More Control Over Schedules With Flexible Work Arrangements For Malaysian Employees
Human Resources Minister Steven Sim Chee Keong stated that Malaysian workers can apply for flexible working arrangements (aturan kerja anjal). According to him, the time, days, and location of work will be related to their employment, referring to Sections 60P and 60Q of the Employment Act 1955. He highlighted that employers must respond to their employees’ requests in 60 days. In a case where the employer rejects the application, they must justify their grounds for rejecting it in written form.
The Minister also announced that the Human Resource Ministry (abbreviated as KESUMA) is continuously reviewing and improving labour policies and laws for the well-being of employees. This ongoing effort aims to support the 3Ks – employee welfare (kebajikan), skills development (kemahiran), and performance (keberhasilan pekerja). Through this, the Ministry of Human Resources aims to improve Malaysia’s economic competitiveness on a global scale.
Replicating Singapore’s Move Locally
Following Singapore’s recent adoption of a four-day workweek, remote work options, and flexible scheduling, Malaysia has also announced its own set of flexible work arrangements. These new arrangements are outlined in Singapore’s Tripartite Guidelines by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). TAFEP is a collaborative effort of the Ministry of Manpower, the National Trades Union Congress (NTUC), and the Singapore National Employers Federation (SNEF). These bodies have one goal in common for TAFEP — to ensure well-rounded and progressive employment practices are in place.
With that said TAFEP’s guidelines reflect on promoting inclusivity and adaptability in the workforce. The changes are expected to be set in for Singaporeans in December this year.
Working Arrangements Post COVID-19
After mobility came to a halt in March 2020 due to the pandemic, employers worldwide adopted work-from-home practices to keep their operations going. As the pandemic became more controlled, employees were asked to return to offices and could no longer enjoy the privilege of working from home. Nevertheless, it also demonstrated the feasibility and appeal of remote work for many. Callistus Antony D’Angelus of the Social Protection Contributors Advisory Association Malaysia (SPCAAM) seconded this preference.
He has called upon the government to revisit labour laws to empower employees with greater control over their work arrangements. D’Angelus argues that current laws (citing the Employment Act as an example) are outdated. Therefore, they do not reflect today’s workforce’s ever-growing and changing needs. SPCAAM advocates and acknowledges the importance of work-life balance, especially considering the growing awareness of mental health in the workplace.
This aligns with the global shift (including Singapore), which is moving towards flexible work arrangements. On top of that, this move would also benefit employees across Malaysia, particularly those in Sabah and Sarawak, who might face additional challenges under the current system.
What This Means For The Future of Malaysian Employees
While it is not a guaranteed right, the law enables Malaysian employees to make a case for their respective reasons to apply for flexible work hours. The final decision still depends on the employer and employment contract. This significant shift empowers Malaysian employees to achieve a better work-life balance.
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