Latest news with #MalaysianEmployersFederation
New Straits Times
a day ago
- Business
- New Straits Times
NST Leader: Of PDPA and DPOs
"Give us time, give us time", is a refrain we often hear from Malaysian employers when the government introduces a new law or regulation. The amendment to the Personal Data Protection Act (PDPA) that makes the appointment of data protection officers (DPO) mandatory for companies processing more than 20,000 individual personal data or 10,000 sensitive personal data entries, is no exception, with the Small and Medium Enterprises Association of Malaysia, the Malaysian Employers Federation and the Federation of Malaysian Manufacturers complaining that the rule on DPOs is vague and they need more time. Are employers right? No, according to lawyer Arik Zakri. Malaysia, he says, ranks high on the list of countries where online fraud and personal data leaks are common occurrences. To him, there is no valid reason to delay the enforcement of the PDPA. Plus, nine months have elapsed since the Dewan Negara passed the amendment bill on July 31, 2024. Given that three public consultation papers have been issued since January last year, time shouldn't be an issue. As Arik points out, the employers would be missing a good legal defence if they delay the appointment of the DPOs. DPOs, being experts in their field, help companies safeguard personal data, which can serve as a defence in law if they are charged for offences under the act. The directors of the companies can claim they took every reasonable measure possible. Perhaps the employers are misreading the PDPA as amended. Not all companies are required to appoint DPOs. A good question for employers to ask is does this business require DPOs? The answer will be obvious: only companies that hit the 20,000 individual personal data or 10,000 sensitive personal data entries threshold need to do so. Companies that handle that number of personal data are into economies of scale to make higher profits, argues Arik. They should consider the money spent on appointing DPOs as a cost of doing that kind of business. Let's be blunt. Scams and data leakages in Malaysia have reached appalling levels. Malaysia's jurisprudence has not reached a stage where litigation based on breaches of data protection is widespread. We have yet to see big cases where punitive fines and jail terms being imposed on large corporations, such as telcos and financial institutions, for breaches of customers' personal data. The government is right in making the appointment of DPOs mandatory. Let's not forget that the PDPA was passed in 2013 and that is enough time for our employers to have prepared their businesses for this eventuality. Employers should adopt a more positive attitude and march in step with the government's efforts to protect the personal data of the people. It is also in the interest of the employers to hurry with the appointment of the DPOs because it can help mitigate the litigation risks that the companies may be up against. Employers should not underestimate the impact of a data breach suit; it can be so damaging — should the data subjects be numerous — that it can put an entity out of business. True, we haven't had such a case in Malaysia, but it doesn't mean it will never happen.
The Sun
3 days ago
- Business
- The Sun
‘No' to regulating after-hours engagement
PETALING JAYA: The Malaysian Employers Federation (MEF) has weighed in on the rising debate around the need to regulate after-hours work-related communication. MEF president Datuk Syed Hussain Syed Husman emphasised that while employee well-being must be respected, rigid laws could negatively impact business flexibility and competitiveness. 'While the Employment Act 1955 outlines clear parameters for working hours and overtime, it does not specifically address after-hours digital communication, especially with the rise of remote and flexible work arrangements. 'Employers should cultivate a workplace culture that respects personal time, while also ensuring continuity in urgent situations,' he said. According to MEF, a one-size-fits-all 'right to disconnect' policy is unsuitable for Malaysia's diverse economic landscape. The federation supports flexible, company-specific policies crafted through mutual understanding between employers and employees. 'The goal should be to promote well-being and productivity, not bureaucracy and disruption,' he added. Syed Hussain said many employers now realise frequent after-hours engagement can lead to burnout, low morale and reduced productivity. However, he acknowledged that certain roles, such as customer service, crisis response and international operations may require after-hours availability. Despite concerns, MEF does not support amending the Employment Act 1955 to include clauses restricting after-hours communication. 'Such amendments would disrupt operational flexibility, particularly for sectors with global clients, 24/7 operations or critical response needs.' He warned blanket legal provisions could lead to unintended consequences, such as reduced responsiveness, weakened client relationships and disrupted real-time coordination. Instead, MEF promotes internal policies, awareness-building and voluntary best practices as more practical solutions. It also outlined several challenges employers would face if a 'right to disconnect' law were implemented. One significant concern is operational inflexibility, especially in healthcare, logistics, IT and finance sectors that operate beyond standard hours and rely heavily on timely communication. Another challenge is the potential reduction in global competitiveness. Delayed responses to international clients could harm business relationships and impact a company's standing in the global market. He also said the mismatch between rigid laws and job functions where after-hours engagement is often necessary, such as for senior executives or sales personnel. Additionally, legal ambiguity in defining what exactly constitutes 'work-related communication' could lead to disputes and confusion between employers and employees. There is also the administrative burden to consider. Employers would need to revise employment contracts, implement tracking systems and invest in compliance infrastructure – a task especially challenging for micro, small and medium enterprises. Instead of legislation, MEF encourages organisations to adopt internal guidelines that clearly define urgent versus non-urgent communication, set reasonable expectations and promote the use of scheduling tools to delay email dispatches after working hours. MEF firmly believes that any policy around after-hours communication should be tailored by sector, allowing critical industries like healthcare and logistics to retain operational flexibility. 'We're open to collaborating with the Human Resources Ministry, Malaysian Trade Union Congress and other stakeholders to develop sector-specific guidelines that ensure operational needs are met,' Syed Hussain said. He also recommended training for managers on respectful communication practices and promoting digital wellness without compromising productivity. Syed Hussain urged all stakeholders to strive for a fair and flexible approach. 'The workforce is our greatest asset. 'By fostering respect, flexibility, and clear communication, we can create a sustainable work culture,' he said.
New Straits Times
25-05-2025
- Business
- New Straits Times
MEF: Education-industry mismatch leaves graduates ill-prepared for modern workplace
KUALA LUMPUR: Malaysia's education system is churning out graduates who are ill-prepared for the demands of the modern workplace, the Malaysian Employers Federation (MEF) has warned. Its president, Datuk Syed Hussain Syed Husman, said many graduates emerged with academic credentials that do not sufficiently prepare them for the practical demands of today's job market. "MEF has expressed concern over the persistent issue of job mismatch in the labour market. The current education system produces graduates who are not aligned with industry requirements. "Many of them have academic backgrounds that are too theoretical and do not match the skills needed by employers, particularly in fast-evolving sectors such as technology, green energy and advanced manufacturing," he told the "New Straits Times". He said the system was not aligned with industry demands, leading to many young Malaysians entering the workforce without the capabilities needed to thrive. According to the recently released Gaji Cukup Makan economic report, 70 per cent of graduates are employed in semi- and low-skilled jobs, while only 30 per cent secure high-skilled roles. Syed Hussain said the country continued to produce an oversupply of graduates in fields, such as business studies and social sciences, while there was a persistent shortage in critical areas like engineering, data science, skilled trades and technical or vocational disciplines. "Underemployment — where graduates work in roles below their qualifications — reflects inefficiencies in the labour market. It also devalues higher education and contributes to low wage growth and job dissatisfaction," he said. To address this, MEF is urging institutions of higher learning to align academic programmes with real-world workplace skills, particularly in areas such as digital literacy, communication and problem-solving. He called for stronger partnerships between industry and academia to ensure courses better reflect current market demands. "We have long advocated for enhancing Technical and Vocational Education and Training (TVET). "It should be seen as a first-choice pathway, rather than a last resort. "Employers should also be incentivised to offer TVET-related internships and apprenticeships to connect training with employment directly," he said. Syed Hussain said MEF proposed expanding public-private training schemes, including micro-credentials and short-term certification programmes, to help unemployed or underemployed graduates upskill themselves and transition into high-demand roles. On the role of employers, Syed Hussain said the private sector must take proactive steps to bridge the skills gap and absorb more graduates into high-skilled roles. This includes offering structured on-the-job training and mentorship programmes and collaborating with government bodies, such as the Human Resource Development Corp, to design targeted upskilling initiatives. "Employers should co-develop curricula with universities and polytechnics, as well as offer meaningful internships and adopt skills-based recruitment practices that focus on competencies rather than just academic qualifications," he said. He added that MEF supported the use of artificial intelligence-powered job-matching platforms that align graduates' skills with high-skilled roles and provide clear career pathways within companies to help young employees understand their prospects for growth. Syed Hussain called on the government to expand incentives for companies that hire graduates in fields aligned with their training. "Financial incentives, such as tax breaks, subsidies and grants, will encourage businesses to hire graduates in their specialised fields. "This will reduce graduate underemployment while boosting innovation and national competitiveness," he said. He added that such measures would improve job satisfaction, wage growth and career development for youth, helping to build a stronger and more resilient workforce.
New Straits Times
23-05-2025
- Business
- New Straits Times
BTH Podcast: Raising retirement age and PKR congress [WATCH]
KUALA LUMPUR: This week on Beyond the Headlines, we take a closer look at two issues that are quietly, and not so quietly, shaping national conversations. First, we tackle a question raised by the Minister in the Prime Minister's Department (Law and Institutional Reform) Datuk Seri Azalina Othman Said — Should Malaysians retire later? With an ageing population and growing concerns over retirement savings, Azalina suggested that extending the retirement age to 65 could retain valuable talent in the workforce. But is that a practical solution or merely a band-aid over deeper structural problems like stagnant wages, youth unemployment, and inadequate pension schemes? Malaysian Employers Federation (MEF) advisor Datuk Shamsuddin Bardan joined us on set. The episode also focused on a different kind of transition, this time within one of Malaysia's most pivotal political parties — PKR. As its 2024/2025 National Congress unfolds in Johor Bahru, internal elections signal more than just changes in leadership — they point to deeper questions about the party's identity, discipline, and future in the unity government. With grassroots shakeups, a surprise bid from Nurul Izzah, and Rafizi Ramli's fiery campaign trail, we discussed whether the party can chart a clear and united course forward, or will unresolved tensions threaten to undermine its reformist ideals? Watch the latest episode of Beyond the Headlines on NST Online's YouTube channel. *This episode was recorded on May 23.
Barnama
21-05-2025
- Business
- Barnama
MEF Supports WFH For ASEAN Summit, Urges Careful Rollout
By Thivyamalini Ramalu PUTRAJAYA, May 21 (Bernama) -- The Malaysian Employers Federation (MEF) agrees with the government's move to allow employees in the public sector to work from home (WFH) during the ASEAN Summit but suggested that the implementation be thoroughly considered. MEF president Datuk Dr Syed Hussain Syed Husman said the measure is important to ensure that WFH does not negatively affect business productivity, especially for companies operating in areas involved in the high-profile event. 'MEF believes WFH can help ease traffic congestion during the event, but its implementation must be carefully planned. Cooperation between the government, employers, employees or unions is essential to ensure a balanced and effective approach. 'Before WFH is implemented, it is crucial to hold engagement sessions with stakeholders, particularly private businesses and local authorities, to ensure the initiative does not adversely affect productivity for those impacted during the ASEAN Summit,' he told Bernama. Syed Hussain said, however, the WFH implementation in the private sector could face challenges as not all employers have efficient, flexible work management systems. 'If businesses cannot operate physically, small and medium enterprises such as restaurants, transportation and nearby services may suffer losses. Therefore, WFH implementation must align with each company's capacity and needs, including in terms of technology, data security and employee performance monitoring,' he said. He also said that the government's move to allow WFH during the summit reflects a prudent approach, showing that the government continues to function normally while temporarily adjusting to support the success of the international event. 'If implemented well, this WFH initiative could serve as a stepping stone for a broader hybrid work policy in the public sector. It aligns with global trends that recognise work-life balance and the use of technology to improve public service efficiency,' he said.
