MC Setahun Berapa Hari? Guide for Malaysian Employers

Sick leave, commonly called “MC” in Malaysia, is one of the most frequently used employee entitlements, but also one of the most misunderstood. Many employers make mistakes in calculating how many days of MC an employee is entitled to each year or in deciding whether the leave is paid or unpaid.

How Many MC Days Can an Employee Take?

As mentioned above, “MC” stands for Medical Certificate. It is a document issued by a registered medical practitioner confirming that an employee is medically unfit to work. Under the Employment Act 1955, MC functions as proof for an employee to take paid sick leave without jeopardising their wages or employment status.

Every employee covered by the Act is entitled to paid sick leave once they have worked for at least one month, provided they notify or attempt to notify their employer within 48 hours of the illness. The entitlement depends on the employee’s length of service, which will be explained in this article.

Legal Basis: MC / Cuti Sakit di Malaysia

Sick leave in Malaysia is governed by Section 60F of the Employment Act 1955, which applies to all employees covered by the Act, including those earning up to RM4,000 a month (as per the 2022 amendment) and certain categories of workers regardless of income.

Under the Act:

Employees are entitled to paid sick leave when certified by a registered medical practitioner or by a government medical officer.
Sick leave applies only when the employee is not hospitalised.
When hospitalisation is necessary, the employee is entitled to additional hospitalisation leave.

To be eligible, the employee must have:

Worked for the employer for at least one month, and
Informed or attempted to inform the employer of their inability to attend work within 48 hours.

How Many Sick Days / MC an Employee Gets Annually

The number of MC days depends on the employee’s length of service with the same employer:

Length of Service	Annual Sick Leave Entitlement (Without Hospitalisation)
Less than 2 years	14 days per year
2–5 years	18 days per year
More than 5 years	22 days per year

If hospitalisation is required, employees are entitled to up to 60 days of paid hospitalisation leave per year, inclusive of ordinary sick leave.

For example, if an employee has already used 14 days of normal sick leave and later requires hospitalisation, the total combined entitlement cannot exceed 60 days in that year.

Note: The total paid sick leave entitlement (MC + hospitalisation) cannot exceed 60 days per year under Malaysian law.

Can Employers Reject an MC?

Generally, employers cannot reject a valid MC that meets these criteria:

A registered medical practitioner or a government medical officer issues it.
The certificate clearly states the duration of medical leave.
The employee has informed or attempted to inform the employer within 48 hours.

However, an MC may be rejected if:

It is forged, altered, or proven fake.
It comes from an unregistered or unauthorised clinic.
The employee fails to submit or report their absence within the required timeframe.

If HR suspects MC abuse, such as frequent absences around weekends or public holidays, employers should investigate carefully, request clarification, or refer the matter to the clinic for verification rather than automatically rejecting it.

How to Calculate MC Entitlement for New Employees

For employees who join mid-year or are still under probation, MC entitlement can be calculated pro rata based on their completed months of service.

Example 1: New Employee

A staff member who joins on 1 July and has worked 6 months by December would receive:

(6 months ÷ 12 months) × 14 days = 7 days of MC entitlement

Example 2: Probationary Employee

Probation employees are also eligible for paid sick leave once they have served at least one month, provided the MC is valid. Their entitlement follows the same annual limits but can be adjusted proportionally according to service duration.

Clearly state MC entitlement and pro-rating methods in the employment contract or HR policy to avoid confusion.

How HR & Payroll Handle MC

Managing MCs properly is crucial for payroll accuracy and fair treatment of employees. HR and payroll teams must ensure that every medical certificate is verified, recorded, and processed according to the law. Here’s how to handle sick leave correctly in day-to-day operations.

Rules for Approving MC

Employees must submit a valid medical certificate (MC) issued by a registered medical practitioner or government medical officer.

The MC should clearly state the duration of leave and the reason (if applicable). Employees should inform HR or their supervisor within 48 hours of falling sick or being hospitalised.

HR should verify the authenticity of the MC, especially for repeated or long absences, and may contact the clinic or hospital for confirmation if necessary.

Paid vs. Unpaid Sick Leave

Paid Sick Leave: Applies when the employee has remaining entitlement under Section 60F of the Employment Act and submits a valid MC.
Unpaid Sick Leave: Applies if the employee has exhausted their annual MC entitlement, fails to submit a valid certificate, or is absent without proper notice.

Ensure these are coded correctly in the payroll system so salary deductions are applied only when justified.

Tracking Unused MC and Carry-Over Rules

Under Malaysian law, unused sick leave cannot be carried forward to the following year unless explicitly stated in the company’s policy or a collective agreement.

To stay compliant and transparent, HR should:

Track every MC day used by each employee.
Review MC utilisation reports monthly or quarterly.
Communicate the remaining entitlement clearly to staff.

Recording Sick Leave in HR Systems

All MC records should be stored and updated promptly in the company’s HR or payroll system. Accurate documentation supports:

Payroll reconciliation at month-end.
Audit and compliance reviews by management or authorities.
Workforce planning, ensuring departments maintain sufficient coverage during absences.

Differences for Probationary, Part-Time, or Contract Employees (Table)

Employment Type	Sick Leave Eligibility	Notes
Probationary Employees	Eligible after 1 month of service	Same entitlement applies if MC is supported by valid certificate
Part-Time Employees	Prorated based on working days/hours	Employers should define formula in contract
Contract Employees	Full entitlement if contract period exceeds 1 month	Short-term contracts may have adjusted entitlements

Tips for HR & Employers

Below are some tips for HR teams and employers to manage MC well:

Update employee handbooks and HR policies to match the latest Employment Act amendments (2022).
Automate MC tracking in your HR or payroll system to reduce manual errors.
Train line managers and supervisors to handle sick leave requests fairly and confidentially.
Communicate entitlements clearly during onboarding so employees understand their rights.
Monitor MC patterns to detect potential misuse while maintaining empathy for genuine cases.

FAQs

How many MC days are employees entitled to each year?

Between 14 and 22 days of paid sick leave per year, depending on their length of service, plus up to 60 days of hospitalisation leave inclusive.

Can unused MC be carried forward to the next year?

No. Under the Employment Act, unused sick leave cannot be carried forward unless your company policy provides better benefits.

Does hospitalisation leave include normal MC days?

Yes. The total of both ordinary MC and hospitalisation leave cannot exceed 60 days per year.

What happens if an employee exceeds their MC entitlement?

Any additional days beyond the entitlement may be treated as unpaid leave or deducted from annual leave, depending on company policy.

Can employers deduct salary for excessive sick leave?

Yes, but only for days that exceed statutory entitlement or when no valid MC is provided. Deductions must be transparent and reflected on the payslip.

Is MC applicable during probation?

Yes. Once the employee has served one month, they qualify for statutory paid sick leave under Section 60F.

Can employers verify the authenticity of a medical certificate?

Yes. Employers may contact the issuing clinic or hospital to confirm legitimacy, especially if there is a pattern of suspicious MC submissions.

How should employers handle employees who frequently take MC?

Review attendance and performance records for patterns.
Arrange a performance or welfare discussion with the employee.
Require medical re-assessment if frequent absences affect work.
Maintain empathy while documenting each step for transparency.

Are You Looking for New Staffs?

Start your hiring journey with AJobThing today!

Post your job ads, connect with top talents on multiple platform like Maukerja, Ricebowl, and Epicareer with our easy-to-use platform.