Forced To Resign In Kepong?
A demotion or pay cut at your Kepong workplace pushed you out.
Kepong is a north-west Kuala Lumpur district built around warehouses, timber and furniture factories, with dense housing close by.
If a demotion or pay cut forced you to resign from one of these jobs, the law can treat it as a dismissal.
Why the timing matters
You have 60 days from your resignation to lodge a written representation under Section 202. The deadline is the same on a factory floor and in a warehouse.
Missing it can close off the claim, even where the treatment was clearly unfair.
Where the claim is heard
The Industrial Court headquarters is in Kuala Lumpur, and Kepong is part of the city. Your case gets there after conciliation through the Industrial Relations Department.
The written Section 20 representation starts that process. Solicitors cannot represent either side once conciliation is arranged.
Pressure in local workplaces
Factory, timber, wholesale and warehouse employers near Kepong Metropolitan Park sometimes use a demotion to push someone out. Read how constructive dismissal is decided to weigh whether your change was serious enough to count.
Building your case
Courts check four conditions1:
- a fundamental breach by your employer
- that the breach was serious
- that you resigned because of it
- that you did not wait too long before resigning
Write down what happened in order, with dates. Keep any letter or message that records the demotion, pay cut or transfer.
Photos of a changed workstation or route sheet can show that your role was cut, not just adjusted for business reasons.
If you want a lawyer to act, send the date you resigned and what changed. An independent lawyer serving Kepong reviews the facts and may reply about whether and how they can act.
If you were pushed into resigning from a Kepong factory, warehouse or wholesale job and want a lawyer to act, send the date it ended and what your employer did. An independent lawyer serving Kepong may review whether it is worth pursuing.
For people seeking legal representation. For general information, please use our guides and tools.
First contact: general facts only, such as date, location, employment status and a short summary. Keep documents private until an identified independent lawyer contacts you and specifically requests them.
Common questions
I worked at a timber or furniture factory near Kepong Metropolitan Park. Does factory work fit this test?
Yes. Factory and warehouse roles are judged like any other job. What matters is whether your employer's conduct broke the contract at its root, not the industry you worked in.
How long do I have after resigning from a Kepong job?
The 60-day window applies, running from your resignation date. It is the deadline for lodging your written representation with the Director General of Industrial Relations under Section 20.
I was moved from the factory floor to a storage yard on lower pay. Could that support a claim?
A demotion with a pay cut is one of the patterns courts look at when deciding whether a resignation was forced. Whether it succeeds depends on how serious the change was and how quickly you responded.
Sources
- To succeed in a constructive dismissal claim a worker must show a fundamental breach by the employer, that the breach was serious, that they resigned in response to it, and that they did not delay too long before resigning, as summarised in Anwar Abdul Rahim v Bayer (M) Sdn Bhd. Thomas Philip Advocates & Solicitors
- A worker dismissed without just cause or excuse may make a written representation to the Director General of Industrial Relations seeking reinstatement within 60 days of the dismissal under Section 20 of the Industrial Relations Act 1967. Mah Weng Kwai & Associates
Keep reading
If you were pushed into resigning from a Kepong factory, warehouse or wholesale job and want a lawyer to act, send the date it ended and what your employer did. An independent lawyer serving Kepong may review whether it is worth pursuing.
For people seeking legal representation. For general information, please use our guides and tools.
First contact: general facts only, such as date, location, employment status and a short summary. Keep documents private until an identified independent lawyer contacts you and specifically requests them.