Dismissed From a Mont Kiara Employer
Let go by a Mont Kiara multinational or school and unsure what happens next?
Mont Kiara is built around multinational corporate offices, international schools and professional services firms clustered near Publika and Plaza Mont Kiara. Many staff there are managers or professionals.
That mix brings a particular problem. Termination letters here sometimes follow a head office template from another country, rather than the process Malaysian law actually requires.
Who does this page speak to?
This applies if a Mont Kiara multinational, international school or professional services firm dismissed you or told you your contract would not renew. Job title or pay does not change that.
Section 20 covers all workmen, including senior and highly paid employees, even where certain Employment Act benefits are limited by wage.2 A Mont Kiara employer still has to show just cause, whatever its internal policy says.
Where is a Mont Kiara case heard?
Mont Kiara sits within Kuala Lumpur, where the Industrial Court has its headquarters. JPPM tells you which Industrial Court branch hears the case.
Conciliation comes first, through the JPPM office for Kuala Lumpur (Jabatan Perhubungan Perusahaan Malaysia).
A written representation must reach the Director General of Industrial Relations within 60 days of your dismissal.1
Multinational HR processes can move slowly. Check your date against the deadline calculator rather than waiting for an internal appeal to finish.
What is different about working here?
Contracts at Mont Kiara multinationals often reference a group policy or a notice period drafted for a different country’s law. None of that automatically overrides Section 20.
If your letter cites a notice period from another country’s law, compare it with your Malaysian contract before you reply.
What should you hold onto before you act?
Keep your employment contract, any group HR policy you were given, appraisal records and the termination letter itself. A cross-border employer’s internal paperwork can actually help your case.
Documenting exactly what policy was cited against you is worth doing properly. That record supports a Section 20 representation.
If your role reported to a manager based overseas, save those emails too. They often show how the decision was made, not just how it was announced locally.
If 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.
If you want an employment lawyer to take your Mont Kiara dismissal on, send the date and what happened. An independent employment lawyer may review the facts and replies about whether and how they can 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
My employer in Mont Kiara is a regional headquarters and cited head office policy in my termination letter. Does that override Malaysian law?
No. Wherever the policy was written, a dismissal carried out in Malaysia is judged under Malaysian law, including Section 20. Head office instructions can explain why a decision was made, but they do not replace the just cause requirement here.
I earned well above the Employment Act wage threshold at a Mont Kiara multinational. Am I still covered?
Yes. Section 20 covers all workmen regardless of salary, even though some Employment Act benefits are limited by wage. A senior manager or professional at a Mont Kiara employer keeps the same right to bring a claim as any other worker.
Where would a Mont Kiara case be heard?
JPPM tells you which Industrial Court branch hears the case. Conciliation comes first through the JPPM office for Kuala Lumpur.
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 unfair dismissal route under Section 20 covers all workmen, including employees earning above RM4,000 a month, even though some Employment Act benefit provisions are limited by wage. MECA, Industrial Relations Act 1967 Guide
Keep reading
If you want an employment lawyer to take your Mont Kiara dismissal on, send the date and what happened. An independent employment lawyer may review the facts and replies about whether and how they can 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.