Latest news with #EmploymentAct
Mint
4 days ago
- Business
- Mint
Indonesia Joins Regional Push Against Age Bias in Job Market
Indonesia is urging companies to remove age limits in job ads, reflecting growing regulatory scrutiny of discriminatory labor practices in Southeast Asia's largest economy. The Ministry of Manpower issued a circular signed on May 28 directing both domestic and foreign employers to eliminate age restrictions in recruitment efforts, including those targeting people with disabilities. Exceptions are allowed only when age is clearly relevant to the role — and even then, the criteria must not unfairly disadvantage applicants. 'These restrictions have long contributed to legitimizing unemployment and poverty,' Deputy Minister of Manpower Immanuel Ebenezer said in a phone interview on Saturday. 'Employers want comfort, we will deliver that. We will eliminate thuggery and burdensome regulations. But we also ask for cooperation — to help our fellow citizens.' Labor unions welcomed the move as a step toward fairer hiring, but also called for regulations to enforce the directive. Employer groups, however, voiced concerns about practical implementation, warning that companies may now face an influx of applicants. Indonesia currently has more than 7 million unemployed people, with older job seekers often facing barriers to reentry. The circular is part of broader labor policy changes under President Prabowo Subianto. The government has also banned the practice of employers withholding workers' original diplomas and personal documents — a tactic critics say restricts labor mobility. These measures build on labor policy changes initiated under the previous administration, including the 2023 revision of Indonesia's job creation law. That revision met strong opposition from labor groups due to its perceived pro-business leanings. While the circular is not legally binding, it signals tighter government oversight and could lay the groundwork for future inspections or enforcement. The government is also drafting a ministerial regulation that would more clearly define discriminatory hiring practices — including bias based on appearance, marital status, religion, or ethnicity — in line with constitutional guarantees of equal employment opportunity. 'We are drafting a ministerial regulation that may include sanctions for non-compliant companies,' said Ebenezer, without providing further details. Indonesia isn't alone. Thailand's Labor Protection Act includes similar provisions, and Malaysia amended its Employment Act in 2022 to address discrimination in employment. Singapore's Tripartite Guidelines on Fair Employment Practices also advises against age and gender restrictions in job postings. This article was generated from an automated news agency feed without modifications to text.
The Star
08-05-2025
- The Star
Perak Labour Dept rescues 55 foreign workers from exploitation at Lahat furniture company
IPOH: About 55 foreign workers, believed to be victims of exploitation, were rescued from a furniture company in Lahat. Perak Labour Department director Mohd Nizar Zakaria said the victims, which included 32 from Bangladesh, 14 Myanmar nationals, and nine Nepalese, aged between 19 and 45, were rescued during an Ops Mega Pintas operation on Thursday (May 8). Mohd Nizar said the victims' employer failed to provide appropriate accommodation, violating Section 24(D) of the Workers Minimum Standards of Housing and Amenities Act. "The employer has also committed multiple offences under the Employment Act, including Section 19 for late salary payment, Section 60K for failure to report foreign workers' employment, and Section 24 for unauthorised salary deductions. "Other offences included Regulation 8 for absence of employment contracts and Section 90B for forced labour practices," he told reporters after the raid on May 8. "Apart from the foreigners, we also rescued six locals aged between 35 and 60," he added. Nizar said the workers have not received their salaries for the past five months, and the foreign workers have had their passports withheld by the employer. Authorities are now gathering statements from all the workers to determine the duration of exploitation and whether the employer complied with the minimum wage of RM1,700. "The police have opened an investigation under the Anti-Trafficking in Persons and Anti-Smuggling of Migrants Act 2007 (Act 670). "The Environment Department will also take necessary action regarding the unsafe factory conditions," he added. Meanwhile, Perak police chief Comm Datuk Noor Hisam Nordin said the raid was carried out based on public information about the workers' struggles. He said the company's 58-year-old managing director has been arrested. "The foreign workers will be transferred to a protection centre in Melaka within 24 hours. "We urge all employers not to mistreat their employees and to uphold their responsibilities while adhering to the law," he added.
Independent Singapore
04-05-2025
- Business
- Independent Singapore
‘Shouldn't a company have the courtesy to inform staff before salary delays?' — Employee upset his employer didn't give him a heads-up
SINGAPORE: An employee has voiced his frustration online after his employer failed to inform him and the other staff members of a salary delay. In a post on the r/askSingapore forum, the employee, who works at a local small- and medium-sized enterprise (SME), shared that their salaries are usually credited by the last working day of the month. However, last month, the expected payday came and went—without a single word from management or HR and, more worryingly, without any salaries being paid. Trying to get clarity on the situation, the employee reached out to the HR department. Unfortunately, the response he received was far from reassuring. 'The response was vague and unhelpful. Frankly, it felt like they were just going through the motions,' he wrote. This incident prompted the employee to question why some companies neglect such a basic responsibility. 'If there's going to be a delay, shouldn't the company at least have the basic courtesy to inform staff in advance?' he asked. 'We're expected to deliver our work on time—shouldn't the same standard apply when it comes to paying us the salary?' 'Failure to make payroll is a red flag…' The post resonated with other Redditors, some of whom shared similar experiences working in SMEs where transparency is often lacking. Others chimed in to say that such practices are unprofessional and also a potential violation of employment laws. One Redditor shared, 'It happened to me for four months in a row—both monthly salary and CPF (Central Provident Fund) contribution. Then, when I next met with the boss, I was told that my services were no longer needed. A company that doesn't pay you on time is NOT the company you want to work for. You deserve better.' Another recalled, 'I've worked for a local brand that always paid us late; a few times it was later by 14 days. When an ex-colleague who was leaving gave them this feedback, the boss told the rest, 'If you're not happy about it, you can quit.' Additionally, some Redditors speculated that the delays could signal financial trouble within the company. One commented, 'Failure to make payroll is a red flag. Usually, it is more prevalent in smaller companies. Prepare your resume. Not saying it'll happen, but you need to look out for yourself.' Another added, 'I think the more serious matter is the company going bankrupt. It happened to me once, but it was a CPF contribution. Eventually, the company closed down.' Delayed salary Under the Employment Act, employers are legally obligated to pay their employees at least once a month, although they are allowed to choose shorter payment intervals if they prefer. The Ministry of Manpower (MoM) further specifies that salaries must be paid within seven days after the end of the salary period. Employees who are entitled to overtime pay should be paid within 14 days following the end of the salary period. If employees experience any delays in receiving their salary or if their pay is missing entirely, MoM strongly recommends that they first approach their employer to understand the reason behind the delay. If the employer fails to resolve the payment delay or if the employee continues to face payment issues, they can file a formal claim with the Tripartite Alliance for Dispute Management (TADM) or seek assistance from their union. Read also: Maid says her employer did not give her Labour Day off, even though her contract includes PH entitlements
The Sun
02-05-2025
- The Sun
‘Silent firing' sparks legal poser over workplace practice
PETALING JAYA: The practice of 'silent firing' is drawing attention on social media as questions arise over whether it is legally permissible or could be considered constructive dismissal under Malaysian employment law. Growing concerns over workplace fairness and job security have fuelled the debate. Universiti Malaysia Kelantan's professor of human resource management and industrial relations Prof Dr Balakrishnan Parasuraman has warned that silent firing – where employees are systematically pushed out through isolation, lack of opportunities or deliberate neglect – may amount to constructive dismissal under Malaysian law. 'Depending on the circumstances, this can indeed fall under constructive dismissal. Constructive dismissal means the employee ends the contract themselves due to unfair treatment. 'They feel forced to resign because the working environment becomes intolerable. While not common, it does happen, especially in SMEs or companies lacking proper human resource structures,' he said. In contrast, he noted that larger corporations typically offer voluntary separation schemes or mutual separation schemes as legal and fair exit routes. Employees who believe they are victims of constructive dismissal can bring their case to the Labour Department. If conciliation fails, the matter may proceed to the industrial court. 'It's important for employees to understand that they have legal options. They can seek advice and, if necessary, take the matter to arbitration.' Malaysia's legal framework, particularly the Employment Act 1955 and the Industrial Relations Act, provides protection regardless of age, race, gender or religion. An amendment to the Employment Act in 2022 introduced an anti-discrimination clause, further strengthening protections across Peninsular Malaysia, Sabah and Sarawak. Although silent firing is not explicitly defined in legislation, any act that causes an employee to feel sidelined or unfairly treated without due process could constitute a breach of the law. 'No employee should be demoted, dismissed or pressured to resign without following proper procedures. That includes conducting domestic inquiries, giving sufficient notice and maintaining documented performance appraisals.' Balakrishnan said performance issues are often cited in such cases but these must be addressed fairly. 'Yes, employees might underperform due to health or personal reasons, especially as they age. But that doesn't justify pushing them out without explanation or support. 'If performance is a concern it must be evaluated fairly, with proper documentation and opportunities for improvement.' Drawing from his comparative research, he pointed to workplace models in Japan where some companies operate seven days a week – five days with younger staff and two days with older workers. 'This balance keeps all generations engaged and helps reduce age discrimination. We need similar inclusive strategies here.' He also urged the government to consider raising the retirement age to 65 and introducing policies that support the reintegration of older workers, especially those from low-income backgrounds. 'It's not just about economic survival, it's about dignity, contribution and national progress.' On the recent launch of a one-stop centre at the Human Resources Ministry in Putrajaya, Balakrishnan praised the move as a step in the right direction. 'This is a good initiative. Employees must know their rights and the government must actively protect them, especially those vulnerable to silent dismissals.' He called for tripartite cooperation between employers, trade unions and the government. 'We must prioritise employee welfare, and make Malaysia a progressive and happy place to work.' Meanwhile, a Malaysian employee who wished to remain anonymous shared that after breaking his ankle and becoming unable to perform certain tasks, his hours were gradually reduced until he was no longer scheduled at all. 'It felt like I was being pushed out,' he said. 'When I gave my two-week notice, my name was immediately removed from the roster. I was already leaving, but the way they handled it was disheartening.' Another employee said he was excluded from key virtual meetings while working remotely and later reprimanded for being 'late' to sessions he was never invited to. 'My boss kept hinting I should come into the office, even though he knew about my health condition. I had to rely on others for support.' He noted that after his manager was reassigned, the situation improved.
Independent Singapore
01-05-2025
- Independent Singapore
Employee claims boss wants to deduct his salary over lateness without proof or proper records
SINGAPORE: A Singaporean employee took to social media to share that his employer is attempting to deduct his salary over claims of lateness without providing any proper proof. Posting on the r/askSingapore forum on Wednesday (April 30), he explained that he is currently employed in a full-time role where there is no formal time-tracking system in place — no timesheets, fingerprint scanners, or clock-in/clock-out procedures. Despite this, the employer allegedly accused him of being 'late every day' and is now refusing to pay over $100 in outstanding reimbursements, claiming that the amount will instead be deducted as a 'lateness' penalty. According to the employee, the accusation is unfounded. 'Most days I'm the first to reach the office, but sometimes due to train delays or oversleeping, I'll be late by around 15 minutes,' he wrote. 'I asked for a timesheet to prove that I'm late 'every day,' as they mentioned, and the only thing they gave me was a text saying, 'This period to this period' I'm late. No timesheet, no ACTUAL PROOF — just he say, she say. In the contract, there wasn't any mention of lateness deductions or how they would be calculated,' he continued. Unsure of how to proceed, he asked others in the forum, 'Can they foul play and deduct my salary without actual proof showing I'm late? And anyhow, bomb an amount to deduct?' 'Stingy bosses are like that' In the discussion thread, one Singaporean Redditor responded, 'Bro same. SME 99% of the time is like that one. Just threaten to bring it up in court. They have no evidence against you.' Another commented, 'If there's no HR and no clock-in system, their 'late deduction' is just vibes. File a complaint with MOM. They can't just guess your lateness and withhold salary. That's wage theft.' A third remarked, 'Stingy bosses are like that; when you are early, they keep quiet; when you are late, they mark you. They only see the bad but not the good. This type of company is not worth working in.' Others, meanwhile, chimed in to give the employee some advice on how to prevent this kind of situation in the future. One suggested, 'Make it a point to be early. If you know you will be 15 minutes late due to train delays, then go 30 minutes earlier. Do not give them any opportunity to say you are late. Send an email to your boss first thing in the morning, drafted on the day before.' Another added, 'Start taking a photo every day when you reach your workstation and when you leave it at the end of the day, ideally of a clock or something, but the metadata in the photo alone should be enough.' MOM: Salary deductions for lateness must be fair The Ministry of Manpower (MOM) requires employers to keep detailed records of working hours for employees covered under the Employment Act. When it comes to salary deductions due to lateness, employers are encouraged to first seek an explanation from the employee and refrain from imposing penalties if a legitimate reason (such as an emergency) is provided. Conversely, employees are expected to uphold punctuality. If they anticipate being late, they should notify their employer as soon as possible to avoid any potential misunderstandings. MOM also stresses that any salary deduction for lateness must be proportionate to the duration of time missed. For example, if an employee arrives 30 minutes late, only 30 minutes' worth of their wages may be deducted. Read also: 'Are job vacancy postings even real?' — Jobseeker questions whether SG companies are truly hiring after he applied for 'many jobs but only got a single HR call back' Read also: 'Are job vacancy postings even real?' — Jobseeker questions whether SG companies are truly hiring after he applied for 'many jobs but only got a single HR call back' Featured image by Depositphotos (for illustration purposes only)
