Your Sentul Employer Shut Down Suddenly
Your employer in Sentul closed its doors and left you without notice or pay.
Redevelopment around Sentul Park is reshaping an area with an old railway workshop past. Small retail, food and beverage and trade businesses sit close together here, and some close or change hands.
A closed shopfront does not close off what an employee is owed.
Who does this page speak to?
If a small Sentul business shut its doors without warning, whether from redevelopment, a lease ending or the owner giving up, this page is for you. A closure is still a form of dismissal under Section 20.
The burden sits with the employer to show a dismissal, including one caused by closure, was for a genuine reason.2 A worker does not have to prove the closure was fake.
Where is a Sentul case heard?
Sentul sits inside Kuala Lumpur, where the Industrial Court has its headquarters. Conciliation comes first through the JPPM office for Kuala Lumpur (Jabatan Perhubungan Perusahaan Malaysia), and JPPM tells you which Industrial Court branch will hear it.
A written representation must reach the Director General of Industrial Relations within 60 days of your dismissal.1
For a closure, that date is usually the day the business stopped operating. Confirm it with the deadline calculator.
What is different about working here?
Small Sentul businesses often close quietly, without a formal announcement. The exact closure date can be unclear unless you note it down yourself.
What should you hold onto before you act?
Keep your last payslip, any message from your employer about the closure, and a note of the exact date the shop stopped operating. That record matters, alongside documenting what you are owed.
A Section 20 representation is built from exactly that kind of record. A former coworker’s account of the same closure can strengthen it further.
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 your Sentul employer closed on you without proper notice and you want a lawyer to pursue what is owed, 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
The shop I worked at in Sentul closed with no warning. Am I still owed anything?
A closure does not automatically clear an employer of what it owes. Outstanding wages, notice pay and any accrued leave are generally still due. If the closure was used to avoid dealing fairly with a specific worker, that can be challenged too.
My employer in Sentul said the building was being redeveloped and that is why the business closed. Does that end the matter?
Redevelopment can be a genuine reason for a business to close, but the employer still has to show the closure was real and not just a convenient excuse. Ask for anything in writing about the redevelopment and keep it alongside your own records.
Where would a claim from Sentul be heard?
Sentul sits inside Kuala Lumpur, where the Industrial Court has its headquarters, and the JPPM office for Kuala Lumpur handles conciliation first. JPPM tells you which Industrial Court branch hears the case.
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 your Sentul employer closed on you without proper notice and you want a lawyer to pursue what is owed, 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.