Termination of Employment

Even though the employment contract or offer letter may say that either the employer or the employee may terminate the employment relationship at any time by providing notice to the other party, it is essential to note that the right to exercise this provision rests with the employee only.

The underlying rule of Malaysian labour law is that an employer cannot unilaterally terminate an employment contract by giving the employee one month's notice or a certain number of months' notice.

Suppose the employer cannot demonstrate that the termination is reasonable and justifiable. In that case, the company may eventually lose the case since this is something we have found to be the case in many instances heard before the Industrial Court.

即使雇佣合约 [Employment Contract] 又或者招聘信 [Offer Letter] 里面由注明，劳资双方可以通过给与对方通知 [Notice] 而终止雇佣合约。但是要注意的是，这项条款的行使权，只落在员工身上。

马来西亚的劳工法的潜在规则是，雇主是不能随意通过给与员工1个月，或某个月的通知，而单方面解除雇佣合约。

在工业法庭的审理案件中，我们也发现，除非雇主能够证明解除合约是合情合理的，否则一旦惹上官司，最终都是得作出赔偿。

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