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Selangor has declared 26 Oct 2026 a replacement holiday for the Sultan’s Silver Jubilee. HR should confirm policy to avoid payroll confusion.
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Over 38,000 workers retrenched in Malaysia in 2026. Employers must ensure redundancy is genuine, fair, and defensible before issuing letters.
Australia’s 4.75% minimum wage hike signals regional wage pressure. Malaysia’s review is underway — employers should start payroll planning now.
The Court of Appeal in Hubline clarified that group companies cannot be joined in unfair dismissal cases unless legally responsible for termination.
HRD Corp introduces a 14‑day approval rule for training grants effective 15 June 2026. Learn employer compliance steps, FAQs, and planning tips.
Industrial Court (Award No. 741/2026) ruled dismissal unjust after bullying complaints were ignored. Employer ordered to pay RM153,200 compensation.
Highlights from E2’s HR/IR Conference 2026 plus key updates on public holidays, PERKESO, maternity leave, EPF, and gig workers law.
Workplace bullying is now a criminal offence in Malaysia. Discover 8 key facts employers must know to stay compliant and protect employees.
Workplace harassment isn’t about intent — it’s about impact. Learn how the Industrial Court ruled that “friendly” remarks can mask predatory patterns, and why employers must act decisively to protect staff.
Industrial Court Award No. 460 (2026) affirms dismissal without inquiry can be justified for serious misconduct, with trust, evidence, and patterns key.
Artificial Intelligence can draft HR policies, letters and procedures in seconds. But can AI replace your HR team? Discover why human judgment, empathy and industrial relations expertise still matter.
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Understand Malaysia’s WFH advisory, legal implications under Employment Act 1955, and practical steps employers can take to implement flexible work arrangements.
Industrial Court rules that an MSS signed under pressure may amount to unfair dismissal. Learn when a “mutual” separation becomes a retrenchment threat in Malaysia.
Over 38,000 workers retrenched in Malaysia in 2026. Employers must ensure redundancy is genuine, fair, and defensible before issuing letters.
Australia’s 4.75% minimum wage hike signals regional wage pressure. Malaysia’s review is underway — employers should start payroll planning now.
The Court of Appeal in Hubline clarified that group companies cannot be joined in unfair dismissal cases unless legally responsible for termination.
HRD Corp introduces a 14‑day approval rule for training grants effective 15 June 2026. Learn employer compliance steps, FAQs, and planning tips.
Industrial Court (Award No. 741/2026) ruled dismissal unjust after bullying complaints were ignored. Employer ordered to pay RM153,200 compensation.
Highlights from E2’s HR/IR Conference 2026 plus key updates on public holidays, PERKESO, maternity leave, EPF, and gig workers law.
Workplace bullying is now a criminal offence in Malaysia. Discover 8 key facts employers must know to stay compliant and protect employees.
Workplace harassment isn’t about intent — it’s about impact. Learn how the Industrial Court ruled that “friendly” remarks can mask predatory patterns, and why employers must act decisively to protect staff.
Industrial Court Award No. 460 (2026) affirms dismissal without inquiry can be justified for serious misconduct, with trust, evidence, and patterns key.
Artificial Intelligence can draft HR policies, letters and procedures in seconds. But can AI replace your HR team? Discover why human judgment, empathy and industrial relations expertise still matter.
Understand Malaysia’s WFH advisory, legal implications under Employment Act 1955, and practical steps employers can take to implement flexible work arrangements.
Industrial Court rules that an MSS signed under pressure may amount to unfair dismissal. Learn when a “mutual” separation becomes a retrenchment threat in Malaysia.
UPCOMING EVENTS
Join E2 Workforce Consulting’s free webinar on Sept 17, 2026, with Senior Consultant Dzulfadhli Lamin. Learn lawful retrenchment and restructuring strategies to manage headcount responsibly, avoid Industrial Court disputes, and strengthen workplace compliance.
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