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Amendment of Section 60F – Sick Leave

Updated: May 17, 2022

Latest Update: 13-5-2022


1. The Employment (Amendment) Bill 2021 ("the Bill") was presented on October 25, 2021.
2. Dewan Rakyat approved the Employment (Amendment) Bill 2021 on March 21, 2022.
3. Dewan Negara passed the Employment (Amendment) Bill 2021 on March 30, 2022.
4. The Employment (Amendment) Act 2022 was gazetted into law on May 10, 2022.

However, [As of 13-5-2022] the Act has not yet come into force.

[In force means that the Act or the secondary legislation has the force of law.]

1. 《2021年就业(修订)法案》("法案")于2021年10月25日在国会提交。
2. 下议院于2022年3月21日批准了《2021年就业(修订)法案》。
3. 上议院于2022年3月30日也通过了《2021年就业(修订)法案》。
4. 作为立法,2022年5月10日,《2022年就业(修正)法案》在宪报上颁布。

然而请注意,[截至2022年5月13日] 此法尚未生效

[生效是指该法或次级立法具有法律效力]。



At the international level, sick leave with adequate sickness benefit is enshrined in the International Labour Organization’s (ILO) Social Security (Minimum Standards) Convention (No. 102), the ILO Medical Care and Sickness Benefits Convention (No. 130), which emphasises standards of benefits, the ILO Decent Work Agenda, the Social Protection Floor Initiative led by the ILO and the World Health Organization (WHO), the Universal Declaration of Human Rights (Articles 22 and 25), and finally the International Covenant on Economic, Social and Cultural Rights (ICESCR, Article 9).

在国际层面上,国际劳工组织(ILO)的《社会保障(最低标准)公约》(第102号)、强调福利标准的国际劳工组织《医疗保健和疾病津贴公约》(第130号)、国际劳工组织《体面工作议程》、由国际劳工组织和世界卫生组织(WHO)领导的社会保护最低标准倡议、《世界人权宣言》(第22和25条)以及《经济、社会和文化权利国际公约》(ICESCR,第9条)都规定了具有足够疾病津贴的病假。


In Malaysia, an employee's length of service determines the number of paid sick days they are entitled to receive.


This is stipulated under s. 60F of the Employment Act 1955 [s 104E(1) and s 105E(1) of the Sabah Labour Ordinance 1950 and Sarawak Labour Ordinance 1952 respectively].


在马来西亚,雇员的服务年限将决定他们有权获得多少天的带薪病假。


《1955年劳工法令》第60F条 [《1950年沙巴劳工条例》第104E(1)条和《1952年砂拉越劳工条例》第105E(1)条] 对此作了规定。

Consequently, those employees who are affected with illnesses but do not require them to be hospitalised are qualified for the following paid sick leaves:


因此,那些受疾病影响但不需要住院的雇员有资格享受以下的带薪病假:-


Employees who the EA protects are eligible for an additional sixty days' worth of paid sick leave if they are required to be hospitalised.


However, throughout a single calendar year, these employees are only eligible for a combined total of sixty days of paid sick leave, this also includes MCs issued by dental surgeons, as provided by the Act.


The idea, in its most basic form:


  • Total paid Sick Leave + total paid Hospitalisation Leave = 60 days.


  • ​Take, for example, the scenario in which Mr Ali started working for Company XYZ on January 1, 2022.


  • He is eligible for 14 days of sick leave, followed by 46 days of hospitalisation leave.


受《1955年劳工法令》保护的雇员,如果需要住院治疗,有资格获得额外的60天带薪病假。


然而,在整个一个日历年内,这些雇员就只能获得总共60天的带薪病假,这也包括如《1955年劳工法令》所规定,由牙科医生签发的病假。


这个概念,以其最基本的形式来表达:


  • 总带薪病假 + 总带薪住院假 = 60天。


  • 例如,阿里先生于2022年1月1日开始为XYZ公司工作。


  • 他有资格享受14天的病假,然后是46天的住院假。


The following are examples of circumstances that qualify for hospitalisation leave:


  • The employee was either admitted to the hospital or underwent surgery as an outpatient.

  • The employee is not admitted to a medical facility, but they have been told to rest in bed. Take, for instance, the problems that can arise during pregnancy.

  • After being released from the hospital, the employee needs to rest or continue receiving medical care for their ailment to recuperate.

以下是符合住院假的例子:


  • 员工被送入医院或作为门诊病人接受手术;

  • 雇员没有住进医疗机构,但他们被告知要在床上休息。以怀孕期间可能出现的问题为例;

  • 从医院出院后,雇员需要休息或继续接受疾病的医疗护理来休养。