sample

  • Sales Assistant Manager
  • Channel Sales Manager
  • Direct Sales Representative
  • Franchise Owner
  • Independent Sales Representative
  • Inside Sales Representative
  • Sales Account Executive
  • Outside Sales Representative
  • Sales Representative
  • Experienced Telemarketer

Social Services resume samples

Show you can relate well with others and have a strong problem-solving approach,like the professionals in the social services job resume examples below.

Case Worker Cover Letter Sample

  • Case Manager
  • Case Worker
  • Child Protection Social Worker
  • Community Outreach Specialist
  • Community Service Coordinator
  • Domestic Violence Counselor
  • Human Service Worker
  • Humanitarian Aid Worker
  • Juvenile Probation Officer
  • Social Worker
  • Drug And Alcohol Counselor
  • Medical Social Worker

Teaching resume examples

The following professional resume examples for teaching job resumes focus on important intangible skills such as communication, enthusiasm and patience.

Nurse Educator Cover Letter Sample

  • Preschool Teacher
  • Adjunct Professor
  • Assistant Teacher
  • Early Childhood Teacher
  • Elementary Teacher
  • Esl Teacher
  • High School Teacher
  • Homeschool Teacher
  • Language Professor
  • Middle School Teacher
  • Nurse Educator
  • Piano Teacher
  • Summer Teacher
  • Administrative
  • Billing and collections
  • Business operations
  • Computers software
  • Construction
  • Customer service
  • Data & systems administration
  • Fitness & nutrition
  • Food service
  • Healthcare and support
  • Information technology
  • Social services

700+ ATS-Approved Cover Letter Examples for Winning in Malaysia

Dive into our extensive collection of 700+ professionally tailored Cover Letter examples, expertly designed to make a lasting impression in the Malaysian job market. Each Cover Letter has been meticulously reviewed to ensure it captivates hiring managers and smoothly navigates Applicant Tracking Systems (ATS). Whether you're aiming for an entry-level position or an executive role, our comprehensive range of Cover Letters will help you advance your career prospects in Malaysia.

sample letter of employment malaysia

Steven Choo Tat Weng

The work done by their team is just amazing ! The final outcome was better than what i was expecting.

sample letter of employment malaysia

Very Quick and explained my past better than even I could have, Thank You!

sample letter of employment malaysia

Julie Ouyang

Thanks to makemyresume.my. They made my CV Precise and meaningful. Loved the work done

sample letter of employment malaysia

Yee Yuen Lai

Our CV Are Shortlisted By

sample letter of employment malaysia

Status Check-in

sample letter of employment malaysia

Single Sign On

sample letter of employment malaysia

Personal Assistant

Get to know althr.

What makes altHR so good and the simple pricing to get you started.

Complete access to all features for all Malaysian businesses!

Letter Templates & Example

Employment Verification Letter Sample Malaysia: A Comprehensive Guide

Hey there! Have you ever been asked by a potential employer to provide an employment verification letter? It’s a common request in Malaysia that many individuals might need to fulfill to secure their dream job. But fret not, we’ve got you covered! In this article, we’ll provide you with employment verification letter samples that you can use as a reference or edit as per your requirement. So, whether you’re a fresh graduate or an experienced professional, our samples will cater to your needs. Let’s dive in and explore the various formats and templates available for employment verification letters in Malaysia.

The Best Structure for Employment Verification Letter Sample in Malaysia

When writing an employment verification letter in Malaysia, it is crucial to have a clear and professional structure that will provide accurate and relevant information about the employee. Here is one of the best structures that you can use:

The letter should begin with a heading that includes vital information such as the company’s name, address, phone number, and email address. The heading should also include the date the letter was written and the recipient’s name and address.

Introduction

The introduction should provide a brief overview of the employee’s position in the company and their duration of employment. This section should also state the purpose of the letter and why the verification of employment is necessary.

Body Paragraphs

The body paragraphs of the letter should contain detailed information about the employee’s job position, responsibilities, salary, and employment status. You can also include information about the employee’s job title, the date they were hired, and if their job is permanent or temporary.

If the employee is no longer with the company, you can provide the reasons for their departure and the date of termination. It is also crucial to mention if the employee was terminated due to poor performance or any inappropriate behavior.

The conclusion should summarize the information provided in the letter, including the employee’s position, duration of employment, and current employment status. The conclusion should end with a statement that verifies the employee’s employment and invites the recipient to contact the company for any further inquiries.

In conclusion, having a clear and professional structure for your employment verification letter will make it easy for the recipient to understand the employee’s job position and status. By following the best structure, you can ensure that the letter provides accurate and relevant information, enabling you to verify the employee’s employment status, which is crucial in various circumstances.

Employment Verification Letter Samples in Malaysia

Verification of employment for visa application.

Dear Sir/Madam,

We are pleased to verify the employment of Mr. John Doe, who has been working with our company, ABC Sdn Bhd, as a Sales Executive since January 2020. Mr. Doe’s job description includes promoting our products and services and achieving sales targets set by the company management.

Mr. Doe is a diligent and dependable employee who consistently meets or exceeds his job performance expectations. We can confirm that he is paid a monthly salary of RM5,000 and is provided with medical benefits and EPF contributions. We highly recommend Mr. Doe for visa application purposes, and his contribution to our company has been invaluable.

Should you have any further inquiries, please do not hesitate to contact us.

Yours faithfully,

ABC Sdn Bhd

Verification of Employment for Bank Loan Application

We are writing this letter to confirm the employment of Ms. Jane Smith, who has been working with our company, XYZ Sdn Bhd, as a Human Resource Executive since July 2019. Ms. Smith’s responsibilities include managing our employees’ payroll and benefits, recruitment, and performance management.

Ms. Smith is a hardworking and committed employee who always meets the deadlines and works well under pressure. Her monthly salary is RM 4,500, and she is entitled to medical benefits, EPF contributions, and annual leave. We confirm that Ms. Smith’s employment is permanent, and there is no conflict or disciplinary action taken against her.

We highly recommend Ms. Smith for a bank loan application as we believe that she is financially stable and capable of fulfilling her financial commitments. Please do not hesitate to contact us if you require further information.

Thank you for your attention.

Yours sincerely,

XYZ Sdn Bhd

Verification of Employment for Immigration Purposes

We are delighted to verify the employment of Mr. David Lee, who has been working with our company, QRS Sdn Bhd, as a Software Developer since November 2018. Mr. Lee’s role includes developing and testing software applications that support our company’s operations.

Mr. Lee is an excellent team player, who is highly skilled, innovative and always willing to help his colleagues. His monthly salary is RM 6,000, and he is given medical benefits, annual leave, and EPF contributions as part of his employment package. We can confirm that Mr. Lee is still working with us and his employment status is permanent.

We highly recommend Mr. Lee for any immigration purposes as he has good character and always complies with the rules and regulations set forth by the company and the governing bodies.

Should you require any further information, please feel free to contact us.

QRS Sdn Bhd

Verification of Employment for Employment Opportunities

We are pleased to verify the employment of Ms. Mary Tan, who has been working with our company, MNO Sdn Bhd, as an Account Manager since January 2019. Ms. Tan is a highly motivated and results-driven employee who has made significant contributions to our company’s growth and success.

Ms. Tan’s job description involves overseeing the sales processes, managing customer relationships and ensuring the delivery of quality products and services to clients. Her monthly salary is RM 8,000, and she is also given medical benefits, EPF contributions, and annual leave. We confirm that Ms. Tan’s employment with us is permanent, and there is no conflict or disciplinary action taken against her.

We highly recommend Ms. Tan for any employment opportunities, as she is an exceptional employee who has proven her ability to perform under pressure and to exceed the expectation set by the company.

Please do not hesitate to contact us if you need any further information.

MNO Sdn Bhd

Verification of Employment for Rental Application

We are writing to confirm the employment of Mr. Jack Lim, who has been working with our company, PQR Sdn Bhd, as a Graphic Designer since July 2017. Mr. Lim is responsible for creating designs, promotional materials and illustrations for various company projects and clients.

Mr.Lim is a creative and skilled employee who consistently delivers high-quality designs that meet our clients’ expectations. His monthly salary is RM 5,500, and he is entitled to medical benefits, EPF contributions, and annual leave. We confirm that Mr. Lim is a permanent employee of our company, and he has no disciplinary actions taken against him.

We highly recommend Mr.Lim for rental purposes, as we believe that his employment and financial stability can be relied on. He is also a responsible employee who always meets the deadlines and takes pride in his work.

If you need any further information, please do not hesitate to contact us.

PQR Sdn Bhd

Verification of Employment for Insurance Purposes

We are glad to verify the employment of Ms. Sarah Khoo, who has been working with our company, EFG Sdn Bhd, as a Market Researcher since October 2018. Ms. Khoo’s job description includes conducting primary and secondary research, analyzing data, and generating insights to support our marketing decisions.

Ms. Khoo is a dedicated employee who is highly analytical, detail-oriented and a good communicator. Her monthly salary is RM 6,500, and she is entitled to medical benefits, annual leave, and EPF contributions. We confirm that Ms. Khoo is a permanent employee of our company, and she has no disciplinary actions taken against her.

We highly recommend Ms. Khoo for insurance purposes, as she is financially stable and capable of fulfilling her insurance obligations. Her excellent relationship management skill makes her a valuable asset to our company, and we trust that she will exhibit the same level of responsibility in managing insurance claims.

If you have any questions regarding Ms. Khoo’s employment, please do not hesitate to contact us.

EFG Sdn Bhd

Verification of Employment for Academic Recommendation

We are writing to verify the employment of Mr. Amirul bin Ahmad, who has been working with our company, LMN Sdn Bhd, as an Accounting Assistant since March 2019. Mr. Ahmad’s duties include bookkeeping, data entry, and assisting his colleagues in accounting-related tasks.

Mr. Ahmad is a diligent and reliable employee who always delivers his assigned tasks on time. His monthly salary is RM 3,500, and he is entitled to medical benefits, annual leave, and EPF contributions. We can confirm that Mr. Ahmad’s employment with us is permanent, and there is no disciplinary action taken against him.

We highly recommend Mr. Ahmad for academic purposes, as his employment proves his aptitude and knowledge of accounting principles. We are confident that he will exhibit the same level of commitment and dedication to his academic pursuit.

Please feel free to contact us if you require any further information regarding Mr. Ahmad’s employment.

Yours truly,

LMN Sdn Bhd

Tips for Writing an Employment Verification Letter Sample Malaysia

Employment verification letters are essential documents that can help individuals prove their employment status to lenders, landlords, and other parties. In Malaysia, these letters are typically written by employers or HR managers and should contain specific information about the employee, such as their job title, dates of employment, and salary details. Here are some tips to keep in mind when writing an employment verification letter sample Malaysia:

  • Be clear and concise: The letter should clearly state the purpose of the letter and the facts related to the employee’s employment status. Avoid using technical terms or jargon that the reader may not understand.
  • Include accurate information: Double-check all the facts to ensure that the information is accurate, such as the employee’s full name, job title, dates of employment, and salary details.
  • Use a professional tone: The letter should reflect a professional tone and should be written formally. Avoid using humor or informal language.
  • Maintain confidentiality: The letter should not contain any confidential information about the employee, such as their medical condition or personal details.
  • Respond in a timely manner: In case of a request for an employment verification letter, make sure that the letter is provided in a timely manner to the requesting party.

As an employer, providing an employment verification letter to your employees can be beneficial to them. It can help them secure a loan, rent an apartment, or qualify for government assistance. So, it is essential to draft an accurate and professional letter that serves its purpose. By following these tips, you can ensure that your employment verification letter sample Malaysia contains all the necessary information and reflects a professional tone.

FAQs related to Employment Verification Letter Sample Malaysia What is an employment verification letter?

An employment verification letter is a document that confirms an employee’s job status, salary, and other details to their prospective employer, financial institution, or government agency.

Why do I need an employment verification letter?

You may need an employment verification letter to apply for a loan, rent an apartment, or for other official purposes that require proof of employment. This letter can help you demonstrate your job status, salary, and other details to the relevant parties.

Who can provide an employment verification letter?

Usually, your employer or HR department can provide an employment verification letter. This letter may be on the company’s letterhead, and should contain all relevant information about your job status and salary.

What details should be included in an employment verification letter?

An employment verification letter should include details such as your job title, employment start date, salary, and any other relevant information requested by the recipient.

Is there a standard format for an employment verification letter?

While there is no standard format for an employment verification letter, it should be on official company letterhead, include specific details about your job status, and be signed by an authorized representative of the company.

How long does it take to obtain an employment verification letter?

The time it takes to obtain an employment verification letter may vary depending on your company’s policies and procedures. You should allow ample time for your employer or HR department to review your request and provide the necessary information.

Is it possible to get a sample employment verification letter for Malaysia?

Yes, you can find sample employment verification letter templates online or through your HR department in Malaysia. It’s important to ensure that the letter contains all the necessary details required by the recipient.

Wrap it Up!

Well, that’s it for now. We hope you found our employment verification letter sample Malaysia useful and informative. Remember, it is always important to verify potential employees’ work history and qualifications. Be sure to check out our other useful resources and tips on employment and HR matters. Thanks for stopping by, and we hope to see you again soon!

Employment Confirmation Letter Sample Malaysia: Guidelines and Template How to Create a Professional Self Employment Letter Template How to Write an Effective Employment Letter Request Sample Employment Contract Sample Malaysia: A Comprehensive Guide to Understanding and Drafting 10 Key Elements to Include in Your Employment Contract Sample Nigeria Employment Letter Sample Malaysia: A Comprehensive Guide

sample letter of employment malaysia

The Malaysian Lawyer

Latest updates on malaysian law, guide to malaysian employment law.

sample letter of employment malaysia

This Guide is a one-stop introductory guide to Malaysian employment law, written by The Malaysian Lawyer co-founder Marcus van Geyzel , and includes categorised links to employment law articles Marcus has published on The Malaysian Lawyer .

The topics in this Guide have been selected based on feedback from in-house counsel and HR professionals, and cover the usual high-level background legal information they would like to have on-hand, particularly as professionals from other jurisdictions considering employment issues in Malaysia.

Nothing in this Guide is legal advice, and its contents will be updated from time-to-time. This Guide was last updated on 11 January 2023 , and takes into account changes as a result of the Employment (Amendment) Act 2022 and Employment (Amendment of First Schedule) Order 2022 effective 1 January 2023.

General information

The legal framework to the Malaysian employment and industrial relations ecosystem is generally provided by the Employment Act 1955 and the Industrial Relations Act 1967 .

The Employment Act sets out minimum statutory benefits and entitlements. From 1 January 2023, the Employment Act applies to all employees (“any person who has entered into a contract of service”), with the exception of the sections in relation to overtime payments and termination benefits , which will not apply to employees whose wages exceed RM4,000/month .

Related articles:

  • Employees earning up to RM4,000/month will be entitled to overtime payments. Here’s what employers need to know
  • Malaysia Employment Act amendments: 7 key changes for employers to note
  • Employment Act to apply to all employees from 1 January 2023, some sections subject to increased salary threshold of RM4,000/month
  • Employment law: 2021 review and 2022 forecast
  • What Malaysian employers need to know about employment law

Employer legal entity requirements

There is no requirement for a foreign employer to establish an entity in Malaysia purely to engage an employee in Malaysia. This is of course subject to tax and permanent establishment considerations, depending on the nature of the business and the role of the employee.

While the Companies Act requires foreign companies to be registered as a foreign company in Malaysia before “carrying on business in Malaysia”, merely hiring employees does not constitute “carrying on business”.

Foreign companies can of course choose to incorporate a subsidiary in Malaysia, or register a branch or representative office.

Other common international structures such as MSPs and PEOs can also be used in the Malaysian market.

  • Case Update: Factors considered by the Industrial Court in determining the identity of the employer in a multi-jurisdictional employment relationship
  • Case Update: Potential pitfalls where an employee is engaged by a Malaysian service provider for a foreign employer

Pre-employment considerations

There is no regulation of pre-employment background checks, and extent of these checks are industry or employer-specific. Employers should obtain the individual’s consent for the processing of any personal data, and ensure compliance with the Personal Data Protection Act 2010.

  • Case Update: What can an employer do upon discovering that an employee lied in a job application?

Options for engagement

Employees can be engaged on a permanent, fixed-term, full-time, or part-time basis.

Individuals can also be engaged as independent contractors either directly or through a service provider. There is the same misclassification risk as in most other jurisdictions. The risk level depends on a range of factors, and the courts will look at the substance of the relationship (including work instructions, level of control, exclusivity, benefits entitlements, organisational integration) over its form.

Employment contracts, policies, and other documentation

The Employment Act requires that a contract of service be in writing where the contract is for a specified period of time exceeding one month or for the performance of a specified piece of work, where the time reasonably required for the completion of the work exceeds or may exceed one month. The Employment Act also requires this written contract of service to include a clause setting out the manner in which such contracts may be terminated by either party.

  • Legal considerations when hiring employees in Malaysia
  • Ensuring proper employee management from a legal perspective
  • Case Update: Is a clause in an employee handbook effective if an employee claims not to have read it?

Probationary periods

Probationary periods are not regulated, and it is common to see probationary periods of 1-6 months. Probationers are generally entitled to similar security of tenure as confirmed/permanent employees, and any non-confirmation of employment during or at the end of the probationary period must be reasonable.

Other employment policies

There are no compulsory employment policies. Common policies include those in relation to workplace health and safety, whistleblowing, grievance and harassment, and intellectual property or proprietary invention and assignment matters. Some employers also have a standalone data privacy policy to address the consent/notice requirements of the Personal Data Protection Act (see the “Data privacy” section below).

Minimum wage

From 1 May 2022, the monthly minimum wage was increased to RM1,500 nationwide.

There is a temporary exemption until 1 July 2023 for employers with less than five employees. However, this exemption does not apply to employers who carry out professional activities (as classified under the Malaysia Standard Classification of Occupations published by the Ministry of Human Resources), regardless of number of employees.

  • Confirmed: New Minimum Wages Order effective 1 May 2022; employers with less than 5 employees exempted

Minimum employment rights, and standard terms and conditions

The Employment Act provides statutory minimum employment rights and terms and conditions for employees. We list some of the entitlements under the Employment Act in this section.

Hours of work

An employee shall not be required under his contract of service to work —

  • more than 5 consecutive hours without a period of leisure of not less than 30 minutes;
  • more than 8 hours in one day;
  • in excess of a spread over period of 10 hours in one day;
  • more than 45 hours in one week,

provided that —

  • any break of less than 30 minutes in the 5 consecutive hours shall not break the continuity of that 5 consecutive hours;
  • an employee who is engaged in work which must be carried on continuously and which requires his continual attendance may be required to work for 8 consecutive hours inclusive of a period or periods of not less than 45 minutes in the aggregate during which he shall have the opportunity to have a meal; and
  • where, by agreement under the contract of service between the employee and the employer, the number of hours of work on one or more days of the week is less than 8, the limit of 8 hours may be exceeded on the remaining days of the week, but so that no employee shall be required to work for more than 9 hours in one day or 45 hours in one week.

Overtime payments

Employees with wages of up to RM4,000/month are entitled to overtime compensation under the Employment Act. Pursuant to the Employment Act, for any overtime work carried out in excess of the normal hours of work, eligible employees shall be paid at a rate not less than 1.5 times his hourly rate of pay irrespective of the basis on which his rate of pay is fixed. Here “normal hours of work” means the number of hours of work as agreed between an employer and an employee in the contract of service to be the usual hours of work per day.

(Read more here: Employees earning up to RM4,000/month will be entitled to overtime payments. Here’s what employers need to know. )

Public holidays

Employees are entitled to a paid holiday at the ordinary rate of pay on 11 of the gazetted public holidays and on any day designated as a public holiday under the Holidays Act 1951. The Employment Act provides that five of those 11 gazetted public holidays must be —

  • the National Day;
  • the Birthday of the Yang di-Pertuan Agong;
  • the Birthday of the Ruler or the Yang di-Pertua Negeri, as the case may be, of the State in which the employee wholly or mainly works under his contract of service, or the Federal Territory Day, if the employee wholly or mainly works in the Federal Territory;
  • the Workers’ Day; and
  • Malaysia Day.

The Employment Act also provides that, if any of the public holidays falls on a rest day or another public holiday, the working day following immediately the rest day or the other public holiday shall be a paid holiday.

It is normal market practice for all employees to be granted paid holidays on all the National and State level public holidays.

Annual leave

Employees are entitled to paid annual leave of —

  • 8 days for every 12 months of continuous service with the same employer if the employee has been employed by that employer for a period of less than two years;
  • 12 days for every 12 months of continuous service with the same employer if the employee has been employed by that employer for a period of two years or more but less than five years; and
  • 16 days for every 12 months of continuous service with the same employer if the employee has been employed by that employer for a period of five years or more,

and if the employee has not completed 12 months of continuous service with the same employer during the year in which his contract of service terminates, his entitlement to paid annual leave shall be in direct proportion to the number of completed months of service.

Employees are entitled to the following sick leave, where no hospitalisation is necessary:

  • 14 days in the aggregate in each calendar year if the employee has been employed for less than 2 years.
  • 18 days in the aggregate in each calendar year if the employee has been employed for 2 years or more but less than 5 years.
  • 22 days in the aggregate in each calendar year if the employee has been employed for 5 years or more.

Where hospitalisation is necessary, employees are entitled to 60 days sick leave in the aggregate in each calendar year.

Maternity leave

Female employees are entitled to paid maternity leave of not less than 98 consecutive days.

Paternity leave

Male employees are entitled to paid paternity leave of not less than 7 consecutive days.

Minimum retirement age

The minimum retirement age in Malaysia is 60.

Flexible working arrangement

The Employment (Amendment) Act 2022 entitles employees to apply to their employment for a flexible working arrangement to vary the hours, days, or place of work.

An employer must approve or refuse the application within 60 days, stating the grounds for any refusal.

It is not mandatory to have a Flexible Working Policy, but it is a recommended best practice.

(Read more here: Flexible Working Arrangements: What employers should include in a Flexible Working Policy and other recommended documents )

Data privacy

The collection and processing of personal data is governed by the Personal Data Protection Act 2010 . Employers must obtain employee consent before collecting and processing their personal data. Explicit/express consent is required if “sensitive personal data” is involved. Employers must notify their employees of the nature and purpose of information being collected, to whom it is being disclosed, and that the employees have the right to access such data. Consent is also required before this data is shared with third parties. A bilingual (in English and Bahasa Malaysia) employee consent/notice document is required.

Employee transfers in sale of assets/business transactions

There is no ARD/TUPE equivalent in Malaysia. There is no mechanism for the automatic transfer of employment in sale of assets/business transaction, and employees will by default remain employed by the seller in such transactions. Any “transfer” of employees in such transactions is effected by a termination (by the seller) and rehire (by the buyer), and the seller will be exempted from paying any statutory severance payment under the Employment (Termination and Lay-Off Benefits) Regulations 1980 if the new offer from the buyer is under terms and conditions of employment not less favourable than those under which the employee was employed by the seller. An employee will not be entitled to statutory severance payment if the employee unreasonably refuses the new offer.

Termination of employment

Termination must be with “just cause or excuse”. There is no fixed or comprehensive list of acceptable grounds for termination of employment by an employer, but the usual reasons would include misconduct, poor performance, redundancy, or closure of business.

All employees are protected from unfair dismissal.

  • Handing employee dismissals properly under Malaysian law
  • Case Update: Can an employee be dismissed for misconduct off-the-job and outside office hours?
  • Case Update: Factors considered when determining whether a resignation is forced or voluntary
  • Case Update: Court of Appeal considers whether an employer can dismiss an employee for insubordination
  • Case Update: Federal Court decides whether punishable misconduct in employment law is distinguishable from criminal conduct
  • Employee poor performance: Some recent cases

Termination notice

Termination notice must be the same for both employer and employee, and the length of the notice can be determined by the contract. If the contract is silent, the following statutory termination notice periods apply:

  • 4 weeks’ notice if the employee has been so employed for less than 2 years on the date on which the notice is given.
  • 6 weeks’ notice if the employee has been so employed for 2 years or more, but less than 5 years on such date.
  • 8 weeks’ notice if the employee has been so employed for 5 years or more on such date.

Alternatively, a payment in lieu of notice can be made by either party.

Notice of termination is not required if there is a serious misconduct or a “wilful breach” of the employment contract.

Severance payments

Employees with wages of up to RM4,000/month who have been employed for 12 months or more are entitled to the following minimum statutory severance payments pursuant to the Employment (Termination and Lay-Off Benefits) Regulations 1980 :

  • 10 days’ wages for every year of employment under a continuous contract of service with the employer if he has been employed by that employer for a period of less than 2 years.
  • 15 days’ wages for every year of employment under a continuous contract of service with the employer if he has been employed by that employer for 2 years or more but less than 5 years.
  • 20 days’ wages for every year of employment under a continuous contract of service with the employer if he has been employed by that employer for 5 years or more.

For employees with wages of more than RM4,000/month, the entitlement to severance payments depends on the employment contract. If the contract is silent, there is no statutory right to termination benefits, but in some circumstances there is a general expectation that a financially-able employer should pay reasonable severance compensation.

Retrenchment/redundancy

When carrying out a retrenchment exercise, employers must lodge a notification with the nearest Department of Labour, using the standard “Borang PK” form at least 30 days before the termination of employment.

Retrenchments can be justified by various reasons, such as redundancy, or for financial reasons. However, if challenged, employers must be able to prove that the retrenchment was carried out for genuine reasons. Employers must also use the “Last In, First Out” (LIFO) principle, or an alternative fair and objective selection criteria.

Employers are encouraged (but not required) to abide by the Code of Conduct for Industrial Harmony when implementing a retrenchment exercise.

  • What you need to know about the law on retrenchment of employees
  • Case Update: Relevant issues when an employer uses financial difficulties as a reason for retrenchment
  • Retrenchments in Malaysia — some recent cases
  • Case Update: Court of Appeal sets out key legal principles for retrenchments
  • Case Update: Industrial Court finds retrenchment due to effects of COVID-19/MCO was unfair
  • Case Update: Another company’s retrenchment of employees due to COVID-19/MCO deemed unfair by Industrial Court
  • Case Update: Justifying a retrenchment and departure from LIFO

Poor performance dismissals

Poor performance is one of the acceptable reasons which constitute just cause for a unilateral termination. However, the employee has to be treated fairly. An employer who dismisses an employee for poor performance faces the risk of a successful unfair dismissal claim by the employee if the termination was not carried out fairly. Whether or not the termination was fair will be determined on a case-by-case basis.

Generally, to be deemed fair, a termination based on poor performance would require the following:

  • The standard of performance expected must be reasonable, clear, and measurable, and the employee must be aware of these standards.
  • The employer must have clearly communicated to the employee that his performance has not been meeting expectations.
  • The employer must have offered constructive feedback and guidance on how the employee can improve to meet expectations.
  • The employee must be given sufficient guidance or training if required, and afforded a reasonable timeframe in which to improve his performance.
  • There may need to be more than one round of feedback and opportunity to improve, and any feedback sessions should be documented.

Mutually-agreed separations

Where an employer is uncertain as to whether the dismissal is fair (if the employee brings an unfair dismissal claim, the burden will be on the employer to show that the dismissal was fair), or wants the employee to agree to additional post-employment covenants, some employers opt to offer an ex gratia payment in return for the signing of a mutual separation agreement. This then would no longer be a termination of employment by the employer, but a mutually-agreed separation.

The benefit of a mutual separation agreement is it reduces the likelihood of an employee bringing an unfair dismissal claim. However, the release of claims cannot effectively bar an employee from making such a claim.

  • Case Update: Can an employee bring an unfair dismissal claim after accepting a severance payment?
  • Case Update: Insufficient justification and improper handling of Voluntary Separation Scheme may give rise to unfair dismissal
  • Case Update: Unfair dismissal due to poor handling of mutual separation agreement

Post-termination restrictions

Post termination non-compete restrictions are void and unenforceable pursuant to Section 28 of the Contracts Act, as they are a form of restraint of trade.

Post termination non-solicitation restrictions (of customers and employees) do not directly breach Section 28 of the Contracts Act, but are difficult to enforce and are typically only enforceable to the extent that there has been a breach of confidentiality, or misuse of confidential information or trade secrets.

Unfair dismissal claims

An employee can lodge an unfair dismissal complaint at the Industrial Relations Department within 60 days of his/her last employment date. This is a strict deadline.

Upon receiving a complaint, the Industrial Relations Department will arrange an informal conciliation meeting between the employer and employee to attempt to mediate a settlement. If the parties cannot reach a settlement, the matter will proceed to an Industrial Court trial.

The potential financial exposure for an employer in the event of a successful unfair dismissal claim is —

  • backwages of up to a maximum of 24 months; and
  • compensation in lieu of reinstatement, calculated at one month per year of service.
  • Case Update: High Court rules entitlement to back wages limited to unexpired duration of fixed-term contract
  • Case Update: When an employee transfer can amount to a constructive dismissal
  • Case Update: Employer’s poor handling of workplace assault and harassment complaints amounts to constructive dismissal
  • Changes to the Industrial Relations Act from January 2021: Highlights and practical impact on employee exits
  • Case Update: Court of Appeal rules that employee demotion amounts to constructive dismissal
  • Case Update: Federal Court rules that an employer cannot use reasons discovered post-dismissal to justify an employee dismissal

This Guide to Malaysian Employment Law is intended to be a high-level introduction to Malaysian employment law. Please share the Guide with others who may find it useful. It will be continually updated. Please leave a comment below if you have any feedback, or requests or suggestions for other employment law issues that should be included in this guide. You may also want to browse articles on The Malaysian Lawyer using some of these tags: employment law / Industrial Court / retrenchment / unfair dismissal .

sample letter of employment malaysia

Peter Ling & van Geyzel / plvg.my

48 thoughts on “ Guide to Malaysian Employment Law ”

' src=

Good morning. We have one question about employee termination which without one month notice. How to calculate the penalty?

contract workers who are entitled to socso but are not provided for where is the avenue for them to seek help

Great! The Employment Act also requires that this written contract of service include a paragraph describing how either party may end the contract. Thank you.

Could you quote on the employment law that covers the Front Liners in general, and niche it into duty during lockdown.

This would greatly help those abang polis on duty during the MCO, hoteliers, front desk officers and hospital/hospitality worker.

recently have tender my 24 hours resignation notice and in my offer letter nothing stated about notice period can HR sue me against ? my pay is above 5k, hr said already started in hand book but not regarding the notice period but it was not acknowledge by me….. kindly advise.

thanks muniandy

I have been unfairly treated by this company without a reason and failed to asses the email beforehand I have provided this company with. I have been working for 2 years in this company with no epf&socso and I work overtime. The company have failed to provide me with trainings as well as they keep changing my position as they like without my concern. Whenever I speak Tomy MD he failed to act upon but use my personal information to take leverage upon me. I have been taken completely advantage by this company and this company have been delaying each time when I speak about my confirmation. For 2 years not only they have not provided me with a confirmation letter but also changing my positioned profession to their accordance. I need some guidance on this.

Hi Marcus, just curious, are you still required to work as usual after serving the resignation notice or just finalize handovers?

Thanks for taking your time to read this. Im writing in to ask if employers are allowed to

1) include the extension of the resignation period by 1 week on top of the 3 month resignation notice that has been included in the employment contract 2) reject the option of buying out by the employee 3) assign labour work to staff which are not hired for labour purposes such as moving of stock during stock checking as the staff is hired as an accountant 4) force(or verbally threatening the lack of teamwork) the staff to attend motivation training(which are by no means related to skill growth of the staff in any form) in languages which are not understood by the staff

This is in reference to a practice of a company that my wife works for as we are trying to find an option where she can resign with a slightly short period of notice rather than 3 months in the employment contract.

Diplomatic negotiations to shorten the period of notice have failed and that have caused the loss of opportunity with several companies which were looking to hire my wife.

Thank you again for reading through this.

I’d worked in my current company for over 10 years. Previously signed a confirmation letter and had to wait 6 months notice to leave. It has now been 2 months since I submitted my resignation letter. The boss has verbally promised to let me leave early if I finish my part of the job, but now it seems to be Never End Story. I have been forced by the company to do work that is not within my job scoops。。。。 What can I do to get out of my job early, apart from paying the company money?

Hi, I wish to enquire re Section 15(2) of the EA where an employee has been absent from work for more than 2 consecutive days without notifying the employer is considered as breach of contract. (1) what is the status of the employee in the company for this breach of contract? (2) or can this be considered as voluntarily resign by the employee? (2) or can it be treated as automatic termination of work?

Your reply is appreciated. Thank you

Insightful! However, can a company change their sales rep commission scheme without notifying their sales rep? So, I joined this company, and they have shared with me their comm plan. While I chase my sales and finally hit my target and the projected revenue overall, they suddenly change the comm plan. The incentive that I was aiming at, now gone. FYI, I finally got my confirmation after being delayed for 3 months.

Is this allowed?

Any law that will prevent current employer to disclose to the future employer if we are fired

Hi wanna check if I am force to take a professional course and i have resigned before completing the course, can employer ask me to pay back the fee incurred?

Hi, if an employee has fully utilised the 22 days of sick leave (employee has been employed for more than 5 years) during the year due to 2 times of Covid19+ & normal sick. Does the employee still entitle additional days of paid sick leave, other than the 22 days?

if my employment under company ABC and the owner of business sell over the company company DEF. after 1 year , company DEF decided to move every employee employed under ABC to DEF by signing the new employment letter with observed all the term& condition from previous ABC company. 1. May i say this is change of ownership in term of employment law? Employment ( termination and lay-off benefits) regulation 1980, (8) – change of ownership of employees? 2. Do you think employee from ABC will possible claim termination benefit if refuse to transfer employment to DEF although the address are same?

I have given one month notice to my company and have two earned pro-rate leave. However, they only paid me 28 days salary and considered the two days earned leave is already add up in the one month salary. What I do understand is that the one month notice is served and I should lawfully have one month pay instead of 28 days only and they mentioned the two days leave is paid in the one month salary already irrespective whether the cut off date of the pay roll is on the 20th or 30th of the month. I have checked with the Labour Office and they have the same thoughts as me. I even checked with my present company HR, they also has the same answers as me but the problem is that they deny that I only worked 28 days. Guys, please give me your thoughts and opinion on this.

How do we record If medical leave fall on Public Holiday?

How to record when Medical Leave fall Public Holidays

i am retiring at minimum retirement age of 60 but not notice has been served to me. What should I do. Can I continue working assuming that the company still wants my service.

If your contract of service states that your retirement is at 60 years, you shall retire at 60 years. Technically there is no need for another letter. However it has been a good HR practice to issue a letter of retirement thanking the employee for his past services. In the event you continue working because you did not receive any letter, the Company will then stop you.

It is really a great work and the way in which you are sharing the knowledge is excellent. Thanks for your informative article

The termination clauses in my Employment Letter does NOT have this clause “Either party may terminate the employment by serving ___ months notice, or ___ months’ pay in lieu of notice.”

My notice period is 3 months. I intend to buyout 2 months penalty.

Can my current employer reject?

The termination clause in my Employment Letter does not include “Either party may terminate the employment by serving 3 months notice, or 3 months’ pay in lieu of notice.”

I intend to buyout 2 months penalty.

Can my employer reject my buyout even when I am willing to pay the penalty?

Do u have to get the reply? I’m also facing such issue whereby the employer not willing to let me off although I want to pay for one month and serve the notice one month which total 2 month or in lieu of.

Can we insist and fight for the in lieu of wording? As my current company they don’t even bother about the in lieu and keep want to serve full notice

What is the standard notice period for resignation if in the offer didn’t mention anything about it ? For staff which is still under probation ?

If there is a clause in my Contract stating that there can be no termination of contract within the first 3 years. Termination can only be done starting from the 4th year. In this situation can I still terminate the Contract within the first 3 years by giving sufficient amount of time of notice? To put it in simple words is it legal for a contract of service to have no termination for 3 years?

what will be the minimum notice period during probation (3Months)

What should we do if a member of the staff requests to work for an international company that offers a low salary and no fixed allowance?

Can the employer terminate staff on long sick leave issued by hospital arising from motorbike accident. The staff was on medical leave since Jan 2022 until now and he can’t ascertain when can be back to work when asked.

We have the following termination clause in his appointment letter”-

Termination by Company in certain events

Your service with the Company may be terminated by the Company without prior notice if you shall at any time:-

(a) Be incapacitated or prevented by illness, injury, accident or any other circumstances beyond your control from discharging in full your duties for a period exceeding one (1) months.

(b) Be guilty of grave misconduct or willful neglect in the discharge of duties.

(c) Failure to abide by any of the Company’s rules and regulations.

Provided always that after your confirmation, employment may be terminated by the company at any time giving you one (1) month notice or paying one (1) months’ salary in lieu thereof. Likewise, you are also required to give one (1) months notice to that effect or paying one (1) months’ salary in lieu thereof.

In the event that you are found to have committed gross misconduct, the Company reserves the right to terminate you without notice or payment in lieu of notice.

Can a senior manager of a company disclose the status of a staff (father has passed away) to company suppliers to ask for wreath and condolence money without discuss with the company affairs?

Is it legal for a company to payout salary increment to employees but without issuing a formal letter?

Hi, We have a employee resigned today, 28-Apr-2023. In his employment contract, we have included the following clause : –

Clause 4 Notice of Termination or Payment in Lieu of Notice During probation period, either party is required to serve seven days written notice or pay seven pays wages in lieu of such notice. After confirmation, the termination notice period is one calendar month, or payment equal to one calendar month’s wages in lieu of such notice.

Clause 5 B. With notice Subject to clause 4 Your employment may be terminated by either party, giving the other , one(1) month of notice in writing or payment in the amount in lieu of notice required. The Company will decide whether you will be required to serve full notice, part notice or no notice depending on management’s decision.

So question the company decided that employee do not need to serve notice although employee insist to get pay with this 1(one) month notice that he is willing to serve.

Can Company don’t pay and ask employee no need to serve notice and leave immediately?

If we are not a confirmed staff, if we were to resign what is the shortest notice period that we can provide to the company ? or is there any standard

What are the benefits probation staff can enjoy? No Annual Leave Unpaid Leave (Limited based on company’s discretion? Medical Leave (Limited based on company’s discretion? EPF , Socco , EIS ?

My role was made redundant in early March and I have been paid ˜50% of the total package 5days after my last day. The remaining they said will be with held pending tax clearance. I have a resident pass and not leaving the country. It has been more than 2months and I have not recieved the rest of my pay. They are claiming it is still pending tax clearance, which I know should just be 14days.

How long should my employer hold my remaining redundancy pay?

I have submitted resignation on 2nd May and will serve 3 months notice until 2nd Aug. And recently I have received an offer from a company who intended to buy me out for a month thus, my serving notice is estimated to be shorten to 2nd July.

Im writing in to ask if employers are allowed to reject the option of buying out with a reason stating that buy out option requires agreement from respective manager. Diplomatic negotiations to shorten the period of notice likely to be unsuccessful and that may cause the loss of my future opportunity.

The contract reads as

1. Nothing shall be taken to prevent either the employer or employee from waiving their right to a notice. Either party may waive their right to the applicable notice set out in 3 months by paying to other party an indemnity of a sum equal to the amount of wages which would have accrued to the employee during the term of such notice or during the unexpired term of such notice, and in which event, the termination shall take effect from the date of notice of waiver.

2. All voluntary termination by employee must be accepted by their respective People Manager. Upon the acceptance of each voluntary termination, a letter acknowledging the termination will be issued to the employee stipulating the required notice period to be served by the employee in relation to the termination.

3. Either the company or you may, at the time, terminate the agreement by giving 3 months prior written notice, provided that if such notice is given by you, the company shall have a right to waive the notice of termination or any part thereof under this agreement at any time prior to the expiry of the applicable notice period. The company may also terminate this agreement by paying you salary in lieu of written notice, or place you on garden leave for all or any part of the applicable notice period.

Thank you for taking time to read this. I really appreciate your help.

As employer currently use our personal phone to perform company collaboration and including weekend on-call support and night time on-call support , We have been forced to use our personal phone and there is no allowance are provided for this support .

Kindly let me know this is against our Malaysian Labour law.

Does the employer need to contribute EPF for “8 days paid back annual leave ” to the employee ?

Is there any labour law that governs the employment of an individual 60yrs and above? Will he/she be employed under a contracted agreement? What are the hidden factors in this way of employment or is it normally straightforward? Any terms and conditions?

Advanced thanks for your guidance

Warm regards, Anitha

I am an expat worker, worked here under employment pass. I got terminated stating poor performance based on 3 topics, which there were no question asked during interview. Was given 3 months performance improvement period to prove my ability. But no training provided. I had to prepare myself during the period. I asked them to help me or provide any training multiple times, but they kept on saying that they don’t see any improvement and did not provide any training. Finally terminated after 2 months. Stating company has rights to terminate any employee when ever they wanted and it is mentioned in the offer letter. I was asked to leave the country in a short span. How can an expat like me file a case against the organisation now?. I don’t stay in this country, i checked with the layers in my country and they are helpless.

When they hired they didn’t give me the pay I asked for, instead they proudly narrated about the job security in this well known German MNC which is known for logistics business. After joining, there was not much job for me and they were unable to move me into any other team too. Since I was under probation, they utilised the situation and played a well narrated drama. I want to file a complaint against this company. But not sure how much the labour court in this country will support a foreigner.

Regarding sick leaves, my employer prorated the medical leave I am allowed to take e.g. only 2 days if I have served 2 months. Is that legal?

My company is asking us to sign code of conduct but no training was provided to the staff to clarify the terms.

We have been given a deadline to sign. Can we indicate under our signature that no training was provided?

hello is the severance payment different if the worker is foreigner or citizen ?

Notice period, which to follow?

The offer letter indicated notice period is two (2) months, signed date on 27th August 2022. However in the company system showed one (1) month. The NEW system activated on 1st Dec 2022. May I know which to follow? Even until now the system still showed notice period is one (1) month.

The NEW system covered most of the stuff such as KPI, performance review, company info and employee files.

I ‘m in a situation where there was a merger between two countries, Malaysia and SIngapore where with this merger, they, the company of new structure only might require a single person to do the job and not two. They have made me report to the new head and I’m no more reporting to the GM directly. There was a message from the GM to me, to look for another job but this was done casually. They have plan to bring in another role that will compliment the current new person in-charge. That makes my position redundant and make me feel not so significant anymore. What is the advice, should I leave or wait for the company to discuss on my fate. Thanks.

Hi Marcus , does the contract staff hv to serve notice when resign.

I have been force to attend company party, or will be deduct salary. Is it company right to do this?

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

{{template.public_title}}

Try this template for free, choose this template.

  • Draft confidently with an automated questionnaire
  • Access to 100+ open source templates to run your business
  • Use the template in Avokaado for free

Description

200"> Read more

About author

Related templates.

  • {{ rt.public_title }}
  • Incorporation
  • Business Contracts
  • Visa & Work Permit
  • Employment Contract
  • Trademark Registration

Employment Termination Letter

This Employment Termination Letter helps you when faced with the difficult task of terminating someone. It provides important elements that help you avoid misunderstandings and disputes.

sample letter of employment malaysia

VIEW SAMPLE

Employment termination letter Malaysia

Ready to use legal template

Drafted by experienced lawyers

Compliant with Malaysian law

Drafted by lawyers

Home › Employees › Employment termination letter

Learn more about Employment Termination Letter in Malaysia

An employment termination letter in Malaysia is important as it serves as a formal document that outlines the reasons for termination, the notice or payment in lieu of notice, and any other legal requirements. Easily download our termination letter to ensure that your company provides a clear and consistent record of termination, which can help avoid disputes and ensure compliance with the law. With this letter written by our lawyers who follow the local jurisdiction, the employer will be protected in case of legal action taken by the employee or in case of accusations of discrimination and any other legal problem such as labor laws .

📄  Related documents

Table of contents, what are the legal requirements for an employment termination letter, how to terminate an employee's contract in malaysia, what are the causes for termination of employment, what are the rights of an employee who has been terminated, what are the consequences for terminating without following proper procedures, how does malaysia's labor law address termination, what are the procedures for appealing a termination of employment, how to avoid disputes over termination of employment in malaysia.

In Malaysia, there are several legal requirements that an employer must follow when drafting an employment termination letter. Firstly, the employer must have just and fair reasons for terminating the employee, such as misconduct or poor performance, and this must be clearly mentioned in the termination letter. To keep the employee informed of the situation, the employer may issue an employee warning letter . Secondly, the employer must provide the employee with notice of termination or payment in lieu of notice, according to the terms of the employment contract or the provisions of the Employment Act 1955 . This must also be stated in the termination letter. Thirdly, if the termination is due to retrenchment, the employer must comply with the guidelines set out in the Industrial Relations Act 1967 , which includes giving notice to the relevant authorities and the employee’s union, as well as providing severance pay and this should be mentioned in the termination letter. Fourthly, the employer must not discriminate against the employee on certain grounds such as pregnancy, trade union membership, race, religion and disability and must mention it in the termination letter. Finally, the employer should also provide the employee with any supporting documents that were used as evidence to terminate their contract.

ℹ️ In order to ensure that the employee does not share confidential information after the end of the employment contract, the employer can require the employee to sign a confidentiality agreement .

In Malaysia, there are several steps that an employer must follow when terminating an employee’s contract.

1. The employer must have just and fair reasons for terminating the employee, such as misconduct or poor performance. To keep the employee informed of the situation, the employer may issue an employee warning letter.

2. The employer must conduct a fair and reasonable investigation, and provide the employee with an opportunity to be heard before terminating the contract.

3. The employer must provide the employee with notice of termination or payment in lieu of notice, according to the terms of the employment contract or the provisions of the Employment Act 1955. If the termination is due to retrenchment, the employer must comply with the guidelines set out in the Industrial Relations Act 1967, which includes giving notice to the relevant authorities and the employee’s union, as well as providing severance pay. The employer must also not discriminate against the employee on certain grounds such as pregnancy, trade union membership, race, religion and disability.

4. Finally, it’s important to note that if an employer fails to comply with these legal requirements, the employee may be able to contest the termination and seek redress through the Industrial Court.

It’s important to note that if an employer fails to comply with these legal requirements, the employee may be able to contest the termination and seek redress through the Industrial Court.

In Malaysia, there are several causes for termination of employment. These include misconduct, poor performance, retrenchment, and the expiration of a fixed-term contract. Misconduct refers to actions that violate company policies or are illegal. Poor performance refers to an employee’s inability to meet the standards set out in their job description or performance agreement. Retrenchment refers to the termination of an employee’s contract due to the employer’s economic or financial difficulties. Finally, the expiration of a fixed-term contract refers to the end of an employment contract that has a specific end date. It’s important to note that employers must have just and fair reasons for terminating an employee, and must comply with the legal requirements set out in the Employment Act 1955 and the Industrial Relations Act 1967.

In the situation where the employee intends to leave the company, they can inform their employer by filling in our employee resignation letter . This will allow the employee to give an official notice of their resignation.

Employees who have been terminated have the right to contest the termination and seek redress through the Industrial Court if their employer has not followed proper procedures. They have a right to receive notice or payment in lieu of notice, and in case of retrenchment, they may be entitled to severance pay. Employees also have the right to access any evidence that was used against them during the investigation process and to be heard and given the opportunity to defend themselves. Additionally, employers are prohibited from discriminating against employees on certain grounds such as pregnancy, trade union membership, race, religion and disability and thus employees have the right to be protected against such discrimination. Finally, employees are also entitled to a fair and reasonable process throughout the termination process.

If an employer terminates an employee without following proper procedures, the employee may be able to contest the termination and seek redress through the Industrial Court. The employer may also be liable for damages or penalties. This can include financial compensation for lost wages, as well as any other losses suffered by the employee as a result of the termination. Additionally, if the employee is able to prove that the termination was discriminatory, the employer may also face penalties under anti-discrimination laws. Furthermore, an employer who terminates an employee without following proper procedures may also face reputational damage and potential legal action from the employees union. Additionally, if an employer is found to have violated any laws or regulations in connection with the termination, they may also be subject to fines or other penalties.

It’s important for employers to familiarize themselves with the legal requirements and to ensure compliance with them to avoid any legal disputes.

The Employment Act 1955 and the Industrial Relations Act 1967 set out the legal requirements for terminating an employee. The Employment Act 1955 stipulates that an employer can only terminate an employee for just and fair reasons, such as misconduct or poor performance, and must provide notice or payment in lieu of notice. The Act also requires employers to conduct a fair and reasonable investigation and provide the employee with an opportunity to be heard before terminating their employment. The Industrial Relations Act 1967 provides guidelines for retrenchment, which include giving notice to the relevant authorities and the employees union, as well as providing severance pay. The Act also prohibits employers from terminating an employee on the grounds of pregnancy, trade union membership, race, religion and disability. If an employee feels that their rights have been violated, they may seek redress through the Industrial Court.

An employee who wishes to appeal a termination of employment, using an employment termination letter, may do so by filing a complaint with the Industrial Court. The complaint must be filed within 60 days of the termination , and the employee should also provide a copy of the employment termination letter as evidence. The complaint should include evidence that the employer has not followed proper procedures, and any other relevant information related to the case. The employee should also provide any proof of discrimination, if applicable. The Industrial Court will conduct a hearing and review the evidence presented by both parties, including the employment termination letter, and may make a ruling on whether or not the termination was legal. If the court finds that the termination was not legal, the employee may be entitled to compensation, reinstatement or other remedies.

Disputes over termination of employment can be avoided by following proper procedures, using an employment termination letter and complying with the legal requirements set out in the Employment Act 1955 and the Industrial Relations Act 1967. Employers should ensure that they have just and fair reasons for terminating an employee, conduct a fair and reasonable investigation, provide the employee with notice or payment in lieu of notice and not discriminate against the employee on certain grounds. Using an employment termination letter will also provide clear and consistent documentation throughout the process and keep a clear record of the reason for termination. Employers should also establish and maintain good communication with the employees, to ensure that they understand the reasons and the process of termination. With this employment termination letter, the employer will ensure compliance with the law. Employers should also be open to resolving disputes through alternative dispute resolution methods such as mediation or arbitration.

Employment Termination Drafting

Lawyer Malaysia 5

Ask our labor experts to draw up your own tailor-made contract

Termination Letter Template (.docx)

Save on attorney fees

310 client reviews (4.8/5)  ⭐⭐⭐⭐⭐

Share information

Why Themis Partner ?

Make documents for hundreds of purposes.

Hundreds of documents

Instant access to our entire library of documents for Malaysia.

24/7 legal support

Free legal advice from our network of qualified lawyers.

Easily customized

Editable Word documents, unlimited revisions and copies.

Legal and Reliable

Documents written by lawyers that you can use with confidence.

Termination of Employment & Dismissal in Malaysia

Find out the requirements for lawful termination of employees under the employment act and industrial relations act..

Disclaimer: The information in this article is current as at 12th April 2023, and has been prepared by Employment Hero Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (Employment Hero). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional employment or legal advice. Any reference to government policies, regulations, or guidance is for informational purposes only and should not be considered official government advice. The information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. Employment Hero does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article.

In any case of termination or dismissal, we strongly advise consulting an employment lawyer to get personalised advice to your specific situation.

Note: The Employment Act is not applicable to Sabah and Sarawak, as they have their own Labour Ordinances respectively: Sabah Labour Ordinance and Sarawak Labour Ordinance .

Termination of employment

A lawful dismissal requires valid and substantive justifications, as well as a fair procedure.

Per Section 20(1) of the Industrial Relations Act 1967, employees who are of the view they have been dismissed without ‘just cause or excuse’ may file a complaint with the Department of Industrial Relations to be reinstated to their former employment.

Whilst ‘just cause or excuse’ is not defined by the statute, in general, the most common reasons for termination of employment include:

  • Misconduct;
  • Retrenchment;
  • Poor performance;
  • Retirement;
  • Expiry of a fixed-term contract;
  • Resignation;
  • Mutual agreement; and
  • Closure of a business.

Employees must be given due notice of termination, as well as the justification for it. Both parties must follow the terms and conditions for termination as stated in the contract of service, with regards to notice periods and compensation (unless termination is attributable to certain events, then statutory notice below must be followed).

If the notice period is not stated in the contract of service, or termination is attributable to certain events such as redundancy or closure of business, employers should abide by the statutory provision in Sections 12(2) and 12(3) of the Employment Act (EA). The notice period should not be less than:

  • 4 weeks’ notice if the employee has been employed for less than two years;
  • 6 weeks’ notice if the employee has been employed for two years or more but less than five years; and
  • 8 weeks’ notice if the employee has been employed for five years or more.

Alternatively, either party can make payment in lieu of the notice period.

Termination due to employee misconduct

If the termination of an employee’s contract is due to misconduct, employers must conduct due inquiry before taking any disciplinary action, as per Section 14 of the EA.

There is no fixed procedure you need to follow for an inquiry, but as a general guide:

  • The employee should be told of their alleged misconduct;
  • The employee should have the opportunity to present and explain their case; and
  • The person investigating the allegations and/or hearing the inquiry should not be in a position which may suggest bias.

In accordance with the EA, employers may suspend the employee from work for a maximum of 2 weeks to carry out the inquiry. Employers are also required to pay the employee at least half their salary during their suspension period.

If no misconduct is found, employers are required to restore the full salary (that was withheld during the suspension period) to the employee.

However, if the inquiry establishes misconduct, employers can either:

  • Downgrade the employee;
  • Dismiss the employee without notice; or
  • Impose any other lesser punishment as deemed just and fit, and if a punishment of suspension without wages is imposed, it shall not exceed a period of two weeks .

Conflict Management Whitepaper

Termination due to poor performance

In the case of an employee’s poor performance, employers bear the burden of proof to show that they have given the employee time and opportunity to improve, before resorting to termination as a final option.

There are several conditions that need to be fulfilled by the company before firing an employee, as shown in the case of IE Project Sdn Bhd v Tan Lee Seng [1987]:

  • The employee must be given sufficient notice or warning about his/her poor performance;
  • The employee must be given reasonable opportunity and time to improve his/her work performance; and
  • Despite sufficient notice and opportunity to improve, the employee failed to improve his/her work performance.

Termination of employment for foreign employees

Effective from 1 January 2023, Malaysian employers must notify the Director General of Labour (DGL) upon termination of a foreign nationals’ employment. 

If the service of a foreign employee is terminated:

  • By the employer;
  • By the foreign employee;
  • Upon the expiry of the employment pass issued by the Immigration Department of Malaysia to the foreign employee; or
  • By the repatriation or deportation of the foreign employee,

Employers will need to inform the Director General no more than 30 days after .

Prohibition on termination of locals for foreign employees

In order to safeguard the employment of local employees, employers in Malaysia are prohibited from terminating a local employee in order to employ a foreign employee, as per Section 60M of the Employment Act . 

In the event of retrenchment or redundancy, employers are also prohibited from terminating the employment of a local employee, unless they have first terminated the services of all foreign employees employed by them in a capacity similar to that of the local employee.

Sivakumar, Minister of Human Resources in Malaysia , confirmed that companies found to commit such an offence could face fines of up to RM50,000 for each offence. The Ministry of Human Resources will also cancel the approval of foreign worker quota for that company.

Wrongful dismissal

In unfair dismissal cases, with the exception of constructive dismissals or forced resignations, the burden of proof lies with the employer to show that they have a justifiable reason for dismissing the employee, and that the dismissal process was carried out fairly.

Employees who believe that they were fired without reason or justification can file a written representation with the Department of Industrial Relations (IRD) within 60 days of their dismissal.

The department will appoint an officer to act as a mediator, and arrange a meeting with both the employer and employee to reach a settlement. If a settlement cannot be made, the matter is then escalated to the Industrial Court.

The Industrial Court will then determine through trial if the dismissal was truly made without just cause or excuse, and grant remedies as it sees fit.

Examples of remedies awarded to employees include reinstatement, or compensation in lieu of reinstatement or the back payment of wages from the date of dismissal up to the date of the award with a maximum of 2 years of the employee’s last drawn salary.

Retrenchment or redundancy

Employers carrying out a retrenchment exercise must lodge a notification with the nearest Department of Labour, submitting the ‘Borang PK’ form at least 30 days before the termination of employment.

If challenged, employers must be able to prove that the retrenchment exercise was carried out due to justifiable reasons.

It is not mandatory, but employers are encouraged to abide by the ‘Code of Conduct for Industrial Harmony’ when implementing a retrenchment exercise. Clause 22(a) of the Code provides the following measures to be taken by the employer:

  • To give as early a warning as practicable to the workers concerned;
  • To introduce schemes for voluntary retrenchment and retirement, and for payment of redundancy and retirement benefits;
  • To retire workers who are beyond their normal retiring age;
  • To cooperate with the Ministry of Labour and Manpower to help the workers find work outside the undertaking;
  • To spread termination of employment over a longer period; and
  • To ensure that no such announcement is made before the workers and their representatives or trade unions have been informed.

Clause 22(b) of the Code also outlines that employers should select employees to be retrenched in accordance with objective criteria, worked out in advance with employees’ representatives or trade unions, such as:

  • The need for the efficient operation of the establishment or undertaking;
  • Ability, experience, skill and occupational qualifications of individual workers required by the establishment or undertaking under part (I);
  • Consideration for length of service and status (non-citizens, casual, temporary, permanent);
  • Family situation; and
  • Other criteria which may be formulated in the context of national policies.

Employers should also use the ‘last-in first-out’ (LIFO) principle, which means an employee who joined a particular position in the company later should be made redundant before an employee who has been in that position for many years.

Retrenched employees have the right to submit a claim to the Industrial Court, should they feel that their termination of service was unfair, and without just cause or excuse.

If the issue of retrenchment is referred to the Industrial Court, it will generally look at the following issues:

  • Whether the retrenchment was justified, by looking at the circumstances of the case;
  • Whether the employer is in a position to give true grounds for the retrenchment;
  • Whether the retrenchment is made bona fide; and
  • Whether the employer complied with accepted standards and procedure when selecting and retrenching employees.

Termination and layoff benefits

Employees who have been lawfully terminated, or unfairly dismissed, are entitled to payments outlined in the Employment (Termination and Lay-off Benefits) Regulations 1980 , depending on their tenure of employment.

The amount of statutory termination or lay-off benefits payment to which an eligible employee is entitled in any case shall not be less than:

  • 10 days’ wages for every year of employment under a continuous contract of service with the employer, if he has been employed by that employer for a period of less than two years; or
  • 15 days’ wages for every year of employment under a continuous contract of service with the employer, if he has been employed by that employer for two years or more but less than five years; or
  • 20 days’ wages for every year of employment under a continuous contract of service with the employer if he has been employed by that employer for five years or more; and
  • Pro-rated in respect of an incomplete year, calculated to the nearest month.

Any termination or lay-off benefits payment payable under these regulations shall be paid by the employer to the employee, not later than seven days after the relevant date.

Employers also need to provide employees with a written statement, stating the total amount of their termination or lay-off benefits payment, and the manner in which the payment has been calculated.

For more information about HR compliance, check out our complete guide.

The essential guide to HR compliance.

Relevant legislation

  • Employment Act (Updated copy as at 1 Jan 2023)
  • Employment (Amendment) Act 2022
  • Industrial Relations Act 1967
  • Employment (Termination and Lay-off Benefits) Regulations 1980
  • Code of Conduct for Industrial Harmony

sample letter of employment malaysia

  • HR & Benefits
  • Global Teams
  • Employee Management
  • Automated Payroll
  • Employee Engagement
  • Performance Management
  • Learning Management
  • HR Reporting
  • Offboarding
  • Blog Articles
  • Guides and Playbooks
  • Case Studies
  • Payroll Guide
  • Remote First Workplace Playbook
  • Guide to Company Culture
  • Diversity and Inclusion Handbook
  • Available Positions

Explore by industry

Request a demo, let's connect.

404 Not found

Guide to Writing Resignation Letters in Malaysia 2023 with Sample Letters & Tips

By amirah tan.

How to Write A Resignation Letter

They say all good things must come to an end and in the case of your career, change is always good as it is inevitable ! Writing a resignation letter is a crucial first step in saying goodbye to your current job.

Within this guide, we have meticulously curated a comprehensive resource that offers not only samples of resignation letters in Malaysia but also invaluable insights and tips. These resources are designed to facilitate your journey as you embark on this significant chapter of your career, allowing you to navigate it with confidence and grace, ensuring a smooth and professional departure.

Table of Contents

Before you write

Before embarking on the task of crafting your resignation letter, there are essential steps every Malaysian employee should consider.

Evaluate your decision

It is vital that you evaluate your choice thoroughly. Ensure that resigning aligns with your goals, so your letter accurately reflects your reasons for leaving.

Consult your employee handbook

Companies often have unique policies, and resignation guidelines. You should go through your company handbook to ensure that your resignation letter complies with specific requirements as needed by your organization.

Timing considerations

The timing of your resignation holds significant importance as it can influence your transition and professional relationships. Consider personal circumstances and professional obligations when deciding the most suitable timing for your resignation.  

Types of resignation letters

Types of resignation letters

1. Simple sample of resignation letter Malaysia

Dear [Your Manager’s Name],

Please accept this letter as notification that I am leaving my position as [insert your position here at your company name] on [insert date here], [insert duration of notice] from today.

This decision was not easy, and I want to express my gratitude for the valuable experiences and opportunities I’ve had during my time at this company.

It has been a pleasure working with you and the talented team here.

[insert signature here]

[Your Name]

A simple resignation letter sample Malaysia looks just like the above and is a straightforward way to tender your resignation. It’s concise, clearly articulating your intent to resign and specifying your last working day. It benefits both you and your employer by maintaining a professional tone and leaving a positive impression.

These simple resignation letters are crucial for those individuals seeking a sample of resignation letter in Malaysia for a 1 month notice period.

By adhering to this uncomplicated format, you can confidently navigate the process of resigning from your position, allowing you to move forward while preserving positive professional relationships.  

2. Formal resignation letter sample Malaysia

[Your address]

[Date]

[Your Manager’s Name]

[insert manager’s title here]

[Your Company Name]

[Your company address]

I am writing to formally resign from my position as [insert your position here at your company name]. My last working day will be [insert date here], providing the [insert duration of notice] notice period as stipulated in my employment contract.

This decision has not been made lightly, and I want to express my sincere gratitude for the opportunities and experiences I have gained during my time at General Electrics.

I believe this step aligns with my personal and professional goals, and it is time for me to explore new avenues and challenges in my career.

I appreciate your understanding and support in this matter. Please let me know if there are any specific tasks or responsibilities you would like me to address during the notice period to ensure a smooth transition.I look forward to maintaining a positive relationship with the company and its team members in the future.

Best regards,

A formal resignation letter adds an extra layer of professionalism when compared to a simple letter. It includes your contact information, address, and the recipient’s details. This type of letter is highly structured and often follows a specific format.

They often provide a written record of your resignation, which can be valuable if any disputes or misunderstandings arise in the future.

It serves as a reference point for both you and your employer. Such a letter demonstrates respect and can be advantageous when you need a reference in the future.  

3. Sample resignation letter Malaysia with reason for leaving

I am writing to formally resign from my position as [insert your position here at your company name] effective [insert date here]. This decision comes with a heavy heart as I have truly valued my time at this company.

The reason for my resignation is primarily to care for my ailing child. His health condition requires my full attention and support at this crucial time. Family has always been a priority for me, and I believe it’s essential to be there for my child during this challenging period.

I want to express my gratitude for the opportunities and experiences I’ve had. My role as [insert your position here] has been both professionally rewarding and personally fulfilling. I have learned valuable skills and have had the privilege of working with a fantastic team.

I am committed to ensuring a smooth transition and I hope to maintain a positive connection with Kawan Food in the future. I wish the company continued success, and I thank you for your understanding during this time.

Including reasons for leaving in your resignation letter can provide closure as it helps your employer understand your decision better.

A well crafted letter can assist in granting your employer an insight into the decision-making process, fostering a more profound understanding of your choice. It removes ambiguity and ensures that your intentions are clear. This can be particularly important when your departure might impact ongoing projects or team dynamics.

A resignation letter that includes the rationale behind your decision has the potential to foster goodwill, especially if your reasons are related to personal growth or a difficult circumstance.

It showcases your professionalism and integrity, offering a positive note upon which to conclude your tenure with the organization.

Such a gesture not only maintains your reputation but also solidifies the possibility of retaining valuable connections and references for future career endeavors.  

4. Short-notice resignation letter sample Malaysia

[Your Role]

I am submitting my formal resignation effective [insert date here from my position as [insert your position here at your company name]. I am resigning with short notice due to unforeseen personal circumstances, and I hope you accept my apologies for supplying this letter on short notice.

I would like to express my deep gratitude for the opportunities and experiences that the company has provided me during my 8 years of service. It has been a privilege to work with such a dedicated and talented team.

I appreciate your understanding of the urgency of my departure, and I am committed to helping make this transition as smooth as possible over the next 2 weeks.

[Your role]

Sometimes, unforeseen circumstances require a short-notice resignation. This type of letter is submitted with minimal time, usually for situations that require anything less than two weeks’ notice before your intended departure.

It’s essential to maintain professionalism and apologize for the inconvenience caused by your abrupt departure.Employing a concise and well-structured short-notice letter format is advisable for maintaining a respectful and efficient exit strategy.

Look at our sample resignation letter Malaysia above for guidance on crafting an effective short-notice resignation letter.  

Essential components of a resignation letter

Essential components of a resignation letter

1. Address and date

Always start your resignation letter with a formal tone by stating your name, current address, and the date. Include your manager’s details and the company’s address for a complete formal header. If you need to see a formal sample of resignation letters in Malaysia for guidance, scroll up to the types of resignation letter section where we have provided a few samples for you to utilize.

2. Opening and statement of resignation

Begin your letter with a courteous greeting, followed by a clear, concise statement of your intent to resign. Specify your job title in the company here should you work for a very large organization. You can also add the company’s name.

3. Reasons for leaving

Provide a brief, professional explanation for your departure. Maintain a positive tone, focusing on the new opportunities or personal growth driving your decision. If your reasons for leaving are due to a change within your personal life or any unforeseen circumstance, you may choose to clarify your situation or not in the letter. Most professionals choose to discuss these details over a meeting.

4. Notice period

Including the notice period in your resignation letter is not just a formality rather it is a critical element that ensures a professional and seamless transition. It allows both you and your employer to plan effectively and minimize any disruptions that might arise from your resignation. Clearly outline your notice period in your resignation letter, ensuring it aligns with the terms of your employment contract. This also demonstrates respect for company rules and policies.

5. Additional information

In your resignation letter you can include additional information such as expressing your willingness to aid in the transition process, acknowledging the growth, experiences, and relationships you’ve gained during your tenure and many more. Including additional information in your resignation letter, is about more than just formality; it’s about fostering positive relationships and leaving a lasting impression that benefits your career in the long run.

6. Closing and signature

The closing and signature of your resignation letter are the finishing touches that wrap up your communication with professionalism and grace. Use a polite closure at the closing of your letter with phrases like ‘Sincerely,’ or ‘Best regards’. Look at the sample of resignation letters in Malaysia above that can give you some guidance. Avoid casual or overly familiar closings in a resignation letter, as it’s still a formal business document. Your signature also serves as confirmation that the letter is authentic and genuinely from you. If you are sending a hard copy, use a pen to sign above your typed name. In the case of an email resignation letter, you can use a scanned or digital signature if your employer requires it. Consider including your contact details for future correspondence. Provide your phone number and a professional email address where you can be reached. This ensures that your employer can contact you if they need further information or clarification during the notice period or afterward.  

Language and tone

When writing any material, particularly something important like a resignation letter, the choice of language and tone holds significant weight. It’s the conduit through which you convey your message respectfully and professionally. This section illuminates the kind of language and tone you should use when writing your resignation letter.

1. Professionalism and courtesy

Maintain a tone of professionalism and courtesy throughout your resignation letter. Use respectful language and address your superiors formally. Express gratitude for the opportunities while remaining formal.

2. Clarity and brevity

Keep your letter concise and to the point. Clearly state your intent to resign and your reasons. Avoid ambiguity while using simple, direct language to ensure your message is easily understood.

3. What to avoid

Should your departure happen due to a negative experience at work, refrain from negative language, blame, or emotional expressions. Avoid detailing personal problems or workplace grievances. Keep it positive and professional in the letter while keeping other details for a more formal face-to-face conversation.  

After submitting your letter

The moment you submit your resignation letter marks the beginning of a crucial phase in your career transition. As a professional, what follows after can significantly shape your relationship at work and prospects for the future. In this section, we’ll guide you through the three crucial steps for you to take after submitting your resignation letter.

1. Handover Process

Collaborate with your manager and colleagues within your department to ensure a smooth handover of your responsibilities. Prepare documentation, delegate tasks, and provide training if needed. A well-executed handover reflects positively on your professionalism. During this time, keep an open communication line reinforcing your reputation and allowing your colleagues to feel confident in their new roles.

2. Exit Interview

An exit interview is a vital part of the resignation process, offering you a platform to reflect on your tenure, provide valuable feedback, and leave a lasting impression. It’s essential to approach this conversation with a combination of tact and honesty. We urge that you stay concise yet honest, focusing on constructive reasons rather than dwelling on any negative aspects during your exit interview. Remember, your feedback can contribute to the company’s ongoing efforts to improve the workplace for current and future employees.

3. Keeping Connections Open

Though leaving your current workplace means physically not being there, there are ways to maintain and even strengthen the professional connections you’ve cultivated during your tenure. Connecting with your colleagues and superiors on LinkedIn is a fantastic way to stay in touch. It demonstrates your sincerity and helps to keep the lines of communication open. A simple, heartfelt thank-you note or message expressing your appreciation to your employer is equally important. By staying connected with colleagues and superiors, you’re effectively expanding your professional network which can be invaluable for career growth.  

Frequently Asked Questions

Can i resign immediately in malaysia.

In Malaysia, you typically cannot resign immediately unless it’s explicitly mentioned in your employment contract. Most employment contracts require employees to provide notice, which is between one to three months, and to stay on to serve the notice period. In the event that you need to leave immediately, we suggest that you review your contract and try to negotiate with your employer for a smoother transition.

Can I Resign via Email?

Yes, you actually can resign via email in Malaysia! Email resignations are legally accepted although a formally printed letter is often customary for documentation purposes. Ensure your resignation email is professional, includes all necessary details, and send a soft copy of your resignation letter. Also, confirm receipt with your employer to avoid any miscommunication. Remember, it’s essential to maintain professionalism in all your interactions.

How to Handle Counteroffers?

sample letter of employment malaysia

Amirah Tan, blending computer science expertise with a grasp of social dynamics, offers unique insights into Malaysia's software-society interface. Her...

Related Post

8 Best Bowling Alleys in Kuala Lumpur

8 Best Bowling Alleys in Kuala...

10 Best Hottest Nightclubs in Kuala Lumpur You Can’t-Miss

10 Best Hottest Nightclubs in Kuala...

10 Best Karaoke Places in Kuala Lumpur

10 Best Karaoke Places in Kuala...

Top 10 Best Baby Car Seats in Malaysia: Keeping Your Little One Safe and Secure

Top 10 Best Baby Car Seats...

IMAGES

  1. sample letter of employment malaysia

    sample letter of employment malaysia

  2. sample letter of employment malaysia

    sample letter of employment malaysia

  3. sample letter of employment malaysia

    sample letter of employment malaysia

  4. Confirmation Letter Of Employment Malaysia : Employment Verification

    sample letter of employment malaysia

  5. Employment Confirmation Letter Malaysia

    sample letter of employment malaysia

  6. Employment Confirmation Letter Malaysia

    sample letter of employment malaysia

VIDEO

  1. Key employment terms (KETs) (Malay)

  2. Introduction to Job Coach and Supported Employment Malaysia Long Version

COMMENTS

  1. Employment Letter Sample Malaysia: A Comprehensive Guide

    August 13, 2023 by Albert Roby If you're a job seeker in Malaysia, you've probably come across the term "employment letter" at some point. A job offer letter, also known as an employment letter, is a formal document that outlines the terms and conditions of an offer of employment.

  2. Sample Employment Letter Malaysia

    Sample Employment Letter Malaysia - Free download as Word Doc (.doc / .docx), PDF File (.pdf), Text File (.txt) or read online for free. Sample employment letter for employers in Malaysia

  3. HR Form and Letter Templates

    Employment Contract Letter Template Download PDF Open Google Doc Exit Interview Form Template Download PDF Open Google Doc Extension of Probation Letter Template Download PDF Open Google Doc Job Application Form Template Download PDF Open Google Doc Performance Appraisal Template Download PDF Open Google Doc Salary Increment Letter Template

  4. Job Offer Letter Sample & Template + Tips

    Job Offer Letter Sample & Template + Tips | Complete Guideline 2021 in Malaysia [company name] [(company number] [address 1] [address 2] [address 3] Tel: [tell number] Fax: [fax number] [date] [month] 2021 Confidential LETTER OF APPOINTMENT Dear [name of the candidate] Address: [address of the candidate] Ic No: [IC number of the candidate]

  5. Employment Offer Letter in Malaysia

    Employment Offer Letter in Malaysia | Download Template (.doc) Employment Offer Letter This Employment Offer Letter is used to show your interest in a potential employee and describe job details and compensation to receive. DOWNLOAD Word Document (.docx) VIEW SAMPLE Ready to use legal template Work on without any hassle Compliant with Malaysian law

  6. Employment Offer Letter & Email Template [Free Download]

    Employment Offer Letter & Email Template [Free Download] Download It's one of the best parts of any hiring or HR manager's job. After a long recruitment process, you're finally ready to make someone's day and officially offer them a position with your business. Hooray!

  7. Writing job offer letters: The ultimate guide for HR

    Name Address Dear Mr. / Mrs. / Miss [Name of candidate], Congratulate/compliment the candidate: On behalf of [company name], I am delighted to offer you the position of [position title]. We have been impressed with your work experience and skills as demonstrated by you during the course of your interview.

  8. Employment Confirmation Letter Sample Malaysia: Guidelines and Template

    Here is the best structure to follow when writing an employment confirmation letter sample Malaysia. Heading Section: The first section of your employment confirmation letter should have a proper heading that includes the company's name, address, and contact information. The current date and the employee's name and address should also be ...

  9. Cover Letter Examples and Samples in Malaysia

    Malaysia's Premier Source for Cover Letter Excellence Elevate your job search in Malaysia with our exclusive collection of 700+ expert-crafted cover letter examples. Each cover letter has been meticulously reviewed and tailored to meet the unique demands of the Malaysian job market.

  10. The Ultimate Guide to Writing a Job Offer Letter

    Sending a job offer letter is one of the most fulfilling parts of the recruitment process. It concludes your search for the talent that fits the job role best and invites the successful candidate to be part of the company. The potential employee will then review the job offer letter. Then, if they agree to all the terms in it, they will say yes ...

  11. PDF Essential Hr Templates & Sample Letters for Malaysian Employers

    Running a business in Malaysia involves more than meets the eye: managing employees on a ... comprehensive range of sample memos, letters, and templates. These will be adaptable to ... EMPLOYEE DISMISSAL FORM (SAMPLE) I regret to inform you that your employment with [Company Name] will be terminated effective [termination date]. ...

  12. Essential HR Templates & Sample Letters for Malaysian Employers: Part 2

    Download the Essential HR Templates & Sample Letters Part 2. Why you should download the. Essential HR Templates & Sample Letters for Malaysian Employers. Documentation is essential for things such as hiring new employees, salary increases, appraisals, and even internships. Without these documents, companies risk spending more resources on ...

  13. Employment Verification Letter Sample Malaysia: A Comprehensive Guide

    Dear Sir/Madam, We are writing this letter to confirm the employment of Ms. Jane Smith, who has been working with our company, XYZ Sdn Bhd, as a Human Resource Executive since July 2019. Ms. Smith's responsibilities include managing our employees' payroll and benefits, recruitment, and performance management.

  14. Guide to Malaysian Employment Law

    The Employment Act requires that a contract of service be in writing where the contract is for a specified period of time exceeding one month or for the performance of a specified piece of work, where the time reasonably required for the completion of the work exceeds or may exceed one month.

  15. Sample of Termination Letter

    Dec 07, 2022 at 3:56 PM In Malaysia, the Labour Interactions Act (IRA) 1967 and the Employment Act 1955 control employer-employee relations. Many consider the Malaysian method for terminating an employee to be excessively pro-employee. Even some overseas enterprises fear a system viewed as detrimental to employers regarding employment termination.

  16. Letter of Appointment with Salary, EPF & SOCSO

    Letter of Appointment for the employee with Salary and statutory contributions (EPF, SOCSO and Employee Insurance Scheme) About author. Khaw Veon Szu is known as a trusted and innovative start-up, business and Intellectual property lawyer in Malaysia. He graduated from the Law Faculty of the University of Malaya, the premie Read more

  17. Employment Contract in Malaysia

    An Employment Contract defines the tasks and responsibilities of your employees in exchange for a salary. The employment contract also protects both parties in the event of a dispute between employees and their employers. This employment agreement template can be used as a standard employment contract for both fixed-term and permanent employment.This Employment Contract created by lawyers ...

  18. How To Write a Letter of Employment (With Samples and Tips)

    Use a business letter format to write the letter of employment. Start by listing your company's contact information, including its name and address. Then include the date you're writing the letter and the recipient's contact information. If you know the recipient's name, address the letter to them in your greeting.

  19. Employment Confirmation Letter Template

    An employment confirmation letter, also known as an employment verification letter, is a document provided by an employer to confirm an individual's employment status and details. It serves as an official record to verify that an individual is or has been employed by a particular company or organisation. The letter typically includes ...

  20. Employment Termination Letter in Malaysia

    1. The employer must have just and fair reasons for terminating the employee, such as misconduct or poor performance. To keep the employee informed of the situation, the employer may issue an employee warning letter. 2.

  21. Termination of Employment & Dismissal in Malaysia

    Find out the requirements for lawful termination of employees under the Employment Act and Industrial Relations Act. Closure of a business. 4 weeks' notice if the employee has been employed for less than two years; 6 weeks' notice if the employee has been employed for two years or more but less than five years; and.

  22. Appointment Letter Format 2023

    AN Employment Quotes Letter exists a letter containing all aforementioned terms and conditions on employment. Task offer letter is a formal composited document submit by ampere company to adenine selected job candidate for work. Who letter affirms the details of the offer of Employment: dieser may enclosing who job description, expected set of ...

  23. 4 Samples of Resignation Letter to Use [2023 Update]

    Types of resignation letters. 1. Simple sample of resignation letter Malaysia. Dear [Your Manager's Name], Please accept this letter as notification that I am leaving my position as [insert your position here at your company name] on [insert date here], [insert duration of notice] from today.