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SALARY PAYMENT IN Malaysian Ringgit (MYR, RM)
CONTRACT LANGUAGES Malay / English
PAYROLL TAX 13.22%
PAYROLL CYCLE Monthly
TIME TO HIRE 24 hours
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180+ countries
Malaysia is an economic powerhouse of Southeast Asia, and is ranked one of the easiest countries in the world for doing business. With a highly educated populace and close trade relationships with both other Asia-Pacific nations and Europe, Malaysia is a prime destination for international expansion and hiring.
While the Malaysian system of commercial and labor law is closely related to English common law and relatively business-friendly, it is worth seeking the advice of a global partner to ensure full compliance with all local laws.
Population 33,871,400 (16.6M labor force) | Capital City Kuala Lumpur | Languages Spoken Malay (67th most spoken globally), English (1st) Cantonese (23rd) |
Currency Malaysian Ringgit (MYR) | GDP per capita $11,371 | Ease of Doing Business 12th in the world |
Minimum Wage MYR 1,500/month | Average Wage MYR 6,000/month | Paid Leave 8 days |
The Malaysian economy has recovered strongly from the economic shock of the Covid-19 pandemic. The lifting of restrictions on movement in June of 2021 began the economic uptick, with GDP growing by 3.1% in 2021. Following two successive quarters of economic growth in the first half of 2022, both the Central Bank of Malaysia and the World Bank revised their growth forecasts. The World Bank’s headline GDP forecast for 2022 revised upward from 5.5% to 6.4%.
Malaysia’s labor laws are primarily covered under the Employment Act (1955), which sets out the minimum terms of employment for individuals. The minimum terms of employment cover aspects including; wage rates, hours of work and various forms of leave such as annual and maternity leave. Other notable pieces of legislation relating to employment law include; the Employees’ Social Security Act (1969), the Employees Provident Fund Act (1991), and the Employment Insurance System Act (2017).
Although the Employment Act establishes certain minimum terms, employment relationships are primarily governed by employment contracts. Trade unions exist in Malaysia and negotiate collective agreements on behalf of employees working for large enterprises in ‘dominant’ industries, such as manufacturing, organized agriculture and professional services.
Malaysia’s diverse population comprises Malaysian, Chinese, and Indian among other nationalities and the country follows Muslim traditions that extend to the workplace. As with other Asian countries, workplaces in Malaysia tend to follow strict hierarchies based on age and role. For example, in business meetings, it’s customary for higher-ranking attendees to introduce themselves first and take their seats before others.
Negotiations and decision-making may take longer than you are used to. Malaysians prefer to avoid instances where one party may be seen to lose face over outright rejections of proposals or disagreements in opinions. As well as patience, an ability to be subtle and ask open-ended questions is useful in business settings.
When hiring employees in Malaysia, it’s crucial you stay in compliance with various aspects of Malaysian employment law. Various processes require advanced planning and in-country know-how, for example, it’s compulsory that employers register all new employees with Malaysia’s state pension scheme, the Employee Provident Fund (EPF), within the first week of their employment.
By partnering with Horizons as your Malaysia PEO you gain access to our in-house recruitment team. As experts in Malaysian employment law, we ensure compliance at every phase of your hiring project, from the sourcing, recruiting, and onboarding of new employees in Malaysia to the subsequent handling of HR and payroll functions.
There are a number of recruitment trends emerging in Malaysia. The events of 2020, particularly the restrictions on movement, led to some Malaysian employers implementing entirely digital recruitment processes and including remote work clauses in employment contracts.
The following job portals are the most popular methods of sourcing and qualifying talent in Malaysia.
Of its 6.7 million users in Malaysia, 65% are between the ages of 25 and 34 years of age. LinkedIn’s user demographics are relevant, particularly as younger Malaysian job seekers become more selective about the employers they choose to work with. In this regard, LinkedIn serves as a powerful tool for employer branding.
Although in-person interviews are the preferred method for assessing job candidates in Malaysia, virtual or online interviews are increasingly popular. The most common format for job interviews is a one-on-one interview but panel interviews are used, particularly when hiring for more senior roles.
The short answer is yes. From a legal standpoint, there is currently no legislation that bans employers from asking candidates about their salary history.
It should be noted, however, that there is an ongoing debate in Malaysia around the ethicality of asking candidates about their salary history or requesting previous pay slips.
Skilled recruiters and human resource professionals in Malaysia tend to be aware of the current market standards for a particular role. In Malaysia, the typical salary increase usually falls within a range of 10 to 30% increase on the previous salary.
The onboarding process is the chance to assimilate new employees and set them up for success in their roles. Aside from ensuring new employees start building their understanding of company policy and get the chance to introduce themselves to relevant colleagues, Malaysian employment law sets out some mandatory tasks that must be completed as part of the onboarding process.
For example, within the new employee’s first week, employers must register the details of new employees with mandatory social insurance programs. Malaysia has various social insurance programs that employers are required to contribute to, including:
Increasingly, Malaysian employment contracts include remote working or work-from-home clauses. A 2021 survey conducted by EY found that 9 out of 10 Malaysian employees want increased flexibility in where they work.
There has been considerable growth in the use of remote working tools such as videoconferencing and work management platforms that facilitate collaborative working.
The Employment Act (1955) makes various forms of leave minimum entitlements for employees in Malaysia.
Annual leave is calculated on a pro-rata basis. Employees with…
On top of paid annual leave, the Employment Act also entitles Malaysian employees to take 11 public holidays per year. Malaysia celebrates public holidays at both a state and national level.
5 public holidays are celebrated nationwide by all employers.
Date | Holiday name |
---|---|
22 Jan, 2023 | Lunar New Year’s Day |
23 Jan, 2023 | Second Day of Lunar New Year |
22 Apr, 2023 | Hari Raya Puasa (Tentative Date) |
23 Apr, 2023 | Hari Raya Puasa Day 2 (Tentative Date) |
1 May, 2023 | Labour Day |
4 May, 2023 | Wesak Day |
5 Jun, 2023 | The Yang di-Pertuan Agong’s Birthday |
29 Jun, 2023 | Hari Raya Haji (Tentative Date), Hari Raya Haji holiday (Tentative Date) |
30 Jun, 2023 | Hari Raya Haji (Day 2) (Tentative Date) |
19 Jul, 2023 | Muharram/New Year (Tentative Date) |
31 Aug, 2023 | Malaysia’s National Day |
16 Sep, 2023 | Malaysia Day |
28 Sep, 2023 | The Prophet Muhammad’s Birthday (Tentative Date) |
12 Nov, 2023 | Diwali/Deepavali |
25 Dec, 2023 | Christmas Day |
To meet the 11-day limit, the remaining 6 days of public holidays are determined by the employer who chooses which public holidays to celebrate from a list of gazetted public holidays. Malaysia is an incredibly diverse country with multiple ethnicities and religions represented, so employers and employees can agree to certain public holidays for religious or other reasons.
Generally, Malaysian employees expect a salary increase in line with, or slightly above, the rate of inflation. Mercer, an asset management firm, is predicting a median salary increase of 5% for Malaysian employees in 2023.
Your business can easily hire employees in Malaysia without opening a local entity. We handle local employment law, complex tax regulations, and international payroll in 180+ countries worldwide. All you need to do is focus on your business.
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71 Robinson Road #13-153
068895, Singapore
+65 3105 1170
Skalitzer Str. 85/86
10997, Berlin
+49 30 3119 9653
1700 S. Lamar Blvd Suite 338
Austin, Texas 78704
+1 (737) 265-6065
See more locations
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