Understand the terms in your dismissal case
Look up the words in your termination letter that nobody explained.
A termination letter, a show-cause notice or a settlement meeting often uses formal words without explaining them. Representation, conciliation and domestic inquiry (an internal company hearing into alleged misconduct) are dropped in as if every reader knows them.
This glossary defines those terms in plain language. Each entry links to a fuller page on this site, so a short definition is never the end of the trail.
A worked example
A worker dismissed without just cause or excuse may make a Section 20 representation within 60 days of the dismissal.1 A representation is the written claim saying the dismissal was unfair.
That one sentence holds several terms this glossary defines separately: representation, the Director General and reinstatement, meaning getting your job back.
Burden of proof is another common question. At the Industrial Court the employer must show the dismissal was for just cause and excuse, and the worker does not have to prove it was unfair.2
How to use it
Search or scroll for the exact word from your letter and read the short definition. Follow the link if you want the full explanation with sources.
The glossary is trilingual. A term looked up in Malay or Chinese leads to the same explanation, written naturally rather than translated word for word.
For the process step by step, see Section 20 representation and JPPM conciliation, a meeting run by an officer to help both sides settle.
For a court decision behind a term, read the landmark case explainers. For the exact provisions, see the statute section explainers.
Once you know the terms, the deadline calculator shows where your own 60-day window stands.
Your next step
This glossary explains language. It does not tell you what to do in your own case.
If a term in your letter applies to you and you want a lawyer to act, request lawyer contact first; only after an identified independent lawyer has contacted you and specifically requested the material, send the letter and your dates. An independent lawyer may review the facts and replies about whether and how they can act.
If a term in your own dismissal letter is part of a claim you are considering, an independent lawyer can review your document and advise whether to act.
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
Why does this glossary matter if I already read the letter I got?
Termination and show-cause letters often use formal terms like representation, conciliation or domestic inquiry without explaining them. Knowing what each term means helps you understand what is actually happening to your case and what comes next.
Are these definitions legally binding wording?
No. They are plain-language explanations written for a worker, not the exact statutory text. For the source wording, see our statute explainers, which link back to the official text.
What does JPPM stand for?
JPPM is short for Jabatan Perhubungan Perusahaan Malaysia, the Department of Industrial Relations. It is the government office that receives your written claim and runs the settlement meeting before any court referral.
Sources
- 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
- The burden of proof lies on the employer to show that a dismissal was for just cause and excuse. Mah Weng Kwai & Associates
Keep reading
If a term in your own dismissal letter is part of a claim you are considering, an independent lawyer can review your document and advise whether to act.
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.