In Malaysia, any termination of employment must be done with "just cause or excuse." Here are the most widely accepted types of just cause for terminating an employment contract:

According to the Socso, the service and manufacturing sectors recorded sectoral retrenchment rates of 69% and 21%, respectively, last year.

In a non-solicitation clause, the employee agrees not to solicit the company's business clients or colleagues after leaving to join or work for a competitor.

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.

According to HR Minister M Saravanan, a total of 155,893 people lost their jobs during the Covid-19 outbreak.

According to an economist, the Covid-19 pandemic has exposed Malaysia to the heightened risk of structural unemployment. But, what exactly is structural unemployment?

The Social Security Organisation (SOCSO) 's Employment Insurance System is observing the LOE trend daily to provide protection to workers who have lost their jobs for various reasons.

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