[Bangsar NEW] Employment Act Amendment 2022 Implications On HR Cost & Policies And Termination Pro
Course Information
  • 06-Jul-2022
  • Pullman Hotel, Bangsar
  • Serene Yap
  • English
  • RM 1760 RM 1690
    Until 01 Jul 2022
  • 9:00am - 5:00pm

The Employment Act Amendment 2022 has been gazetted on 10 May 2022. Meanwhile the Minimum Wages Order 2022 was gazet- ted to take effect on 1 May 2022. Prior to this, the latest Industrial Relations Act 1967 amendments has been gazetted in 2020.

This programme is specially developed to provide awareness and also refresher to all levels of staff to the practical applications of the Malaysian Employment Laws in managing Employee’s benefits, welfare and relations. Review the significant and cost effect of the latest amendments to the Employment Laws and the evolving economic environment and global crisis to your human resource management and employee interactions.

You will benefit fully from our real-life case studies and competency activities. Our interactive workshop will ensure that you understand the problems associated with handling employee’s benefits & welfare, issues, and to effectively apply them in your workplace immediately.




By the end of this program, participants will be able to: 
• Identify and comply to the Employment Laws and regulations within the latest amendments
• Ensure your HR Documents, Policies and Procedures are in line with the Employment Act and relevant legislations requirements, • observing their latest amendments or additions
• Understand the Disciplinary Procedures and to apply them effectively
• Explore the employer’s and employee’s rights and entitlement

• Explore implications to current requirements and updates and impact to your employment structure and business operations



• Human Resource Managers / Executives / Supervisors / Officers / Assistants
• Payroll Managers / Executives / Assistants

• Heads of Departments / Branch Managers / Outlet Managers

• Factory Managers / Line Managers / Supervisors / Team Leaders

• Employers and Business Owners



- Interactive Presentation

- Industrial Court Case Studies and Analysis

- Practical / Competency Exercises

- Quizzes / Questions and Answers




Date:      6 - 7 July  June 2022 (Wed - Thu)

Time:      9.00am - 5.00pm

Venue:   Pullman Hotel, Bangsar


[HRD Corp Claimable | CPD 16 Hours]




   - Early Bird Offer (before 18 Jun 2022)     -    RM 1,620

   - Special Offer (before 1 Jul 2022)     -    RM 1,690

   - Normal Fee     -    RM 1,760


>> Fee includes Course Notes, Lunches, Refreshments/ Te4a Breaks, Certificate of Completion and 6% Service Tax.


** OFFER **

- 10% Cashback for SST2u Learner Card+ (SLC+) members. T&Cs applied.






09:00 Employer and Employee Relationship

• Employees covered by the Employment Act 1955
• Employees covered by the Industrial Relations Act 1967

• Expansion of jurisdictions for DG of Labour
• Contract of Service Vs Contract for Service
• Presumptions of who is ‘Employee’ and ‘Employer’
• Apprenticeship Contract
• Domestic Employees
• Employment of Foreign employees
• Prohibition of Forced Labour
• Children and Young Persons (Employment) (Amendment) Act 2019


• Minimum Wages Order
• Calculations of Incomplete month’s work • Wage Period and Payment of Wages
• Advances and limitations
• Lawful Deduction of Wages


10:30 Morning Tea Break


10:50 Public Holidays & Rest Days

• Public holiday and Rest day entitlement and payment

• MC on a Public holiday and Rest day

Work Hours

• Normal Hours of Work
• Overtime Payment and Computations
• Guidelines on performing Solat during working hours

• Employment (Part-time Employees) Regulations 2010

• Flexible Working Arrangement


12:30 Lunch Break

13:30 Employee’s Leave and Absenteeism

• Annual Leave entitlement and Encashment computation

• No pay Leave computation
• Emergency Leave
• Absent without approved leave

• Sick Leave and Hospitalization Leave
• Handling Absenteeism and Malingering

Pregnancy and Maternity Protection

• Restriction on dismissal of pregnant employee

• Maternity Leave entitlement
• Paternity Leave


15:30 Afternoon Tea Break


15:50 Eradication of Workplace Harassment as per E.A. 1955 amendments

• Discrimination in Employment
• Sexual Harassment in the Workplace
• Drafting Discrimination Policy
• Drafting Sexual Harassment Policy and Notice

Prevention of Corruption and Bribery

• Corporate responsibilities and liabilities
• Drafting Anti-Corruption and Bribery Policies • HR procedures pursuant to Section 17A of the MACC Act

17:00 End of Day One




09:00 Employer and Employee Rights and Obligations

• Employer’s Prerogative (Industrial Relations Act 1967)

• Employer’s implied obligations
• Employee’s Implied obligations

Managing Probationer and Poor Performance

• Handling Probationer
• Managing Poor Performance


10:30 Morning Tea Break


10:50 Identifying and Handling Misconduct & Disciplinary Issues

• What is Misconduct
• Types of Misconduct and Analysing Misconduct

• Establishing the Level of Severity
• Permitted Disciplinary Process and Procedures

Due Inquiry under the Employment Act 1955 and Industrial Relations Act 1967

• Principles of Natural Justice
• Is Suspension necessary ??
• Employment Act 1955, Section 14 (1) & (2)

○ Due Inquiry and Suspension


12:30 Lunch Break


13:30 Domestic Inquiry (DI)

• Prepare & Draft Charges and Notice of DI

• Role of Various Parties at An Inquiry
• Domestic Inquiry Process flowchart
• Can DI be conducted online?

• Setting and Seating arrangement and implications

• Meting Out Correct Punishment and Mitigation
• Penalty or Dismissal Letter
• Dismissal due to Misconduct

• Constructive Dismissal

Termination of Contract / Employment

• Minimum Retirement Age Act 2012
• Normal Termination of Employment

• Payment in-lieu of termination notice

• Breach of Contract
• Employment Act 1955, Section 15 (2)

○ Self-termination / Abandonment of employment

○ Show Cause
• Retrenchment and Redundancy

○ Termination and Layoff Benefits Regulations 1980

○ JTK compliances and documentations


15:30 Afternoon Tea Break


15:50 Employment Trade Dispute

• Unfair Dismissal / Wrongful Dismissal

• JPP (Industrial Relations Department)

○ Section 20, IR Act

• JTK (Labour Department)

• Increase of Penalty for EA Offences

• Powers of the Labour Court

Industrial Relations (Amendment) Act 2020

• Representation in Court
• IR Cases heard by the Court
• If the Claimant dies
• Appealing the IR Court decision

• Increase in Penalties


17:00 End of Training






Serene Yap is a HR Trainer and Consultant. She has been involved in all aspects of human capital development and management for more than 20 years. She holds an MBA in General Management, is a certified NLP Practitioner by ISNS, Certified Master Class Trainer and a PSMB approved Trainer. Her industry exposure includes property development and management, hospitality, medical, manufacturing, oil and gas, construction sector and consultancy services. She has developed and conducted many HR programs covering both the Employment Act 1955, Sabah Labour Ordinance and Sarawak Labour Ordinance. Notable programs are Employer’s and Employee’s rights in HR Management, Developing HR policies, HR Documentations and SOPs, Behavioural-based Interview, and Managing Misconduct and Domestic Inquiry amongst others. Besides training, Serene also consults and has successfully carried out consultancy projects from HR Audit, Policies & Procedures and Employee Handbook; Retrenchment Strategy and Execution to HR Department Startup and HR Team Coaching over the years.



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