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Compliance & Penalties
Some of this training is required by Malaysian law. Here's what each law requires and the penalty for skipping it.
A summary for general guidance, not legal advice. Figures are the penalties set by the law cited — most are maximums.
MACC Act 2009, s17A
A company is liable when anyone acting for it gives a bribe. Its main defence is "adequate procedures" — including staff training.
Penalty: At least 10× the bribe or RM1 million (whichever is higher), up to 20 years' jail
PDPA 2010, as amended by the PDPA (Amendment) Act 2024
Employee and customer data must be protected; many organisations need a Data Protection Officer and must report data breaches within 72 hours.
Penalty: Up to RM1 million, 3 years' jail, or both
Employment Act 1955, s99A · Industrial Relations Act 1967
HR must apply the Employment Act correctly — working hours, leave, overtime, termination and a due inquiry before dismissing for misconduct.
Penalty: Up to RM50,000 per offence; unfair dismissal can mean reinstatement or up to 24 months' back wages
How It Works
Customised sessions built around your team's needs and delivered for your company. HRD Corp claimable.
Join open classes with professionals from other companies. An affordable way to upskill individuals and small teams.
Online, hybrid and physical training sessions available across Malaysia.
Under HRD Corp Employer Circular No. 2/2026 (effective 15 June 2026), in-house training can only start at least 14 calendar days after the training grant is approved, and must start within 90 days of approval. Training that begins without an approved grant is not eligible for claims or reimbursement.
Yes, in Peninsular Malaysia and Labuan — since 1 January 2023 it covers all employees regardless of salary. Overtime, rest-day and holiday pay rates and termination benefits still apply only to those earning up to RM4,000 or doing manual work. Sabah and Sarawak have their own Labour Ordinances.
Key changes: a 45-hour work week (down from 48), 98 days' maternity leave, 7 days' paternity leave, the right to request flexible working, and a duty to display a sexual harassment awareness notice.
The general penalty under Section 99A is up to RM50,000 per offence. Separately, if the Industrial Court finds a dismissal unfair, it can order reinstatement or up to 24 months' back wages.
Yes, for misconduct dismissals. Section 14 of the Employment Act 1955 requires a due inquiry, and the Industrial Court checks that the process was fair. Our domestic inquiry course shows HR teams how to do it right.
Since the PDPA (Amendment) Act 2024: fines of up to RM1 million and/or 3 years' jail, a Data Protection Officer for many organisations, and data breach notification within 72 hours. Employee and job-applicant data is covered.
Under Section 17A of the MACC Act 2009, a company can be fined at least 10 times the bribe or RM1 million (whichever is higher), with up to 20 years' jail. Its main defence is having adequate procedures — including staff training.
