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...
by DNH (BD) | Jul 15, 2026 | Employment Law
Employees are required to comply with company policies, failing which the employer may take disciplinary action for misconduct. A recurring question is whether an employee has any discretion to depart from an established policy without prior approval, particularly...
by DNH (BD) | Jul 2, 2026 | Employment Law
Employers are expected to observe due process when dealing with misconduct cases. This includes conducting proper investigations, issuing clear charges, and affording employees an opportunity to be heard. However, does the obligation go further where the alleged...
by DNH (BD) | Jun 26, 2026 | Employment Law
The Industrial Court recently examined whether the dismissal of a long-serving IT executive for abusing system access and harassing a colleague was lawful. In TAR v Bursa Malaysia Berhad [Award No. 582 of 2026], the Court deliberated on the boundaries of employee...
by DNH (BD) | Jun 22, 2026 | Employment Law
Introduction Social media activity can be used as a ground for dismissal, as employers increasingly scrutinize the same, even those made after working hours or in private forums. While the Federal Constitution grants employees the right to freedom of speech, this...
