Day: May 4, 2022

Latest Update: 13-5-2022

1. The Employment (Amendment) Bill 2021 (“the Bill”) was presented on October 25, 2021.

2. Dewan Rakyat approved the Employment (Amendment) Bill 2021 on March 21, 2022.

3. Dewan Negara passed the Employment (Amendment) Bill 2021 on March 30, 2022.

4. The Employment (Amendment) Act 2022 was gazetted into law on May 10, 2022.

However, [As of 13-5-2022] the Act has not yet come into force.

[In force means that the Act or the secondary legislation has the force of law.]

1. 《2021年就业（修订）法案》（”法案”）于2021年10月25日在国会提交。

2. 下议院于2022年3月21日批准了《2021年就业（修订）法案》。

3. 上议院于2022年3月30日也通过了《2021年就业（修订）法案》。

4. 作为立法，2022年5月10日，《2022年就业（修正）法案》在宪报上颁布。

然而请注意，[截至2022年5月13日] 此法尚未生效

[生效是指该法或次级立法具有法律效力]。

At the international level, sick leave with adequate sickness benefit is enshrined in the International Labour Organization’s (ILO) Social Security (Minimum Standards) Convention (No. 102), the ILO Medical Care and Sickness Benefits Convention (No. 130), which emphasises standards of benefits, the ILO Decent Work Agenda, the Social Protection Floor Initiative led by the ILO and the World Health Organization (WHO), the Universal Declaration of Human Rights (Articles 22 and 25), and finally the International Covenant on Economic, Social and Cultural Rights (ICESCR, Article 9).

在国际层面上，国际劳工组织（ILO）的《社会保障（最低标准）公约》（第102号）、强调福利标准的国际劳工组织《医疗保健和疾病津贴公约》（第130号）、国际劳工组织《体面工作议程》、由国际劳工组织和世界卫生组织（WHO）领导的社会保护最低标准倡议、《世界人权宣言》（第22和25条）以及《经济、社会和文化权利国际公约》（ICESCR，第9条）都规定了具有足够疾病津贴的病假。

In Malaysia, an employee’s length of service determines the number of paid sick days they are entitled to receive.

This is stipulated under s. 60F of the Employment Act 1955 [s 104E(1) and s 105E(1) of the Sabah Labour Ordinance 1950 and Sarawak Labour Ordinance 1952 respectively].

在马来西亚，雇员的服务年限将决定他们有权获得多少天的带薪病假。

《1955年劳工法令》第60F条 [《1950年沙巴劳工条例》第104E(1)条和《1952年砂拉越劳工条例》第105E(1)条] 对此作了规定。

Consequently, those employees who are affected with illnesses but do not require them to be hospitalised are qualified for the following paid sick leaves:

因此，那些受疾病影响但不需要住院的雇员有资格享受以下的带薪病假:-

Employees who the EA protects are eligible for an additional sixty days’ worth of paid sick leave if they are required to be hospitalised.

However, throughout a single calendar year, these employees are only eligible for a combined total of sixty days of paid sick leave, this also includes MCs issued by dental surgeons, as provided by the Act.

The idea, in its most basic form:

• Total paid Sick Leave + total paid Hospitalisation Leave = 60 days.

• ​Take, for example, the scenario in which Mr Ali started working for Company XYZ on January 1, 2022.

• He is eligible for 14 days of sick leave, followed by 46 days of hospitalisation leave.

受《1955年劳工法令》保护的雇员，如果需要住院治疗，有资格获得额外的60天带薪病假。

然而，在整个一个日历年内，这些雇员就只能获得总共60天的带薪病假，这也包括如《1955年劳工法令》所规定，由牙科医生签发的病假。

这个概念，以其最基本的形式来表达：

• 总带薪病假 + 总带薪住院假 = 60天。

• 例如，阿里先生于2022年1月1日开始为XYZ公司工作。

• 他有资格享受14天的病假，然后是46天的住院假。

The following are examples of circumstances that qualify for hospitalisation leave:

• The employee was either admitted to the hospital or underwent surgery as an outpatient.
• The employee is not admitted to a medical facility, but they have been told to rest in bed. Take, for instance, the problems that can arise during pregnancy.
• After being released from the hospital, the employee needs to rest or continue receiving medical care for their ailment to recuperate.

以下是符合住院假的例子：

• 员工被送入医院或作为门诊病人接受手术；
• 雇员没有住进医疗机构，但他们被告知要在床上休息。以怀孕期间可能出现的问题为例；
• 从医院出院后，雇员需要休息或继续接受疾病的医疗护理来休养。

The illness should be confirmed by the medical practitioner, medical officer, or dental surgeon.

One more thing that you should be aware of is that, according to the Employment Act of 1955, employees are required to inform (or attempt to inform) their employers of sick leave at least 48 hours in advance. 

该疾病应得到医生、医务人员或牙科医生的确认。

还有一点需要注意的是，根据《1955年劳工法令》，雇员必须至少提前48小时通知（或试图通知）其雇主病假。 

Employees who:

• claim to be on sick leave but do not have a medical certificate; or
• do not inform or attempt to notify their employer within 48 hours of the commencement of their sick leave,

will be regarded as absent from work without the authorization of their employer.

Absenteeism without permission and a legitimate cause is considered misconduct, which may perhaps trigger termination of employment.

雇员如果

• 声称正在休病假但没有医疗证明；或
• 在病假开始后48小时内没有通知或试图通知其雇主

将被视为未经雇主批准而缺勤。

未经许可及没有合法理由的缺勤将会被视为不当行为，也许会引发解雇。

1. Some of the most significant amendments suggested to the Employment Act 1955 as a result of the Employment (Amendment) Bill 2021 (“the Bill”) include the Amendment of Section 60F – Sick Leave

👉 to provide for matters relating to the entitlement of paid sick leave.

2. Under the current law, when hospitalisation is required, an employee’s total number of paid sick days in a calendar year, including any hospitalisation, is limited to 60 days.

👉 Total paid sick leave + total paid hospitalisation leave = 60 days.

3. With the Amendment, hospitalisation leave of 60 days would be regarded separately from any other paid sick leave.

4. With this amendment, employees will be entitled to an additional 60 days of paid hospital leave in addition to the number of paid sick leave days they are entitled to in a calendar year (depending on the length of employment)

• ​Take, for example, the scenario in which Mr Ali started working for Company XYZ on January 1, 2022.

• He is eligible for 14 days of sick leave, followed by 60 days of hospitalisation leave, a total entitlement of 74 days.

5. Facebook Live 👉 https://lnkd.in/eMKwGYzD [Mandarin] 6. Join our Telegram – https://t.me/YourAuditor 🌻🌻🌻🌻🌻🌻🌻🌻 1. 2021年劳工(修正)法案对1955年劳工法令提出的一些重要修正，包括第60F条的修订 – 病假 👉 规定与带薪病假权利有关的事项。 2. 根据现行法律，当需要住院治疗时，雇员在一个日历年内的带薪病假总数，包括任何住院治疗，不得超过60天。

👉 总带薪病假 + 总带薪住院假 = 60天。

3. 这项修把60天的有薪住院假与带薪病假分开看待。 4. 此修订后，雇员除了有资格在一个日历年内享有的带薪病假天数（取决于就业年限）之外，将再额外享有60天的带薪住院假

• 以阿里先生于2022年1月1日开始为XYZ公司工作为例。

• 他有资格享受14天的病假，然后是60天的住院假，总共可享有74天。

5. Facebook Live 👉 https://lnkd.in/eMKwGYzD 6. 加入 Telegram – https://lnkd.in/eMKwGYzD

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Employment (Amendment) Bill 2021 Series 2021年劳工(修正)法案系列

1. Amendment of Section 2 – Interpretation [对第2条文的修正 – 定义] https://lnkd.in/eRjMe_Ha / https://lnkd.in/eGz7Z9Dx

2. Amendment of Section 4 – Appeals [对第4条文的修正 – 上诉] https://lnkd.in/eP82B7WQ / https://lnkd.in/eEUfudPU

3. – Amendment of Section 18A – Calculation of Wages for Incomplete Month’s Work [对第18A条文的修正 – 服务未满整个月的工资计算方法] https://lnkd.in/epj-4VjE / https://lnkd.in/er9JzqCU

4. Amendment of Section 22 – Limitation on Advances to Employees [对第22条文的修正 – 对雇员预支薪水的限制] https://lnkd.in/emKmjpWe / https://lnkd.in/eTVDFdH7

5. Amendment of Section 25 – Wages to be Paid through Financial Institution [对第25条文的修正 – 通过金融机构支付工资] https://lnkd.in/eB_XgrCF / https://lnkd.in/e6WfJ2yg

6. Amendment of Section 25A – Payment of Wages other than through Financial Institution [对第25A条文的修正 – 通过金融机构以外的方式支付工资] https://lnkd.in/eUJMRs9R / https://lnkd.in/e3PhUw37

7. Amendment of Section 33A – Information Relating to Supply of Employees [对第33A条文的修正 – 与雇员供应有关的信息] https://lnkd.in/eGFCfPZW / https://lnkd.in/ebCtvCu9

8. Deletion of Part VIII on the prohibition on employing women in night work, underground work [ 删除第八部分关于女性从事夜间工作、地下工作等的任何禁止] https://lnkd.in/e3ktX8xi / https://lnkd.in/ee_i3eD7

9. Amendment of Section 37- Length of Eligible Period and Entitlement to Maternity Allowance [第37条的修订 – 符合条件的时间长度和享受产假津贴的权利] https://lnkd.in/exxNvppY / https://lnkd.in/e6hiidfN

10. New Section 41A – Restriction on Termination of Pregnant Female Employee [新的第41A条 – 对终止怀孕女雇员雇佣合约的限制] https://lnkd.in/e75Y3WRY / https://lnkd.in/eZs76yAr

11. Amendment of Section 42- Restriction on Termination of Female Employee After Eligible Period [第42条的修订 – 对女性雇员在合格期限后 被终止合约的限制] https://lnkd.in/edk6mNSu / https://lnkd.in/ezfke64k

12. Deletion of Section 44A – Application of this Part Irrespective of Wages of Female Employee [删除第44A条 – 无论女雇员的工资如何，本部分都适用] https://lnkd.in/eUbtB5ia / https://lnkd.in/egngtPPf

13. Amendment of Section 57 – Termination of Contract [第57条的修订 — 合同的终止] https://lnkd.in/eFabDdsA / https://lnkd.in/ensjPPJJ

14. Amendment of Section 57A – Employment of Foreign Domestic Employee [第57A条的修订 — 外籍家庭雇员的雇用]’ https://lnkd.in/eNfhVrUC / https://lnkd.in/e94QMAZB

15. Amendment of Section 57B – Duty to inform Director-General of Termination of Service of Foreign Domestic Employee [第57B条的修订 – 通知总监终止外籍家庭雇员服务的义务] https://lnkd.in/eFyc27Wn / https://lnkd.in/eeggM_AN

16. Amendment of Section 60A – Hours of Work and Working at Night [第60A条的修订 – 工作时间每周48改成45小时和夜间工作] https://lnkd.in/eHJwU4T5 / https://lnkd.in/eMaDPbtX 17. Amendment of Section 60C – Shift Work [第60C条的修订 — 轮班工作] https://lnkd.in/eRwwe6ie / https://lnkd.in/ev42tQky

18. Amendment of Section 60F – Sick Leave [第60F条的修订 – 病假] https://lnkd.in/ektGrFZa / https://lnkd.in/euJUaheG

19. New Section 60FA – 7-day Paternity Leave [新的第60FA条 – 7天陪产假] https://lnkd.in/e4jNjTdv / https://lnkd.in/ertbkK65

20. Substitution of Section 60k – Employment of Foreign Employee [取代第60K条 – 外国雇员的雇用] https://lnkd.in/e_YEsZJD / https://lnkd.in/e_YEsZJD

21. New Section 60KA – Termination of Employment of Foreign Employee, etc. [新的第60KA条 – 外国雇员的终止雇用等等] https://lnkd.in/ebBbEQFR / https://lnkd.in/ejCpzEmb

22. Deletion of Section 60L – Director-General may inquire into Complaint [删除第60L条 – 总监可对投诉进行调查] https://lnkd.in/eiG7iSP8 / https://lnkd.in/eYjZDYSy

23. New Part XIIC – Flexible Working Arrangement [新的第XIIC部分 – 弹性工作安排] https://lnkd.in/ewW8gxqi / https://lnkd.in/e-5CYfr6

24. Amendment of Section 69 – Director General’s Power to Inquire into Complaints [第69条的修订 – 总监调查投诉的权力] https://lnkd.in/eDwVsqPw / https://lnkd.in/e97eY-fw

25. Deletion of Sections 69B, 69C, 69D and 69E [删除第69B、69c、69D和69E条] https://lnkd.in/ek-T48M7 / https://lnkd.in/eu9BRFBF 25. New Section 69F – Discrimination in Employment [新的第69F条 — 就业中的歧视 ] https://lnkd.in/e6_-G8rZ / https://lnkd.in/eVjS9Q7S

26. Amendment of Section 70 – Procedure in Director General’s Inquiry [第70条的修订 – 总监调查的程序] https://lnkd.in/e6_-G8rZ / https://lnkd.in/eVjS9Q7S

27. Amendment of Section 73 – Prohibitory Order by Director General to Third Party [第73条的修订 – 总监向第三方发出的禁止令] https://lnkd.in/e6_-G8rZ / https://lnkd.in/eVjS9Q7S

28. Amendment of Section 77 – Appeal Against Director General’s Order to High Court [对第77条的修订 – 对总监的命令向高庭提出上诉] https://lnkd.in/eqZbmb_h / https://lnkd.in/eEbjDkc3

29. Amendment of Section 81F – Offence [第81F条的修订 – 罪行] https://lnkd.in/eqZbmb_h / https://lnkd.in/eEbjDkc3

30. Deletion of Section 81G – Application of this Part [Sexual Harassment] Irrespective of Wages of Employee [删除第81G条 – 无论雇员的工资如何， 本部分 [性骚扰] 都适用] https://lnkd.in/eTsj62rE / https://lnkd.in/eJQFdzx7

31. New Section 81H – Notice on Sexual Harassment [新的第81H条 – 关于性骚扰的告示牌] https://lnkd.in/ejyK7uCB / https://lnkd.in/eP8GYYNT

32. Amendment of Section 82 – Service of Summons [第82条的修订 – 传票的送达] https://lnkd.in/eGMUvfca / https://lnkd.in/e22hZMhN

33. Amendment of Section 84 – Jurisdiction [第84条的修订 – 管辖权] https://lnkd.in/eG-BXhAi / https://lnkd.in/e_gTbnbT

34. Amendment of Section 86 – Saving clause as to Civil Jurisdiction of Courts [第86条的修订 – 关于法院民事管辖权的保留条款] https://lnkd.in/es6Qjq-A / https://lnkd.in/eHaCZbBK

35. New Section 87A – Court Order for Payments due to Employee [新的第87A条 – 法院命令向雇员支付应付款项] https://lnkd.in/eTGFdrP6 / https://lnkd.in/eJ9ZRA4E

36. New Section 90B – Forced Labour [新的第90B条 – 强迫劳动] https://lnkd.in/e_JXjVxf / https://lnkd.in/eq-VRqWU

37. Deletion of Section 93 – Offences and Penalties Under Part VIII [删除第93条 – 第八部分规定的罪行和处罚] https://lnkd.in/eDu2qZeK / https://lnkd.in/ebPvZFP9

38. Amendment of Section 99A – General Penalty [第99A条的修订 – 一般处罚] https://lnkd.in/euzRGshx / https://lnkd.in/ena5j6ZB

39. New Section 101C – Presumption as to Who is an Employee and Employer [新条款101C – 关于谁是雇员和雇主的推定] https://lnkd.in/e2KX3QiB / https://lnkd.in/eFHjknmX

40. Amendment of Section 102 – Regulations [第102条的修订 – 条例] https://lnkd.in/e8UxFucD / https://lnkd.in/e8PVAmeH

41. Saving and Transitional [节约条款及过渡性] https://lnkd.in/ehife2BB / https://lnkd.in/ekQAtgmJ

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