Abstract:
Managing employees’ dismissals and redundancies in Malaysia involves navigating complex legal frameworks designed to protect worker rights. Governed by the Employment Act 1955 and the Industrial Relations Act 1967, employers must adhere to principles of fairness, ensuring valid justifications for dismissals, such as misconduct or redundancy. Procedural fairness is crucial; employers are required to conduct due inquiries and provide appropriate notice before termination. The rise of economic challenges, particularly during the COVID-19 pandemic, has heightened the importance of understanding these legal obligations. Organizations must implement transparent processes to mitigate risks associated with unfair dismissal claims and enhance workplace stability.
