马来西亚人力资源部呼吁雇主为开斋节提供弹性休假安排
作者：东南亚合规中心编辑团队
TL;DR · 核心要点
马来西亚人力资源部响应首相安华宣布开斋节额外公共假日，正式呼吁雇主为员工提供弹性休假安排，以支持工作与生活平衡。关键合规信息包括：1）该呼吁基于《1955年雇佣法令》及《1951年假期法令》精神，虽非强制性法律修订，但具政策指导效力；2）适用于所有受雇于马来西亚的本地及外籍员工（含EP/SP/LTVP持有者）；3）弹性安排可包括错峰休假、调休、远程办公衔接等，须经双方协商并书面确认；4）企业需确保不因员工行使弹性休假权而减薪、降级或影响年终绩效评估。对企业实际影响：需在开斋节前（通常为伊斯兰历闪瓦鲁月29日公布后7日内）完成内部政策微调与员工沟通，避免劳资纠纷及违反《雇佣法令》第60D条关于合理休假保障的原则性义务。
✅ 合规行动清单 · Compliance Checklist
- ›在开斋节官方公告发布后7日内，与员工书面协商并记录弹性休假安排（如错峰休假、调休或远程衔接）
- ›审查现行《雇佣合同》与《员工手册》，补充弹性休假适用条款，确保符合《1955年雇佣法令》第60D条精神
- ›向人力资源部劳动处（JTKSM）备案重大休假政策调整（如全员弹性方案），以备合规核查
- ›Document and mutually agree on flexible leave arrangements (e.g., staggered holidays, time-in-lieu, remote work bridging) within 7 days of the official Hari Raya holiday announcement.
- ›Amend employment contracts and employee handbooks to include flexible leave provisions aligned with Section 60D of the Employment Act 1955.
- ›Notify the Labour Department (Jabatan Tenaga Kerja Semenanjung Malaysia) if implementing company-wide flexible leave policy changes.
English Summary
Malaysia’s Human Resources Ministry has urged employers to implement flexible leave arrangements for employees ahead of Hari Raya Aidilfitri, following the Prime Minister’s announcement of an additional public holiday. While not a statutory amendment, this directive aligns with the Employment Act 1955 (Section 60D on leave entitlements) and Holidays Act 1951, carrying strong regulatory expectation. It applies to all private-sector employers in Malaysia, including those hiring foreign workers under EP/SP/LTVP. No formal deadline is set, but implementation should occur before the official Hari Raya holiday period (typically announced 7 days prior by the Ministry of Home Affairs). Employers must document mutual agreement on flexible arrangements and ensure no adverse employment action results from their use. Failure to accommodate reasonable requests may expose employers to scrutiny under the Industrial Relations Act 1967 or complaints to the Labour Department. Foreign businesses operating in Malaysia should review HR policies, update internal leave protocols, and train line managers on inclusive, compliant holiday management.
⚡ 这篇文章的要点太复杂？让 AI 帮你 30 秒解读
立即咨询 →