

Skills That Drive Real Impact
Workplace-Ready Skills You Can Apply Immediately
Flexible, consultant-led training programs designed to elevate HR and leadership capabilities in real-world situations — from managing misconduct to mastering industrial relations
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5,000+
HR professionals trained annually
92%
of participants say they apply our frameworks within the first month
No legal background required. Just readiness to grow.
Training, Your Way
Explore our delivery formats — built for flexibility, designed for results.
In-House
Training
Customised, team-based programs delivered onsite or virtually — perfect for private group learning.
Public
Courses
Scheduled sessions open to individuals and teams, covering key topics in HR, law, and leadership.
Mini
Modules
Bite-sized learning focused on a single issue — ideal for lunch & learns or quick skill boosts.
Popular In-House Training
Our most requested programs, tailored to real workplace challenges.
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Why Companies Trust E2
Real consultants. Proven results.
Training that transforms your workforce from the inside out.
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CONNECT WITH +150 TOP EMPLOYERS, INCLUDING THESE:
Mini Modules
Small in size, big on impact — practical learning you can apply immediately.

Mini Modules
Small in size, big on impact — practical learning you can apply immediately.
Responsible
Employment
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Adherence to the Personal Data Protection Act 2010. Understanding obligations and best practices.
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Forced labour - Standards from the ILO’s Forced Labour Convention - case studies and recommendations on best practices
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Labour standards / customer audits - to be fully customised based on the client’s specific requirements - i.e ESG, RBA, SMETA/SEDEX, etc.
Post-Employment
Considerations
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Consider an employer’s rights to post-employment terms
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Definition of proprietary information - application of confidentiality clauses
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Application of non-compete clauses
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Case studies and position on conflict of interest
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Case studies and position on staff and client pinching
Employment
Contracts
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Understand all types of employment contracts and it’s application
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Differentiate between obligations under a contract of service vs contract for service
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Issues surrounding fixed term employment contracts - especially for senior leaderships
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Key elements to look out for in distinguishing intention of each contract
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Liabilities & recommended solutions
Handling Tough
Conversations
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Preparing yourself for a tough conversation - performance related, misconduct (investigation) or termination
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Mitigate against legal implications on threats, false imprisonment through setting of conversation
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Dealing with recordings / secret recordings
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Positioning conversation through context setting and handling emotions
Flexibility at
the Workplace
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Flexible working arrangements under the Employment Act 1955
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Industry practices on flexible working arrangements (and other benefits, i.e. flexi leave, flex benefits)
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Analysis on employee data - how flexibility can impact the operations vs employee engagement / experience
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Understanding alternatives and designing specific models
Managing Absenteeism
& Tardiness
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Categorising absenteeism & tardiness under misconduct / poor performance
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Issuance of letters for absenteeism and tardiness
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Managing the process based on established legal requirements
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Breach of contract & abscondment
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Case building - determining when termination is justifiable
Drafting
Skills for HR
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Understanding the need to draft - designing the document flow for your Company
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Drafting of employment contract / letter of appointments
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Drafting of related policies and employee handbook
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Drafting of related forms
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Usage and reliance of artificial intelligence in drafting
Engagement &
Culture
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Importance of company culture and how it impacts on employee experience
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Engagement survey and results - working on key indicators
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Activity on generating engagement ideas from a macro and micro perspective
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Overcoming challenges - taking steps to progress
DI Briefing -
For panel members
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Role of the panel members (and chairperson)
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Examining documentations leading up to DI
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Inquiry flow - rules & regulations, including do’s and don’ts
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Standard of proof and deciding on the verdict of a case
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Drafting of panel report
Managing 101:
Medically Unfit
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Understand legal obligations on sick leave (hospitalisation & non-hospitalisation)
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Obligations to provide prolonged illness leave
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Managing medical challenges, disputing prolonged absence from work
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Suspecting fake MCs (or abusing MCs)
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Medical condition affecting performance
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Termination on medical grounds / frustration
Updates
on the Law
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Update on the latest legislations surrounding employment law and industrial relations
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Impact of latest amendments on the business
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Responsibilities of employer - best practices in implementation
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Anticipated changes / amendments in future
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Case laws - updates on judicial interpretation and trends from the Industrial / Labour Court
Constructive
Dismissal
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Understanding the concept of constructive dismissal in Malaysia
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Common examples of constructive dismissal cases
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Burden of proof - how do employees discharge their burden and available strategies for employer
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Tips to manage a constructive dismissal claim
The E-Learning That Works Like You Do.
Access expert-led training anytime, anywhere — complete with real case studies, guided modules, and tools you can immediately apply at work.

What Our Clients Say
Real experiences from industry leaders who trust our expertise to transform their workforce.

“Use this space to share reviews from customers about the products or services offered.”


“...informative yet precise. both speakers are really well presented ”
Groupe Seb
Malaysia Sdn Bhd


‘...it was a useful session, as it reflects the current challenges at the workplace.”
Valiram
Group


“...It was well information for us in HR industries. I believe this kind of initiative is good to.continue in the future “
The Sutera
Harbour Resort


“...giving a shoutout for such an informative session—having virtual sessions like this every once is always great!”
Dexcom
Malaysia


“...Excellent presentation, thank you for your clear explanation for the topic of Discrimination and sexual harassment using legal frameworks.”
IGB
Berhad

