Statutory Payroll Contributions In Malaysia
Employees Provident Fund
The compulsory contributions under the Employees Provident Fund (EPF) Act 1991:
|Age Group 60 years and below|
|Employers||a) Monthly wages RM5,000 and below – Minimum of 13% of the employees’ monthly wages
b) Monthly wages exceed RM 5,000 – Minimum 12% of the employees’ monthly wages
|Employees||Minimum of 11% of the employees’ monthly wages @|
|[Third Schedule (Part A) of the EPF Act 1991]|
|Age Group 60 – 75 years and below|
|Employers||a) Monthly wages RM 5,000 and below – Minimum of 6.5% of the employees’ monthly wages
b) Monthly wages exceed RM 5,000 – Minimum of 6% of the employees’ monthly wages
|Employees||Minimum of 5.5% of the employees’ monthly wages @|
|[Third Schedule (Part C) of the EPF Act 1991]|
@ The Employees Provident Fund (EPF) clarifies that the reduction of the statutory contribution rate for employees from 11% to 8% is for employees below age 60 while the reduction from 5.5% to 4% is for employees above age 60, starting from March 2016 wage/salary until December 2017.
The reduction in the contribution rate involves two categories of employees:
a) Members/employees below age 60
The reduction of contribution rate from 11% to 8% is subject to the amount of wage/salary as stipulated in Part A and Part B of the Employees Provident Fund Order (Amendments to the Third Schedule) 2016, EPF Act 1991.
b) Members/employees above age 60
The reduction of contribution rate from 5.5% to 4% is subject to the amount of wage/salary as stipulated in Part C and part D of the Employees Provident Fund Order (Amendments to the Third Schedule) 2016, EPF Act 1991.
The contribution rate for employers, however, remains at the current rate.
The rates of contribution for employers and employees effective 1 March 2016 can be referred to the Third Schedule, EPF Act 1991 (click here to download). Employers must refer to the schedule for payment of contribution.
Foreign workers and expatriates
All foreign workers and expatriates and their employers are exempted from compulsory contributions. They can, however, choose to contribute and the applicable rates are as follows:
|Age Group 60 years and below|
|Employers||RM5.00 per employee per month|
|Employees||11% of the employees’ monthly wages|
|[Third Schedule (Part B) of the EPF Act 1991]|
|Age Group 60-75 years and below|
|Employers||RM5.00 (US$1.56) per employee per month|
|Employees||5.5% of the employees’ monthly wages|
|[Third Schedule (Part D) of the EPF Act 1991]|
Source: Employees Provident Fund – www.kwsp.gov.my
Social Security Organisation (SOCSO)
The Social Security Organisation (SOCSO) administers two social security schemes for workers earning wages not exceeding RM4,000 per month (Amendments with effective 1 Jun 2016). Once covered, employees remain covered irrespective of their wages. However, the maximum contribution is based on wages of RM4,000 per month (Amendments with effective 1 Jun 2016).
There are two schemes administered by SOCSO Act, namely:
- Employment Injury Scheme which provides social insurance coverage against workplace accidents, occupational diseases and commuting accidents to and from place of work.
- Invalidity Pension Scheme provides 24 hours coverage against invalidity arising from any cause and not necessarily relating to work environment.
Under these schemes workers are entitled to medical benefits; temporary and permanent disablement benefits; constant attendance allowance; dependent’s benefit or survivors pension; funeral, rehabilitation, education benefits; and invalidity pension.
The Employment Injury Scheme is funded solely by the employer with the contribution of 1.25% and the Invalidity Scheme is funded with the contribution of 1% which is shared equally by employers and employees. This rate of contribution is capped at the invaluable wage of RM4,000. This contribution is mandatory by law.
All Malaysian employees including permanent residence whom have been employed by an employer under a contract of service or apprenticeship are liable under SOCSO’s act.
Categories of employees exempted from SOCSO’s coverage are:
- Employees of Federal and State Government (except employees who are employed as temporary or contract employees are liable under the Act effective from 1 June 2013)
- Domestic servants
- Spouse of a sole proprietor or partners
- Foreign workers (since 1 April 1993)
Source: Social security Organisation (SOCSO) – www.perkeso.gov.my
Human Resources Development Fund (HRDF)
The Human Resource Development Fund (HRDF) operates on the basis of a levy/grant system. Employers who have paid the Human Resources Development levy will qualify for training grants from the HRDF to defray or subsidise training costs for their Malaysian employees.
Companies from Manufacturing and Mining and Quarrying* sectors covered under the Pembangunan Sumber Manusia Berhad Act, 2001 are as follows:
|Categories of Employers||Rate of Levy Contributions|
|Employers with 50 Malaysian employees and above||1% of employees’ monthly wages|
|Employers with 10 to 49 Malaysian employees with a paid-up capital of RM2.5 million and above||1% of employees’ monthly wages|
|Employers with 10 to 49 Malaysian employees with a paid-up capital of less than RM2.5 million are given the option to register with HRDF||0.5% of employees’ monthly wages|
*Effective from 1 June 2014, the coverage under the Pembangunan Sumber Manusia Berhad Act, 2001 has been extended to cover sub-sectors under the Mining and Quarrying Sector that comprises companies with the business activities of petroleum and gas extraction and mineral and stone quarrying.
Source: Pembangunan Sumber Manusia Berhad (PSMB) – www.hrdf.com.my
General DOs & DON’Ts for EPF/SOCSO/HRDF contributions and Monthly Tax Deductions (MTD) submissions
- Must pay by 15th of the following month or immediate preceding day if it falls on a weekend or Public Holiday.
- Advisable to include a reasonable time frame for cheque/payment clearance. Otherwise any subsequent payments after the deadline due to payment(s) returned will subject to late payment penalty.
Summary of Employment Laws in Malaysia
Employment of Expatriates in Malaysia
Summary of Immigration Process
Company’s Paid Up Capital Requirements for Employment of Expatriate
Requirements to Apply for Expatriate Employment Pass
Approvals Required from Agencies/ Regulatory Bodies for Employment Pass Application
List of Positions Not Applicable for Expatriate Positions