Gain a comprehensive understanding of the impact of 2022 amendments
Identify recurring challenges since implementation and how companies have addressed them;
Assess your organization’s compliance with current laws and regulations
Identify and address any gaps or uncertainties that arise after implementation.
a. “Apprentice”
b. “Apprenticeship Contract” and exemptions to certain sections of EA
c. “Domestic Employee”
d. “Foreign Domestic Employee”
• s. 18A – Calculation of wages for incomplete month’s work
• s.22(2) – Limitation on Advances to Employees
• s.25 – Wages to be paid through “Financial Institution”
• 25A – Payment of Wages other than through Financial Institutions
• s.33A(1A) – Legal Requirements between these Parties
• s.33A(3)(aa) – Offenses from failure to comply under this Part
• s.33A(3) – Increase in Fines
• S.37(1)(aa) – Situations where female employee may commence work earlier
• S.37(1)(d)(ii) – increase to eligible period
-s.41A(1) – of pregnant female employee
-s.37(4) – during eligible period
-s.42 – after eligibility period
• S.41A(2) – “Reverse” Burden of Proof on Employer
• Implication of DG’s powers
• S. 42 – Restriction on termination after eligible period
• S. 44A – Application irrespective of wages of female employee
• s.60A – Hours of Work and Working at Night
• s.60A(1)(d) – Reduction of hours worked per week
• 48 to 45 hours – Case Studies on the reduced working hours per week and the impact on Companies
• s.60C – Shift Work
• s.60C(1) – Reduction of hours worked per week for shift work
• Navigating shift cycles with the “48 to 45”. What’s working and what isn’t.
• s.60C(2A) – Ministers Powers to make Regulations for shift allowance.
• s.60F – Sick Leave – Implications of the increase
• s.60FA – Paternity Leave – Entitlement, Eligibility & Impact
• S. 60K – Requirement for DGL’s approval to employ foreign workers.
• s. 60KA – Notice to DG when foreign worker leaves employment
• s.60M – Discrimination against locals over foreigners
Discussion points:
• Procedures and Timelines
• Implementation and Effects on Collective Agreements
• Effects of Company’s Refusal to Implement
• S101C(1) – Presumptions of Employer Status
• S101C(2) – Six conditions under which a person is presumed to be an Employer
• S101C(3) – To whom does the presumption of employer status extend to?
• Discussion points:
– The Impact of this presumption a year on
– Contract of Service vs. Contract for Service – how it all fits in.
– Role of Intermediaries
– Who is an “employee”?
– Is it your “Wages” that determines this?
– Maybe it’s your “Occupation”
– Does the whole EA apply to some, but not others? OR
– Does only some of the EA apply to everyone?
This course is designed for individuals who are already well-acquainted with The EA and Amendments. What you want, is a deeper, more nuanced understanding of the changes and how it has impacted the Malaysian workforce, one year on. You are keen to learn and share what has worked and what is a work in progress based on case studies and real-time experiences of fellow HR practitioners through open sharing and case studies.
Fill this form and our experts will reach out to you.
Head Office :
Level 13-03-03A, PJX-HM Shah Tower,
No.16A, Persiaran Barat, 46050, Petaling Jaya,
Selangor, Malaysia.
Southern Region :
No. 55B, Jalan Eko Botani 3/7,
Taman Eko Botani, 79100, Iskandar Puteri,
Johor, Malaysia.
Northern Region :
No. 3-3 (1722), Lorong Setia Sentral 1,
Pusat Perniagaan Setia Sentral, 14000 Bukit Mertajam, Penang, Malaysia.
12 – 13 February 2025 -Sheraton Hotel, Petaling Jaya
This course is designed for individuals who are already well-acquainted with The EA and Amendments. What you want, is a deeper, more nuanced understanding of the changes and how it has impacted the Malaysian workforce, one year on. You are keen to learn and share what has worked and what is a work in progress based on case studies and real-time experiences of fellow HR practitioners through open sharing and case studies.
Fill this form and our experts will reach out to you.