by DNH (BD) | Aug 21, 2026 | Employment Law
In the case of Nagendrani a/p Ravichandran v Appsmiths Sdn Bhd [Award No. 1046 of 2026], the Industrial Court examined whether a company could lawfully terminate a probationer for poor performance without providing concrete evidence of a formal appraisal process. The...
by DNH (BD) | Aug 17, 2026 | Employment Law
Sick leave is a well-established statutory right, subject to a valid Medical Certificate (MC). However, an employee may sometimes produce a backdated medical certificate (i.e.: a medical certificate which covers a retrospective period). Are such backdated certificates...
by DNH (BD) | Aug 13, 2026 | Employment Law
In JIT v Jerald Gomez & Associates [Award No: 862 of 2026], the Industrial Court considered whether an employee could be dismissed for failing to disclose material information during a job interview. The case confirms that deliberately suppressing or...
by DNH (BD) | Aug 10, 2026 | Employment Law
Hiring the wrong person can be a costly mistake, but can an employer terminate a new hire almost immediately? In the case of LZC v TW World Technology (M) Sdn Bhd [Award No. 479 of 2026], the Industrial Court examined whether a company was justified in dismissing an...
by DNH (BD) | Aug 4, 2026 | Employment Law
Can an employer discipline or dismiss an employee for failing to respond to work communications after office hours? Two recent Industrial Court awards suggest that Malaysian Courts are increasingly prepared to scrutinise after-hours work expectations, particularly...
by DNH (BD) | Jul 21, 2026 | Employment Law
Can an employer require an employee to remain employed for a minimum period, failing which the employee must “reimburse” the employer for the unserved period? Is this different from employment or training bonds which are generally enforceable? In Nur Fatin Nabila...
