T20 Employees in Malaysia: What HR and Employers Should Know

The T20 group (Top 20% income earners) plays a key role in Malaysia's workforce. These individuals often hold leadership positions, drive business strategy, and contribute significantly to innovation and growth.

Understanding this group can help employers design attractive compensation packages and retain highly skilled talent.

Who Are the T20 in Malaysia?

The T20 group refers to the top 20% of Malaysian households in terms of income. Based on data from the Department of Statistics Malaysia (DOSM), this group earns above RM11,819 per month.

T20 is divided into two categories:

T1: RM11,820 to RM15,869 per month
T2: RM15,870 and above, with some households earning well over RM20,000 monthly

These individuals typically include:

C-suite executives (e.g. CEO, CFO, COO)
Senior managers and directors
Professionals in high-paying fields like tech, finance, medicine, and law
Entrepreneurs and high-income freelancers

Why T20 Employees Matter to Employers

T20 employees often take on senior or strategic roles. Their decisions impact company growth, productivity, and long-term direction.

Losing a T20-level employee can disrupt business continuity and result in high replacement costs. Understanding what drives and retains this group is critical for maintaining leadership stability.

What T20 Employees Value at Work

While salary is important, T20 professionals often seek more than financial rewards. Their preferences include:

Career Growth: Leadership roles, mentorship, and international exposure
Work-Life Balance: Hybrid or remote work options
Recognition: Acknowledgement of achievements and contributions
Purposeful Work: Alignment with company values and impactful projects
Premium Benefits: Private medical, wellness programs, executive coaching

These professionals expect a holistic and personalised work experience.

How to Support and Retain T20 Talent

Employers can attract and retain T20 professionals by offering a balance of compensation, culture, and autonomy:

Competitive salaries with regular benchmarking
Performance bonuses linked to business results
Clear leadership paths and succession planning
Executive-level perks and flexible work policies
Opportunities to lead innovation and strategic initiatives

Retention efforts should focus on both recognition and empowerment.

T20 vs M40 vs B40: Quick Comparison

Income Group	Monthly Household Income (2022)	Share of Households
B40	Up to RM5,249	40% (lowest income)
M40	RM5,250 – RM11,819	40% (middle income)
T20	Above RM11,819	20% (highest income)

Conclusion

T20 employees are the backbone of leadership, innovation, and long-term strategy in many organisations. By understanding their income level, priorities, and expectations, employers can design better compensation packages and build workplaces that inspire loyalty.

Supporting this group effectively not only strengthens retention but also enhances the company’s ability to compete in Malaysia’s evolving economy.

FAQ

How do I know if a candidate belongs to the T20 group?

While income data may be private, you can estimate based on job role, industry, and experience level during offer discussions.

Are higher salaries enough to retain T20 staff?

Not always. Career growth, autonomy, and meaningful work play major roles in retention for this group.

Should T20 employees receive different benefits?

Yes. Executive-level roles often come with tailored benefits like international training, equity options, or flexible contracts to match their expectations.

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