Read the actual law behind your dismissal

The Industrial Relations Act 1967 and the Employment Act 1955 are hard to read without legal training. Yet the exact wording still matters to your case.

We write each explainer from the official statute text on legislation portals. We cite the source and the date we checked it, so you can verify the explanation yourself.

Section 20 covers more workers than many expect

Section 20 is the provision most workers meet first. It covers all workmen, including employees earning above RM4,000 a month, even though some Employment Act benefit provisions are limited by wage.¹

Some workers assume their salary puts them outside protection. The unfair dismissal route does not work that way.

A recent change

Employment Act amendments in force from 1 January 2023 extended coverage to all employees regardless of wage. They also prohibit terminating an employee because she is pregnant.²

How to use it

Find the provision named in your letter, notice or research and read the plain explanation. Follow the citation if you want the exact wording.

Each explainer links to the process page where that provision applies, so the law always leads to a next step.

For the process built around Section 20, see Section 20 representation and JPPM conciliation. JPPM is the Jabatan Perhubungan Perusahaan Malaysia, the Department of Industrial Relations.

The Industrial Court applies these provisions in the end. Our glossary defines the terms, and the landmark case explainers show how courts have read them.

Before any deadline tied to a provision passes, check the deadline calculator to see where your 60-day window stands.

Your next step

This page explains the law. It does not tell you how the law applies to your dismissal.

If a section looks like it fits and you want a lawyer to act, send your dates and what happened. An independent lawyer may review the facts and replies about whether and how they can act.