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An Overview of the Amendments to Employment Act 1955

Updated: Aug 9, 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.
  • A Bill assented by the Yang di-Pertuan shall become Law.

  • However, no laws shall come into force until it has been gazetted or published under Article 66(5) of the Federal Constitution.

5. The Human Resources Minister announced in June that the amendments to the Employment Act 1955 will take effect as of 1 September 2022.
6. However, as of 7-8-2022, the Act has not yet come into force due to the commencement date not being gazetted.


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。
  • 经最高元首御批的法案应成为法律。

  • 然而,在根据《联邦宪法》第66(5)条的规定,任何法律在被宪报刊登或颁布之前都不得生效。

5. 人力资源部长在6月宣布,《1955年劳工法令》的修正案将于2022年9月1日开始生效。
6. 然而,截至2022年8月7日,由于生效日期未在公报上公布,该法尚未生效
  • 生效是指该法或次级立法具有法律效力。

The effective date of the Amendment Act has not yet been gazetted, despite the Minister of Human Resources declaring earlier that it will be implemented on September 1, 2022, much to the dismay of business people.


After all, the Amendment Act affects diverse facets, and companies want adequate time to prepare. For instance, the reduction of the working hour per week from 48 to 45 hours will create difficulties for manufacturing companies.


The amendments to the Employment Act 1955, on the other hand, left several areas to be clarified by the Minister of Human Resources, such as:

  • Is the salary of RM2,000 and the identification of manual workers threshold the same?

  • Are the rights that traditionally accrue to female workers in the workplace still available? That is to say; they are all covered regardless of salary.

  • Does the definition of sexual harassment still apply to all employees, regardless of whether they are male or female and regardless of their salary, as it did in the past?

According to statements made by the Ministry of Human Resources to the media, the primary objective of the Employment (Amendment) Act 2021 is to broaden the scope of its application of the Employment Act 1955 (Act 265) so that it covers all employees, irrespective of their level of pay.


If what he said is accurate, the Minister of Human Resources will need to make subsequent amendments to the First Schedule of the Employment Act 1955 to comply with the powers conferred on the enactment of the directive by section 2(2) of Act 265.


Regrettably, there is still nothing to follow, and as a result, we are required to continue waiting.


人力资源部长虽然早前宣布了,修订法将会在2022年9月1日落实,然后令商家们大为暗懊恼的是,时至今日,生效日期并未在宪报上颁布。


毕竟,修订法涉及的层面相当的广泛,商家们是需要时间去做准备的。比如,将一周工作时间从48小时改成45小时,这会对制造商们带来困扰。


另一方面,1955年劳工法令在这一次的修订后,还遗留了一些待人力资源部长厘清的地方,如:

  • 修订后,究竟是不是针对全部员工?RM2,000 的薪金以及体力劳动者的鉴定门槛,是否照旧?

  • 职场女性员工的福利,是否依旧?即:无论他们的薪水多少,都在涵盖范围内。

  • 性骚扰是否还像之前那样,涵盖所有员工,无论他们的薪水多少,无论男还是女性员工。

人力资源部也曾经向媒体表示,2021年就业 (修正)法令的主要修正范围是将1955年劳工法令(第265号法)的适用范围扩大到所有的雇员,无论其工资收入如何。如果这属实,人力资源部长需要根据第265号法案第2(2)款所授予颁布的指令的权利,对1955年劳工法令的第一附表进行后续修订。


遗憾的是,截至目前为止,依然无下文,我们只能继续等待。因为我们的政府一直都把商家视为拥有超能力的人。


An Overview of all the Amendments to Employment Act 1955

Live Explanation / 线上讲解 - https://fb.watch/cB4DKLrZyF/


1. Amendment of Section 2 - Interpretation

[对第2条文的修正 – 定义]


https://www.ccs-co.com/post/what-snew30-2022


2. Amendment of Section 4 - Appeals

[对第4条文的修正 – 上诉]


https://www.ccs-co.com/post/what-snew31-2022


3. - Amendment of Section 18A - Calculation of Wages for Incomplete Month’s Work

[对第18A条文的修正 – 服务未满整个月的工资计算方法]


https://www.ccs-co.com/post/calculationofwagesforincompletemonth-swork


4. Amendment of Section 22 - Limitation on Advances to Employees

[对第22条文的修正 – 对雇员预支薪水的限制]


https://www.ccs-co.com/post/what-snew33-2022


5. Amendment of Section 25 - Wages to be Paid through Financial Institution

[对第25条文的修正 – 通过金融机构支付工资]


https://www.ccs-co.com/post/what-snew34-2022


6. Amendment of Section 25A - Payment of Wages other than through Financial Institution

[对第25A条文的修正 – 通过金融机构以外的方式支付工资]


https://www.ccs-co.com/post/what-snew35-2022


7. Amendment of Section 33A - Information Relating to Supply of Employees

[对第33A条文的修正 – 与雇员供应有关的信息]


https://www.ccs-co.com/post/what-snew36-2022


8. Deletion of Part VIII on the prohibition on employing women in night work, underground work

[ 删除第八部分关于女性从事夜间工作、地下工作等的任何禁止]


https://www.ccs-co.com/post/prohibitiononemployingwomeninnightwork-undergroundwork


9. Amendment of Section 37- Length of Eligible Period and Entitlement to Maternity Allowance

[第37条的修订 – 符合条件的时间长度和享受产假津贴的权利]


https://www.ccs-co.com/post/eligibleperiodandentitlementtomaternityallowance


10. New Section 41A - Restriction on Termination of Pregnant Female Employee

[新的第41A条 – 对终止怀孕女雇员雇佣合约的限制]


https://www.ccs-co.com/post/restrictiononterminationofpregnantfemaleemployee