{"id":7510,"date":"2025-02-25T03:37:12","date_gmt":"2025-02-25T03:37:12","guid":{"rendered":"https:\/\/fareezbiz.com\/crm\/?page_id=7510"},"modified":"2025-04-15T06:12:12","modified_gmt":"2025-04-15T06:12:12","slug":"employee-benefits","status":"publish","type":"page","link":"https:\/\/fareezbiz.com\/crm\/start-business\/managing-business\/employee-benefits\/","title":{"rendered":"Employee Benefits"},"content":{"rendered":"\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul class=\"wp-block-social-links has-small-icon-size has-icon-color is-style-default is-content-justification-left is-layout-flex wp-container-core-social-links-is-layout-b192c3d7 wp-block-social-links-is-layout-flex\"><li style=\"color:var(--ast-global-color-5)\" class=\"wp-social-link wp-social-link-facebook has-ast-global-color-5-color wp-block-social-link\"><a href=\"https:\/\/www.facebook.com\/fareezlaw\" class=\"wp-block-social-link-anchor\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M12 2C6.5 2 2 6.5 2 12c0 5 3.7 9.1 8.4 9.9v-7H7.9V12h2.5V9.8c0-2.5 1.5-3.9 3.8-3.9 1.1 0 2.2.2 2.2.2v2.5h-1.3c-1.2 0-1.6.8-1.6 1.6V12h2.8l-.4 2.9h-2.3v7C18.3 21.1 22 17 22 12c0-5.5-4.5-10-10-10z\"><\/path><\/svg><span class=\"wp-block-social-link-label screen-reader-text\">Facebook<\/span><\/a><\/li>\n\n<li style=\"color:var(--ast-global-color-5)\" class=\"wp-social-link wp-social-link-linkedin has-ast-global-color-5-color wp-block-social-link\"><a href=\"https:\/\/my.linkedin.com\/company\/fareezlaw\" class=\"wp-block-social-link-anchor\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M19.7,3H4.3C3.582,3,3,3.582,3,4.3v15.4C3,20.418,3.582,21,4.3,21h15.4c0.718,0,1.3-0.582,1.3-1.3V4.3 C21,3.582,20.418,3,19.7,3z M8.339,18.338H5.667v-8.59h2.672V18.338z M7.004,8.574c-0.857,0-1.549-0.694-1.549-1.548 c0-0.855,0.691-1.548,1.549-1.548c0.854,0,1.547,0.694,1.547,1.548C8.551,7.881,7.858,8.574,7.004,8.574z M18.339,18.338h-2.669 v-4.177c0-0.996-0.017-2.278-1.387-2.278c-1.389,0-1.601,1.086-1.601,2.206v4.249h-2.667v-8.59h2.559v1.174h0.037 c0.356-0.675,1.227-1.387,2.526-1.387c2.703,0,3.203,1.779,3.203,4.092V18.338z\"><\/path><\/svg><span class=\"wp-block-social-link-label screen-reader-text\">LinkedIn<\/span><\/a><\/li>\n\n<li style=\"color:var(--ast-global-color-5)\" class=\"wp-social-link wp-social-link-instagram has-ast-global-color-5-color wp-block-social-link\"><a href=\"https:\/\/www.instagram.com\/fareezlaw_\" class=\"wp-block-social-link-anchor\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M12,4.622c2.403,0,2.688,0.009,3.637,0.052c0.877,0.04,1.354,0.187,1.671,0.31c0.42,0.163,0.72,0.358,1.035,0.673 c0.315,0.315,0.51,0.615,0.673,1.035c0.123,0.317,0.27,0.794,0.31,1.671c0.043,0.949,0.052,1.234,0.052,3.637 s-0.009,2.688-0.052,3.637c-0.04,0.877-0.187,1.354-0.31,1.671c-0.163,0.42-0.358,0.72-0.673,1.035 c-0.315,0.315-0.615,0.51-1.035,0.673c-0.317,0.123-0.794,0.27-1.671,0.31c-0.949,0.043-1.233,0.052-3.637,0.052 s-2.688-0.009-3.637-0.052c-0.877-0.04-1.354-0.187-1.671-0.31c-0.42-0.163-0.72-0.358-1.035-0.673 c-0.315-0.315-0.51-0.615-0.673-1.035c-0.123-0.317-0.27-0.794-0.31-1.671C4.631,14.688,4.622,14.403,4.622,12 s0.009-2.688,0.052-3.637c0.04-0.877,0.187-1.354,0.31-1.671c0.163-0.42,0.358-0.72,0.673-1.035 c0.315-0.315,0.615-0.51,1.035-0.673c0.317-0.123,0.794-0.27,1.671-0.31C9.312,4.631,9.597,4.622,12,4.622 M12,3 C9.556,3,9.249,3.01,8.289,3.054C7.331,3.098,6.677,3.25,6.105,3.472C5.513,3.702,5.011,4.01,4.511,4.511 c-0.5,0.5-0.808,1.002-1.038,1.594C3.25,6.677,3.098,7.331,3.054,8.289C3.01,9.249,3,9.556,3,12c0,2.444,0.01,2.751,0.054,3.711 c0.044,0.958,0.196,1.612,0.418,2.185c0.23,0.592,0.538,1.094,1.038,1.594c0.5,0.5,1.002,0.808,1.594,1.038 c0.572,0.222,1.227,0.375,2.185,0.418C9.249,20.99,9.556,21,12,21s2.751-0.01,3.711-0.054c0.958-0.044,1.612-0.196,2.185-0.418 c0.592-0.23,1.094-0.538,1.594-1.038c0.5-0.5,0.808-1.002,1.038-1.594c0.222-0.572,0.375-1.227,0.418-2.185 C20.99,14.751,21,14.444,21,12s-0.01-2.751-0.054-3.711c-0.044-0.958-0.196-1.612-0.418-2.185c-0.23-0.592-0.538-1.094-1.038-1.594 c-0.5-0.5-1.002-0.808-1.594-1.038c-0.572-0.222-1.227-0.375-2.185-0.418C14.751,3.01,14.444,3,12,3L12,3z M12,7.378 c-2.552,0-4.622,2.069-4.622,4.622S9.448,16.622,12,16.622s4.622-2.069,4.622-4.622S14.552,7.378,12,7.378z M12,15 c-1.657,0-3-1.343-3-3s1.343-3,3-3s3,1.343,3,3S13.657,15,12,15z M16.804,6.116c-0.596,0-1.08,0.484-1.08,1.08 s0.484,1.08,1.08,1.08c0.596,0,1.08-0.484,1.08-1.08S17.401,6.116,16.804,6.116z\"><\/path><\/svg><span class=\"wp-block-social-link-label screen-reader-text\">Instagram<\/span><\/a><\/li><\/ul>\n\n\n<h3 class=\"wp-block-heading has-text-align-center\" id=\"employee-benefits\">Employee Benefits<\/h3>\n\n\n<p class=\"has-text-align-center wp-block-paragraph\"><\/p>\n\n\n<h4 class=\"wp-block-heading has-text-align-center\" style=\"font-size:20px\" id=\"advantages-of-being-an-employee\">Advantages of Being an Employee<\/h4>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employee salaries or wages may vary based on factors such as academic qualifications, skills, work experience, and technical expertise related to the job offered by the organization. Compensation can also be structured according to daily working hours or sales commissions.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Effective <strong>February 1, 2025<\/strong>, Malaysia has increased its minimum monthly wage from RM1,500 to RM1,700. This adjustment applies to employers with <strong>five or more employees<\/strong> and those in professional sectors, regardless of workforce size.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h5 class=\"wp-block-heading\" id=\"wage-regulations-and-employment-act-compliance\">Wage Regulations and Employment Act Compliance<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">The <strong>Employment Act 1955 (Amendments 2012)<\/strong> sets minimum terms and conditions, primarily related to monetary benefits, for specific categories of workers. Under this Act:<\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li class=\"ticss-a87558ee\" style=\"font-size:15px\">Employers must pay employees no later than the <strong>7th day of the month<\/strong>.<\/li>\n\n\n\n<li>In the event of normal contract termination, final salary payments must be made <strong>on the same day<\/strong> the contract ends.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h5 class=\"wp-block-heading\" id=\"monetary-advances-to-employees\">Monetary Advances to Employees<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers may provide salary advances, but the total amount must not exceed the wages earned by the employee in the preceding month, except in cases where the advance is granted for:<\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li>Purchasing, building, or improving a house.<\/li>\n\n\n\n<li>Acquiring land.<\/li>\n\n\n\n<li>Buying livestock.<\/li>\n\n\n\n<li class=\"ticss-a87558ee\" style=\"font-size:15px\">Purchasing a motorcar, motorcycle, or bicycle.<\/li>\n\n\n\n<li>Acquiring shares of the employer\u2019s business offered for sale.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h5 class=\"wp-block-heading\" id=\"wage-deductions\">Wage Deductions<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Wages are <strong>not payable<\/strong> during periods when an employee is:<\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Imprisoned<\/strong><\/li>\n\n\n\n<li class=\"ticss-a87558ee\" style=\"font-size:15px\">Attending court, except as a witness on behalf of the employer<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers are generally <strong>prohibited<\/strong> from making unauthorized deductions from wages. However, deductions are permitted under specific circumstances, including:<\/p>\n\n\n\n<ol style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Correction of overpayment<\/strong> \u2013 if an error occurred within the past three months.<\/li>\n\n\n\n<li><strong>Indemnity payments<\/strong> owed by the employee to the employer.<\/li>\n\n\n\n<li><strong>Recovery of wage advances.<\/strong><\/li>\n\n\n\n<li><strong>Deductions required by law<\/strong>, such as EPF, SOCSO, and PCB contributions.<\/li>\n\n\n\n<li><strong>Deductions requested in writing by the employee<\/strong>, including:\n<ul class=\"wp-block-list\">\n<li>Payments to a registered trade union or cooperative society.<\/li>\n\n\n\n<li>Employee Share Option Scheme (ESOS) contributions.<\/li>\n\n\n\n<li>Payments to third parties on behalf of the employee.<\/li>\n\n\n\n<li>Purchases of goods from the employer\u2019s business.<\/li>\n\n\n\n<li>Rent, food, or other services provided by the employer under the contract of service.<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">The total deductions <strong>must not exceed 50%<\/strong> of an employee\u2019s monthly wages, except for:<\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li class=\"ticss-a87558ee\" style=\"font-size:15px\"><strong>Indemnity payments<\/strong> due to the employer.<\/li>\n\n\n\n<li><strong>Final salary payments<\/strong> for any outstanding debts owed to the employer.<\/li>\n\n\n\n<li><strong>Housing loan repayments<\/strong>, which may have an additional limit of 25%.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h5 class=\"wp-block-heading\" id=\"additional-employee-benefits\">Additional Employee Benefits<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers are legally allowed to provide non-cash benefits, such as <strong>housing, food, utilities, medical services, or other approved amenities<\/strong> in addition to wages. However, they <strong>cannot<\/strong> include intoxicating liquor as part of an employment contract.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Beyond wages, employees may also receive <strong>fringe benefits<\/strong>, which are non-wage compensations such as insurance, bonuses, allowances, and other perks designed to enhance employee well-being.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-columns-27bb9614\" class=\"wp-block-themeisle-blocks-advanced-columns has-2-columns has-desktop-equal-layout has-tablet-equal-layout has-mobile-collapsedRows-layout has-vertical-unset\"><div class=\"wp-block-themeisle-blocks-advanced-columns-overlay\"><\/div><div class=\"innerblocks-wrap\">\n<div id=\"wp-block-themeisle-blocks-advanced-column-0f273af9\" class=\"wp-block-themeisle-blocks-advanced-column\">\n<figure class=\"wp-block-image aligncenter size-full is-resized\"><img decoding=\"async\" width=\"16667\" height=\"16667\" src=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/7eaf9128-f6b1-4db4-bfdb-70f61cdfa2c4-Converted-01.png\" alt=\"\" class=\"wp-image-7512\" style=\"width:305px;height:auto\"\/><\/figure>\n<\/div>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-column-15feef9b\" class=\"wp-block-themeisle-blocks-advanced-column\"><h5 class=\"wp-block-heading\" id=\"employment-of-women\">Employment of Women<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers are prohibited from requiring female employees to work in any <strong>industrial or agricultural<\/strong> sector between <strong>10:00 PM and 5:00 AM<\/strong>. Additionally, female employees must be given a <strong>minimum of 11 consecutive hours of rest<\/strong> before starting their next work shift.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">However, the <strong>Director-General<\/strong> may grant exceptions upon request, allowing specific female employees or groups of employees to work during restricted hours, subject to any conditions imposed.<\/p>\n<\/div>\n<\/div><\/div>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer editorskit-no-mobile\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-columns-a726ddba\" class=\"wp-block-themeisle-blocks-advanced-columns has-2-columns has-desktop-equal-layout has-tablet-equal-layout has-mobile-collapsedRows-layout has-vertical-unset\"><div class=\"wp-block-themeisle-blocks-advanced-columns-overlay\"><\/div><div class=\"innerblocks-wrap\">\n<div id=\"wp-block-themeisle-blocks-advanced-column-7b032b10\" class=\"wp-block-themeisle-blocks-advanced-column\">\n<figure class=\"wp-block-image aligncenter size-full is-resized\"><img decoding=\"async\" width=\"16667\" height=\"16667\" src=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/4-01-Converted-01.png\" alt=\"\" class=\"wp-image-7513\" style=\"width:305px;height:auto\"\/><\/figure>\n<\/div>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-column-8c3eb5ee\" class=\"wp-block-themeisle-blocks-advanced-column\"><h5 class=\"wp-block-heading\" id=\"maternity-protection\">Maternity Protection<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">In Malaysia, <strong>maternity protection<\/strong> has been significantly enhanced to support female employees. As of <strong>January 1, 2023<\/strong>, under the Employment (Amendment) Act 2022, the <strong>maternity leave<\/strong> entitlement has been extended from <strong>60 to 98 consecutive days<\/strong> for each confinement.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Eligibility for Maternity Leave and Allowance:<\/strong><\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">A female employee is entitled to receive maternity leave and allowance if she:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"ticss-a87558ee\" style=\"font-size:15px\">Has been employed <strong>within four months<\/strong> preceding her confinement.<\/li>\n\n\n\n<li class=\"ticss-a87558ee\" style=\"font-size:15px\">Has worked <strong>at least 90 days<\/strong> in the nine months immediately before her <\/li>\n<\/ul>\n\n\n<h2 class=\"wp-block-heading ticss-a87558ee\" style=\"font-size:15px\" id=\"commencement-of-maternity-leave\"><strong>Commencement of Maternity Leave:<\/strong><\/h2>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Maternity leave should begin no earlier than <strong>30 days before<\/strong> the expected confinement date and no later than the day following the confinement.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Protection Against Dismissal:<\/strong><\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers are prohibited from terminating a female employee during her maternity leave or due to pregnancy-related illnesses, unless there is:<\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li>A willful breach of the employment contract.<\/li>\n\n\n\n<li>Misconduct.<\/li>\n\n\n\n<li>Closure of the business. <a href=\"https:\/\/www.wolterskluwer.com\/en-my\/expert-insights\/changes-to-employment-act-what-to-expect-in-2022?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">wolterskluwer.com<\/a><\/li>\n<\/ul>\n\n\n<h2 class=\"wp-block-heading ticss-a87558ee\" style=\"font-size:15px\" id=\"payment-of-maternity-allowance\"><strong>Payment of Maternity Allowance:<\/strong><\/h2>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">If a female employee passes away during her maternity leave, the maternity allowance is payable to her nominee.<\/p>\n\n\n<h2 class=\"wp-block-heading ticss-a87558ee\" style=\"font-size:15px\" id=\"postmaternity-leave-illness\"><strong>Post-Maternity Leave Illness:<\/strong><\/h2>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Should a female employee be unable to return to work after her maternity leave due to a pregnancy-related illness, certified by a registered medical practitioner, the employer cannot terminate her employment for a period extending up to <strong>90 days<\/strong> post-maternity leave.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">These provisions underscore Malaysia&#8217;s commitment to safeguarding the rights and well-being of female employees during and after pregnancy.<\/p>\n<\/div>\n<\/div><\/div>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer editorskit-no-mobile\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-columns-ca00c469\" class=\"wp-block-themeisle-blocks-advanced-columns has-2-columns has-desktop-equal-layout has-tablet-equal-layout has-mobile-collapsedRows-layout has-vertical-unset\"><div class=\"wp-block-themeisle-blocks-advanced-columns-overlay\"><\/div><div class=\"innerblocks-wrap\">\n<div id=\"wp-block-themeisle-blocks-advanced-column-ba9e002c\" class=\"wp-block-themeisle-blocks-advanced-column\">\n<figure class=\"wp-block-image aligncenter size-large is-resized\"><img decoding=\"async\" width=\"669\" height=\"1024\" src=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/DJV-JUL-2361-08-Converted-669x1024.png\" alt=\"\" class=\"wp-image-7514\" style=\"width:155px;height:auto\" srcset=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/DJV-JUL-2361-08-Converted-669x1024.png 669w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/DJV-JUL-2361-08-Converted-196x300.png 196w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/DJV-JUL-2361-08-Converted-768x1175.png 768w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/DJV-JUL-2361-08-Converted-1004x1536.png 1004w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/DJV-JUL-2361-08-Converted-1339x2048.png 1339w\" sizes=\"(max-width: 669px) 100vw, 669px\" \/><\/figure>\n<\/div>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-column-a2b0faf1\" class=\"wp-block-themeisle-blocks-advanced-column\"><h5 class=\"wp-block-heading\" id=\"working-hours\">Working Hours<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">In Malaysia, the <strong>Employment Act 1955<\/strong> governs working hours to ensure employee well-being and productivity. As of <strong>January 1, 2023<\/strong>, the Act stipulates the following regulations:<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Standard Working Hours:<\/strong><\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Daily Limit:<\/strong> Employees should not work more than <strong>8 hours per day<\/strong>.<\/li>\n\n\n\n<li><strong>Weekly Limit:<\/strong> The total working hours must not exceed <strong>45 hours per week<\/strong>, reduced from the previous 48-hour limit. <a href=\"https:\/\/www.sql.com.my\/reduced-maximum-working-hours\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">sql.com.my<\/a><\/li>\n\n\n\n<li><strong>Spread-Over Period:<\/strong> The working period, including breaks, should not surpass <strong>10 hours in a day<\/strong>.<\/li>\n\n\n\n<li><strong>Rest Intervals:<\/strong> Employees are entitled to a <strong>minimum 30-minute break<\/strong> after <strong>5 consecutive hours<\/strong> of work.<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Exceptions:<\/strong><\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers may require employees to work beyond these limits under specific circumstances, such as:<\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li>Emergencies or accidents.<\/li>\n\n\n\n<li>Work essential to community well-being or national security.<\/li>\n\n\n\n<li>Urgent repairs to machinery or infrastructure.<\/li>\n\n\n\n<li>Unforeseen interruptions requiring immediate attention.<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">In such cases, employers must ensure that any additional work complies with overtime regulations and that employees are compensated accordingly.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Overtime Regulations:<\/strong><\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Definition:<\/strong> Any work exceeding the standard <strong>8 hours per day<\/strong> or <strong>45 hours per week<\/strong> is considered overtime.<\/li>\n\n\n\n<li><strong>Compensation Rate:<\/strong> Overtime must be compensated at a rate of at least <strong>1.5 times<\/strong> the employee&#8217;s regular hourly wage.<\/li>\n\n\n\n<li><strong>Monthly Overtime Cap:<\/strong> Employees should not be required to work more than <strong>104 hours of overtime<\/strong> in any one month.<\/li>\n<\/ul>\n<\/div>\n<\/div><\/div>\n\n\n\n<figure style=\"font-size:15px\" class=\"wp-block-table editorskit-no-mobile\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Category<\/strong><\/td><td><strong>Overtime on Working Days<\/strong><\/td><td><strong>Work on Rest Days<\/strong><\/td><td><strong>Work on Public Holidays<\/strong><\/td><\/tr><tr><td>Definition<\/td><td>Work beyond normal working hours.<\/td><td>Work performed on a designated rest day.<\/td><td>Work performed on an official public holiday.<\/td><\/tr><tr><td>Pay Rate<\/td><td>Minimum 1.5 times regular hourly wage.<\/td><td>2 times the regular hourly wage for up to 8 hours.<\/td><td>2 times the regular hourly wage for up to 8 hours.<\/td><\/tr><tr><td>Beyond 8 Hours<\/td><td>2 times regular hourly wage.<\/td><td>3 times the regular hourly wage.<\/td><td>3 times the regular hourly wage.<\/td><\/tr><tr><td>Maximum Overtime Limit<\/td><td>104 hours per month.<\/td><td>No fixed limit but must comply with rest requirements.<\/td><td>Subject to employment contract or collective agreements.<\/td><\/tr><tr><td>Compulsory Rest<\/td><td>Not specified but encouraged to ensure work-life balance.<\/td><td>Employees are entitled to at least 1 rest day per week.<\/td><td>If an employee is required to work on a public holiday, an additional paid replacement leave must be provided.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<figure style=\"font-size:9px\" class=\"wp-block-table editorskit-no-desktop editorskit-no-tablet\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Category<\/strong><\/td><td><strong>Overtime on Working Days<\/strong><\/td><td><strong>Work on Rest Days<\/strong><\/td><td><strong>Work on Public Holidays<\/strong><\/td><\/tr><tr><td>Definition<\/td><td>Work beyond normal working hours.<\/td><td>Work performed on a designated rest day.<\/td><td>Work performed on an official public holiday.<\/td><\/tr><tr><td>Pay Rate<\/td><td>Minimum 1.5 times regular hourly wage.<\/td><td>2 times the regular hourly wage for up to 8 hours.<\/td><td>2 times the regular hourly wage for up to 8 hours.<\/td><\/tr><tr><td>Beyond 8 Hours<\/td><td>2 times regular hourly wage.<\/td><td>3 times the regular hourly wage.<\/td><td>3 times the regular hourly wage.<\/td><\/tr><tr><td>Maximum Overtime Limit<\/td><td>104 hours per month.<\/td><td>No fixed limit but must comply with rest requirements.<\/td><td>Subject to employment contract or collective agreements.<\/td><\/tr><tr><td>Compulsory Rest<\/td><td>Not specified but encouraged to ensure work-life balance.<\/td><td>Employees are entitled to at least 1 rest day per week.<\/td><td>If an employee is required to work on a public holiday, an additional paid replacement leave must be provided.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers are encouraged to monitor working hours diligently to ensure compliance with the Employment Act and to promote a healthy work-life balance for their employees.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-columns-ef380ff1\" class=\"wp-block-themeisle-blocks-advanced-columns has-2-columns has-desktop-equal-layout has-tablet-equal-layout has-mobile-collapsedRows-layout has-vertical-unset\"><div class=\"wp-block-themeisle-blocks-advanced-columns-overlay\"><\/div><div class=\"innerblocks-wrap\">\n<div id=\"wp-block-themeisle-blocks-advanced-column-9055d443\" class=\"wp-block-themeisle-blocks-advanced-column\">\n<figure class=\"wp-block-image aligncenter size-full is-resized\"><img decoding=\"async\" width=\"16667\" height=\"16667\" src=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/2096-Converted-01.png\" alt=\"\" class=\"wp-image-7516\" style=\"width:335px;height:auto\"\/><\/figure>\n<\/div>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-column-7d327502\" class=\"wp-block-themeisle-blocks-advanced-column\"><h5 class=\"wp-block-heading\" id=\"sick-leave\">Sick Leave<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Under the <strong>Employment Act 1955<\/strong> of Malaysia, employees are entitled to paid sick leave contingent upon their length of service and medical certification.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Entitlement to Paid Sick Leave:<\/strong><\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Without Hospitalization:<\/strong>\n<ul class=\"wp-block-list\">\n<li><strong>Employed less than 2 years:<\/strong> 14 days per calendar year.<\/li>\n\n\n\n<li><strong>Employed between 2 to 5 years:<\/strong> 18 days per calendar year.<\/li>\n\n\n\n<li><strong>Employed 5 years or more:<\/strong> 22 days per calendar year.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>With Hospitalization:<\/strong> Regardless of tenure, employees are entitled to <strong>60 days<\/strong> of sick leave per calendar year if hospitalization is necessary, as certified by a registered medical practitioner or medical officer. This 60-day entitlement is inclusive of the regular sick leave days.<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Conditions for Sick Leave:<\/strong><\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Medical Certification:<\/strong> Sick leave must be certified by a registered medical practitioner, medical officer, or dental surgeon.<\/li>\n\n\n\n<li><strong>Notification:<\/strong> Employees are required to inform or attempt to inform their employer of the sick leave within <strong>48 hours<\/strong> of its commencement. Failure to do so may result in the leave being considered as absence without reasonable excuse.<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Payment During Sick Leave:<\/strong><\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li>Employers are obligated to pay employees their <strong>ordinary rate of pay<\/strong> for each day of entitled sick leave. For monthly-paid employees, receiving their regular monthly wages is deemed as having been paid for the sick leave taken.<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Exceptions:<\/strong><\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li>Employees are not entitled to paid sick leave during periods they are receiving maternity allowance or compensation for disablement under relevant laws.<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers and employees should familiarize themselves with these provisions to ensure compliance and proper application of sick leave entitlements as stipulated in Malaysian employment law.<\/p>\n<\/div>\n<\/div><\/div>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-columns-d4b39315\" class=\"wp-block-themeisle-blocks-advanced-columns has-2-columns has-desktop-equal-layout has-tablet-equal-layout has-mobile-collapsedRows-layout has-vertical-unset\"><div class=\"wp-block-themeisle-blocks-advanced-columns-overlay\"><\/div><div class=\"innerblocks-wrap\">\n<div id=\"wp-block-themeisle-blocks-advanced-column-c9befaff\" class=\"wp-block-themeisle-blocks-advanced-column\">\n<figure class=\"wp-block-image aligncenter size-large is-resized\"><img decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/4370321-01-1-1024x1024.png\" alt=\"\" class=\"wp-image-7518\" style=\"width:364px;height:auto\" srcset=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/4370321-01-1-1024x1024.png 1024w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/4370321-01-1-300x300.png 300w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/4370321-01-1-150x150.png 150w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/4370321-01-1-768x768.png 768w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/4370321-01-1-1536x1536.png 1536w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/4370321-01-1-2048x2048.png 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-column-8084b302\" class=\"wp-block-themeisle-blocks-advanced-column\"><h5 class=\"wp-block-heading\" id=\"annual-leave\">Annual Leave<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Under the <strong>Employment Act 1955<\/strong> of Malaysia, employees are entitled to paid annual leave based on their length of continuous service with the same employer:<\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Less than 2 years<\/strong>: 8 days per year<\/li>\n\n\n\n<li><strong>2 to 5 years<\/strong>: 12 days per year<\/li>\n\n\n\n<li><strong>More than 5 years<\/strong>: 16 days per year<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">For employees who have not completed 12 months of continuous service in a year, their annual leave entitlement is prorated based on the number of completed months. Any fraction of a day less than half is disregarded, while fractions of half a day or more are rounded up to a full day.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">If an employee falls ill or is entitled to maternity leave during their annual leave, the relevant sick or maternity leave is granted, and the annual leave is considered not taken.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers may request employees to forgo their annual leave, but this requires the employee&#8217;s written consent, and the employee must be compensated with payment in lieu of the leave.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">It&#8217;s important to note that if an employee is absent without permission or reasonable excuse for more than 10% of the working year, their annual leave entitlement for that year may be forfeited.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Additionally, employees are required to utilize their annual leave within 12 months after the end of each 12-month continuous service period; otherwise, the entitlement may be forfeited.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers and employees should refer to the Employment Act 1955 and their employment contracts to ensure compliance with all provisions related to annual leave entitlements.<\/p>\n<\/div>\n<\/div><\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h5 class=\"wp-block-heading\" id=\"complaints\">Complaints<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">the <strong>Director-General of Labour<\/strong> holds the authority to investigate and resolve disputes between employees and employers concerning wages or other monetary payments due under the terms of employment contracts or the provisions of the Act.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Scope of Authority:<\/strong><\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Monetary Claims:<\/strong> The Director-General can address disputes related to wages and other cash payments.<\/li>\n\n\n\n<li class=\"ticss-a87558ee\" style=\"font-size:15px\"><strong>Discrimination Complaints:<\/strong> Recent amendments empower the Director-General to investigate and decide on matters pertaining to employment discrimination. Employers found in violation may face fines upon conviction. <a href=\"https:\/\/www.mondaq.com\/employee-benefits-compensation\/1237098\/all-employees-are-now-protected-by-the-employment-act-1955?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">mondaq.com<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Limitations:<\/strong><\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">The Director-General is restricted from intervening in disputes that:<\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li>Are currently under investigation or proceedings as per the <strong>Industrial Relations Act 1967<\/strong>.<\/li>\n\n\n\n<li>Have been resolved by the Minister under Section 20(3) of the same Act.<\/li>\n\n\n\n<li>Have been referred to or are awaiting proceedings before the Industrial Court.<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Jurisdictional Threshold:<\/strong><\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">While the Director-General&#8217;s authority traditionally covers employees earning up to <strong>RM2,000<\/strong> monthly, amendments have extended this jurisdiction. The Director-General now has the power to inquire into disputes involving employees earning up to <strong>RM4,000<\/strong> per month.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers and employees should be aware of these provisions to understand the avenues available for dispute resolution under Malaysian employment law.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image aligncenter size-large is-resized\"><img decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/Logo-numnum-01-1024x1024.png\" alt=\"\" class=\"wp-image-7520\" style=\"width:378px;height:auto\" srcset=\"https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/Logo-numnum-01-1024x1024.png 1024w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/Logo-numnum-01-300x300.png 300w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/Logo-numnum-01-150x150.png 150w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/Logo-numnum-01-768x768.png 768w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/Logo-numnum-01-1536x1536.png 1536w, https:\/\/fareezbiz.com\/crm\/wp-content\/uploads\/2025\/02\/Logo-numnum-01-2048x2048.png 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n<h5 class=\"wp-block-heading\" id=\"retirement-fund-social-security-and-insurance\">Retirement Fund, Social Security And Insurance<\/h5>\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Under the <strong>Employment Act 1955<\/strong> and related regulations in Malaysia, employers are required to provide key statutory benefits to employees. These benefits involve mandatory contributions deducted from employees&#8217; salaries and employer contributions, ensuring financial security and social protection.<\/p>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Mandatory Contributions:<\/strong><\/p>\n\n\n\n<ol style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li><strong>Employees Provident Fund (EPF)<\/strong>\n<ul class=\"wp-block-list\">\n<li>Governed by the <strong>Employees Provident Fund Act 1991<\/strong>, EPF is a retirement savings scheme.<\/li>\n\n\n\n<li>Both employers and employees must contribute based on the employee&#8217;s wages, with rates set by the <strong>EPF Act<\/strong>.<\/li>\n\n\n\n<li>The contribution rates may vary depending on the employee\u2019s age and nationality.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>Social Security Organisation (SOCSO)<\/strong>\n<ul class=\"wp-block-list\">\n<li>Administered under the <strong>Employees&#8217; Social Security Act 1969<\/strong>, SOCSO provides protection for employees in cases of work-related injuries, disabilities, and death.<\/li>\n\n\n\n<li>Employers must contribute to SOCSO for all eligible employees earning wages, including under the <strong>Employment Injury Scheme<\/strong> and the <strong>Invalidity Scheme<\/strong>.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>Employment Insurance System (EIS)<\/strong>\n<ul class=\"wp-block-list\">\n<li>Introduced under the <strong>Employment Insurance System Act 2017<\/strong>, EIS provides financial assistance and job search support for retrenched employees.<\/li>\n\n\n\n<li>Employers and employees both contribute to this fund.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>Medical Insurance (For Foreign Employees)<\/strong>\n<ul class=\"wp-block-list\">\n<li>Employers are required to purchase the <strong>Foreign Workers Hospitalisation and Surgical Insurance Scheme (SKHPPA)<\/strong> for foreign workers under the <strong>Workmen&#8217;s Compensation Act 1952<\/strong>.<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\"><strong>Additional Benefits:<\/strong><\/p>\n\n\n\n<ul style=\"font-size:15px\" class=\"wp-block-list ticss-a87558ee\">\n<li>Employers may offer <strong>group medical insurance<\/strong> or <strong>other incentives<\/strong> as part of an employee benefits package, though these are not mandatory under Malaysian labor law.<\/li>\n\n\n\n<li>Any additional benefits, such as performance bonuses, allowances, or sales incentives, are at the employer\u2019s discretion and should be clearly outlined in the employment contract or appointment letter.<\/li>\n<\/ul>\n\n\n\n<p class=\"ticss-a87558ee wp-block-paragraph\" style=\"font-size:15px\">Employers must ensure that all <strong>statutory contributions are clearly stated in employment contracts<\/strong> and payroll records to maintain compliance with Malaysian labor laws.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Make an appointment with&nbsp;<mark>Company Secretary<\/mark> or Our Lawyer for advice and consultation<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/fareezlaw.typeform.com\/to\/VCpHja#source=Marketingtools\">contact us now<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-columns-6ad7a73d\" class=\"wp-block-themeisle-blocks-advanced-columns has-2-columns has-desktop-equal-layout has-tablet-equal-layout has-mobile-equal-layout has-vertical-unset\"><div class=\"wp-block-themeisle-blocks-advanced-columns-overlay\"><\/div><div class=\"innerblocks-wrap\">\n<div id=\"wp-block-themeisle-blocks-advanced-column-ca79a6ec\" class=\"wp-block-themeisle-blocks-advanced-column\">\n<div class=\"wp-block-buttons is-horizontal is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-cbcdc57d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/fareezbiz.com\/crm\/start-business\/managing-business\/basic-human-resources-hr\/\">Basic Human Resources (HR)<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div id=\"wp-block-themeisle-blocks-advanced-column-b036c3df\" class=\"wp-block-themeisle-blocks-advanced-column\">\n<div class=\"wp-block-buttons is-horizontal is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-cbcdc57d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/fareezbiz.com\/crm\/start-business\/managing-business\/employee-rights-and-protections\/\">Employee Rights and Protections<\/a><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Employee Benefits Advantages of Being an Employee Employee salaries or wages may vary based on factors such as academic qualifications, 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