Aidiladha Bonus Malaysia 2025: Rules, Ideas, and HR Tips

As Aidiladha approaches in 2025, many companies across Malaysia are preparing festive greetings and benefits for their teams.

Among the most talked-about topics? Bonuses.

While not as widely practiced as Hari Raya Aidilfitri bonuses, some employers still give out Aidiladha bonuses, whether in cash or kind, to show appreciation, support their Muslim employees, or build stronger workplace relationships.

If you’re an employer, HR professional, or business owner wondering how to approach the Aidiladha bonus this year, this guide will walk you through the essentials.

What is Aidiladha Bonus?

An Aidiladha bonus refers to any additional financial or non-financial benefit given to employees in conjunction with the Hari Raya Haji (Aidiladha) celebration.

It can be a cash payout, a shopping voucher, a festive hamper, or even extra leave days.

Unlike the more common Hari Raya Aidilfitri bonus, Aidiladha bonuses are less standardised and tend to be more flexible.

Some employers may give them only to Muslim employees, while others extend them to all staff as a gesture of inclusivity.

Is Aidiladha Bonus Mandatory in Malaysia?

No, it is not legally required. Under the Employment Act 1955, there is no obligation for employers to provide any kind of festive bonus, including for Aidiladha.

Bonuses are considered voluntary unless they are written into the employment contract or collective agreement.

However, in some industries like manufacturing, government-linked companies (GLCs), or unionised sectors, there may be expectations based on precedent.

In other words, if a company has regularly provided Aidiladha bonuses in the past, employees may expect the same again this year, even if not legally binding.

When Should Employers Announce Aidiladha Bonus 2025?

The recommended window to communicate bonuses is 1 to 2 weeks before Aidiladha, which in 2025 falls on 7 June (Saturday).

Announcing earlier helps employees make better festive planning, especially if the bonus is in cash form.

Besides planning, early communication also helps prevent rumours or disappointment.

Transparency whether the company is giving a bonus or not is better than silence.

Factors to Consider When Deciding Aidiladha Bonus Amount

Aidiladha bonuses tend to be smaller than Aidilfitri bonuses, and many companies adjust them based on a few factors:

Business performance: If the company had a strong Q1 or Q2, even a small token bonus goes a long way.
Employee performance: Some companies link festive bonuses to recent performance appraisals or attendance.
Market practice: If peers in your industry offer festive incentives, you may consider doing the same to stay competitive.
Inflation and cost of living: The rise in household expenses can be a reason to give even a modest Aidiladha support amount.

How much should companies allocate for Aidiladha bonus?

There’s no one-size-fits-all answer, but having a clear approach helps you stay fair and consistent.

Some companies set a flat rate, such as RM100 or RM200 per staff.

Others calculate based on one week’s basic salary, especially if they want to make it feel more personalised.

It really depends on the size of your team, your profit margins, and what’s financially viable at this point in the year.

If your team is large or your business is still recovering from financial strain, you can also set a total bonus pool.

For example, if you have RM10,000 to allocate, you can split it equally or based on tenure or performance tiers.

The key is to plan ahead and be transparent with your employees.

Let them know how decisions are made, even a small, meaningful gesture goes a long way when employees understand the context.

If you’re unsure where to start, here are some benchmarks commonly seen in Malaysian SMEs:

Company Size	Suggested Aidiladha Bonus Budget
< 20 staff	RM100–RM300 per employee
20–100 staff	RM50–RM200 per employee
> 100 staff	Flat RM30–RM100 or vouchers only

You can always adjust based on your industry, location, or past practices.

Can non-Muslim employees also receive this bonus?

That depends on the intent. If the bonus is given specifically as religious support for korban or as part of a zakat-based policy, it may be limited to Muslim staff.

But in many companies, the Aidiladha bonus is positioned as a general festive gesture, and given to all employees regardless of religion.

Offering it across the board helps maintain unity and fairness, especially in mixed teams.

15 Non-Monetary Bonus Ideas for Aidiladha 2025

Not every company can provide cash, especially during tight financial seasons.

But here are other thoughtful ideas that still add value and boost morale:

Grocery or fresh meat hampers.
Shopping vouchers (can be customised based on budget).
Petrol or travel e-vouchers.
Festive care packages with food and essentials.
Company-wide donation to a korban fund in employees’ name.
Early release before the holiday weekend.
Additional day off (block leave) after Aidiladha.
Flexible WFH on surrounding days.
Festive lunch or potluck at the office.
Exclusive Aidiladha e-greeting with employee names included.
Simple thank-you cards from managers.
Sponsorship for korban for selected staff.
Bonus points or credits on staff reward platforms.
Limited-edition company merchandise or aid kits.
Free digital vouchers for e-commerce or food delivery platforms.

These ideas help show care and culture, even with a lean budget.

Is Aidiladha bonus taxable?

Yes, if the Aidiladha bonus is given in cash or included in the payslip, it is considered part of the employee’s gross income and is subject to PCB (Potongan Cukai Bulanan).

HR and payroll teams should:

Record it clearly in the payslip.
Include it in the EA Form for the year.
Deduct PCB accordingly if the employee's income exceeds the taxable threshold.

Non-cash tokens, such as hampers or vouchers, may be exempt depending on value and nature, but you should still check with your tax consultant or the LHDN guidelines.

How to Communicate Bonuses to Employees

Whether you’re giving a bonus or not, communication is key.

Here's an example of a simple bonus announcement email:

Subject: Aidiladha Appreciation Bonus 2025

Dear [Employee’s Name],

In conjunction with the upcoming Hari Raya Aidiladha, we would like to extend our appreciation for your dedication and hard work. As a gesture of gratitude, we are pleased to inform you that a bonus of RM[Amount] will be credited to your account on [Date].

We hope this small token brings added joy to your celebration.

Selamat Hari Raya Aidiladha.

Warm regards,
[Your Company Name]

Benefits of Giving Aidiladha Bonuses

Even small bonuses make a big difference. They:

Help employees feel recognised during an important time.
Reduce festive-related stress.
Strengthen retention and loyalty.
Shape your company’s reputation as a caring employer.

FAQ for Employers

Is Aidiladha bonus required by law?

No, it’s not mandatory unless stated in the contract.

How much is a reasonable bonus for Aidiladha?

It depends on your budget. Many companies give between RM100–RM300 or offer non-cash rewards.

Can I give hampers or e-vouchers instead of cash?

Yes, non-monetary bonuses are a great alternative.

What if I can’t afford any bonus in 2025?

Be transparent and consider other forms of recognition like extra leave, thank-you notes, or a team meal.

Should foreign workers get the bonus too?

That’s up to your policy. Many employers extend festive appreciation to all staff equally.

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