[Malaysia] Legislation on FWAs should not be imposed on employers

[Malaysia] Legislation on FWAs should not be imposed on employers
29 Jun 2022

In Malaysia, after comments from Deputy Minister of Human Resources Awang Hashim about flexible work arrangements (FWAs), Malaysian Employers Federation's (MEF) President Dr Syed Hussain Syed Husman has suggested that FWAs "should not be dictated to businesses, but let industries themselves determine based on requirements of their business", Human Resources Online reports.

According to a report by Bernama, the MEF President made the statement on June 25. 

Minister Awang had previously reiterated that FWAs should be allowed for employees as part of the latest amendment to Malaysia's Employment Act 1955; due to come into effect on September 1. 

It was noted that all FWA applications must be made in writing and can cover changes in working hours and working days, as well as the place of work.

Once an FWAs application is made, the employer must respond to the employee in writing within 60 days to state whether they accept or reject the application and must provide reasons if the application was rejected.

According to Bernama's report, President Syed shared his view because "businesses vary from one industry and sector to another", such as manufacturing, banking, tourism and hotels, retail trade, construction, plantation, and more. He said that each business is different with its own unique structures and production needs. "Some are locally based; some are international based and governed by rules & regulations," he added.

"Therefore, one must understand this before seeking to change the existing system of work. It should be recognised that not all businesses change and not all processes can change. The final decision really depends on the industry and conditions of the particular business," President Syed reportedly said.

Beyond rules and regulations, President Syed said that challenges in implementing FWAs could come in the form of upper management having a lack of commitment to this work arrangement. Additionally, he said employees could develop a lack of engagement that might lead to lower productivity, a higher attrition rate and compromising confidential data or information.

The President expressed his hope that the Malaysian government would, therefore, be able to support organisations in adopting and sustaining FWAs by providing clear guidance on the rights and obligations of organisations; for example, providing guidelines on the request, rejection and appeal processes of FWAs.

President Syed urged flexibility and the relaxation of regulations that could potentially affect an organisation's ability to implement certain types of FWAs.


Source: Human Resources Online

(Links and quotes via original reporting)

In Malaysia, after comments from Deputy Minister of Human Resources Awang Hashim about flexible work arrangements (FWAs), Malaysian Employers Federation's (MEF) President Dr Syed Hussain Syed Husman has suggested that FWAs "should not be dictated to businesses, but let industries themselves determine based on requirements of their business", Human Resources Online reports.

According to a report by Bernama, the MEF President made the statement on June 25. 

Minister Awang had previously reiterated that FWAs should be allowed for employees as part of the latest amendment to Malaysia's Employment Act 1955; due to come into effect on September 1. 

It was noted that all FWA applications must be made in writing and can cover changes in working hours and working days, as well as the place of work.

Once an FWAs application is made, the employer must respond to the employee in writing within 60 days to state whether they accept or reject the application and must provide reasons if the application was rejected.

According to Bernama's report, President Syed shared his view because "businesses vary from one industry and sector to another", such as manufacturing, banking, tourism and hotels, retail trade, construction, plantation, and more. He said that each business is different with its own unique structures and production needs. "Some are locally based; some are international based and governed by rules & regulations," he added.

"Therefore, one must understand this before seeking to change the existing system of work. It should be recognised that not all businesses change and not all processes can change. The final decision really depends on the industry and conditions of the particular business," President Syed reportedly said.

Beyond rules and regulations, President Syed said that challenges in implementing FWAs could come in the form of upper management having a lack of commitment to this work arrangement. Additionally, he said employees could develop a lack of engagement that might lead to lower productivity, a higher attrition rate and compromising confidential data or information.

The President expressed his hope that the Malaysian government would, therefore, be able to support organisations in adopting and sustaining FWAs by providing clear guidance on the rights and obligations of organisations; for example, providing guidelines on the request, rejection and appeal processes of FWAs.

President Syed urged flexibility and the relaxation of regulations that could potentially affect an organisation's ability to implement certain types of FWAs.


Source: Human Resources Online

(Links and quotes via original reporting)

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