A coalition of trade unions argued that the second reading of the Trade Unions (Amendment) Bill 2022 should be deferred as it doesn't create a favourable atmosphere for industrial relations.

A properly executed Mutual Separation Agreement is a powerful defence against an argument that the employee was dismissed. 

The Court of Appeal upheld a High Court ruling that a dismissed employee who is asked to return to work with the same employer is only entitled to a maximum of 24 months in backwages for the period they were out of the job. 

The Industrial Court awarded a former clinic assistant RM165,700 for unfair dismissal. The court stated that her dismissal due to redundancy was without merit.

In this particular case, the Court of Appeal decided that senior-level employees could not push or divert their responsibilities to their subordinates.

The Court of Appeal has ruled that an ex-insurance company executive was constructively dismissed after the employer downgraded his ranking seven years ago.

The Court found that the employer had disguised the claimant's permanent position as a fixed-term contract and its claim of the claimant's redundancy was unfounded.

Did you know the longest strike in the history of Malaysia involved 13,000 Malayan Railway workers?

The Industrial Court awarded a probationer RM43,200 in back wages for constructive dismissal as the employer, a transport services company, did not pay his salary. 

The primary goal of rightsizing is to reorganise the company to better meet its latest strategic objectives.