Employment Contract

It is best practice to have written agreements for all employees. Any fixed-term contract exceeding one month or tied to a project must be in writing. 

We recommend including essential clauses on job scope, remuneration, working hours, leave entitlement, termination procedures, confidentiality, dispute resolution, and other terms aligned with Malaysian law and your internal policies.

While Malaysian courts generally do not enforce non-compete clauses, some employers include it as a deterrent. 

We advise reviewing employment contracts and HR policies annually, or sooner if there are changes to legislation, company structure, or industry standards, to ensure continued compliance and relevance.  

Yes, we guide you through proper termination, retrenchment, and voluntary separation schemes (VSS) with clear documentation and compliance to minimise legal exposure and maintain fairness.

Absolutely, we draft and customise HR letters such as offers, warnings, confirmations, promotions, and other notices to align with your policies and legal requirements.

We incorporate robust confidentiality, non-disclosure, and PDPA-compliant clauses in contracts to protect sensitive company and employee data.

Yes, both complement each other. Employment contracts define individual terms and conditions, while handbooks communicate company-wide policies, procedures, and expectations in a consistent and accessible way.

Absolutely, we conduct interactive training sessions to help your HR team understand best practices in drafting, maintaining, and updating employment contracts, ensuring ongoing compliance and confidence in managing employment documentation.

Independent contractors are not entitled to statutory employee benefits or protections under Malaysian employment law. We help you accurately define the relationship, draft clear agreements, and minimise your risk exposure.