This case demonstrates that employers must provide fair reasons before terminating an employee. A dismissal cannot be justified by vague claims of poor performance when the employee is actively achieving the goals set out for them. The Industrial Court’s role is to protect workers against arbitrary termination and ensure the upholding of contractual rights, even in demanding industries like professional sports.
The Forum on the Future of Work 2025 (‘the Forum’) was hosted by Richard Wee Chambers in collaboration with E2 Workforce Consulting Sdn Bhd. The Forum was held at Asian International Arbitration Centre (‘AIAC’), on 11 June 2025, from 9am to 12pm.
Richard Wee Chambers (‘RWC’) and E2 Workforce Consulting Sdn Bhd (‘E2 Workforce Consulting’) entered into a Memorandum of Understanding (MoU), marking the beginning of a strategic partnership. This collaboration brings together Richard Wee Chambers’ expertise in legal matters with E2 Workforce Consulting strengths in workforce development, enabling both parties to offer comprehensive solutions that address the evolving needs of businesses and employees.
To download the full newsletter, click here. Published on 10 June 2025
In line with this, employment contracts, whether full-time, part-time, fixed-term, or short-term, and whether involving local or foreign employees, fall within the scope of this provision and are therefore subject to a flat stamp duty of RM10 per contract. An exception applies where the monthly wage of the employment does not exceed RM300, in which, the contract is not required to be stamped. For contracts that are chargeable, they must be stamped within 30 days from the date of execution in order to avoid the imposition of penalties under the Act.
This article explores the legal position, recent enforcement developments by the Inland Revenue Board of Malaysia (Lembaga Hasil Dalam Negeri) (‘LHDN’) and the consequences of non-compliance for employers.
Employees gain confidence and trust knowing there is a secure and structured process to report issues, whether related to workplace grievances or serious concerns such as conflicts of interest, embezzlement or corruption. Typically, grievances are directed to the Human Resources Department, while whistle-blowing reports are escalated to an independent director or a designated committee, which may comprise the Chief People Officer and Chief Compliance Officer in order to ensure impartiality and ethical oversight. These channels may include dedicated email addresses, online platforms and/or apps that allow for effective tracking and monitoring of all reports.
The Tribunal for Anti-Sexual Harassment (‘TAGS’) was established under Malaysia’s Anti-Sexual Harassment Act 2022 (Act 840) (‘the Act’) as an accessible, and cost-effective alternative to civil courts for victims seeking redress for sexual harassment.
Written by Richard Wee, Fatin Ismail and Tai Sher Lynn Can my employer stop me from entering into a contract with a competitor company due to a contractual clause? More often than not in contracts…
In Malaysia, the population of gig workers almost doubles the global average at 26% of the labour force. Their work can often be directed as non-traditional, short-term and self-employed. Gig worker’s unique work arrangement often gives them the leverage of flexibility and choice of work.
Reported by Wong Zi Ying & Tai Sher Lynn On the 16th November of 2023, Mr Richard Wee of Richard Wee Chambers was graciously invited to speak as a panellist for the Sports Forum 2.0:…
Written by Richard Wee and Fatin Ismail The Sexual Harassment Act 2022 (“the Act“) has recently received Royal Assent on 8 October 2022 and has been published on 18 October. Sections 1, 2, 24, 25, and…
