What is Visit Pass Temporary Employment (Temporary Employment Pass)?

Many businesses in Malaysia rely on foreign workers for jobs in manufacturing, agriculture, or services.

But before these workers can legally start work, employers must go through a step-by-step process involving medical checks, visa approvals, and permits for Temporary Employment Pass (TEP).

If you're planning to hire, here's everything you need to know about TEP.

What is a Temporary Employment Pass (TEP)?

A Temporary Employment Pass is a work permit issued to foreign workers who are hired for low-skilled or semi-skilled jobs in approved sectors.

It is issued by the Immigration Department of Malaysia and tied to a specific employer, sector, and time period.

The pass is valid for 12 months, with the possibility of annual renewal for up to 10 years, or 3 years if the worker is registered under the 6P program.

It is not interchangeable with other work passes like the Employment Pass (EP) or Professional Visit Pass (PVP), and it comes with strict conditions about the nature of the job and the worker's movement in the country.

This pass is commonly used for jobs in the following sectors:

Manufacturing
Construction
Agriculture
Plantation
Services

Some specific job roles like domestic helpers, rubber tappers, or security guards, have their own additional conditions, which are reviewed under guidelines set by the Ministry of Home Affairs (MOHA).

Who Can Apply for a Temporary Employment Pass?

Not every employer or worker is eligible.

Employers must be registered with SSM and have an approved quota from the One Stop Centre (OSC) under the Ministry of Human Resources.

Meanwhile, workers must:

Be aged between 18 and 45
Be from approved source countries (such as Singapore, Indonesia, Bangladesh, Myanmar, India, and others)
Pass a medical check-up
Not fall under categories restricted under Section 8(3) of the Immigration Act 1959/1963

Male and female workers from different countries are permitted based on job type. For example, workers from Indonesia are accepted in all sectors.

However, female workers from the Philippines can only be hired as domestic helpers, while male workers may work across all sectors.

Application Requirements

To start the process, employers must first get quota approval. Without it, no foreign worker recruitment is permitted.

The next steps involve submitting applications through the Foreign Workers Centralized Management System (FWCMS).

Documents needed from the employer:

Company registration forms (Form 49, Form B & D)
Company representative card
Approval letter from MOHA
Application letter
VDR form and payment receipts
Security bond (via bank guarantee or insurance)

Documents needed from the worker:

Copy of passport
Photograph
Medical report from the country of origin
An entry visa from the Malaysian embassy
Health clearance via FOMEMA after arrival

TEP Application Process for Employers

Obtain quota approval from MOHA
Apply for a Visa With Reference (VDR) at the Immigration Department
Pay levies and processing fees according to the worker’s sector
Arrange entry for the worker through approved entry points (e.g., KLIA, ports for Indonesia/Thailand)
Conduct FOMEMA medical screening within 30 days
Once the worker is certified “fit”, the TEP is issued
The worker receives an i-Kad, showing the sector of employment by colour code (e.g., Green for agriculture, Maroon for manufacturing)

If the medical check fails, employers must begin repatriation procedures and apply for a Check-Out Memo (COM) to avoid penalties.

Fees and Cost Breakdown for Visit Pass Temporary Employment

Fees vary based on sector and location (Peninsular or Sabah/Sarawak). Here's a breakdown:

Sector	Levy (Peninsular)	Levy (Sabah/Sarawak)	Medical + Process Fees
Manufacturing	RM1,850	RM1,010	RM185 total
Construction	RM1,850	RM1,010	RM185 total
Plantation	RM640	RM590	RM185 total
Agriculture	RM640	RM410	RM185 total
Services	RM1,850	RM1,490	RM185 total

Visa fees and security bonds differ by nationality. For example:

Indonesia: RM15 visa + RM250 bond
Vietnam: RM13 visa + RM1,500 bond
Philippines: RM36 visa + RM1,000 bond
Thailand: No visa fee + RM250 bond

TEP Duration and Renewal

The Visit Pass Temporary Employment is valid for 12 months, and renewal can be done up to 3 months before it expires.

For the 2nd and 3rd year, workers must once again pass a FOMEMA medical exam.

Renewal requires updated documents (valid passport, new guarantee bond, insurance), and should be filed before expiry.

Otherwise, the case is referred to Immigration Enforcement.

Once the work term ends, either through contract completion or termination, the employer must repatriate the worker to their home country.

This step is crucial. If repatriation is not done using an official Check-Out Memo, the security bond will be forfeited.

What Employers Need to Do for TEP?

Employers who hire foreign workers under the TEP must comply with several legal responsibilities:

Provide safe and adequate accommodation
Comply with minimum wage law and working hour regulations
Contribute to SOCSO and SPIKPA insurance
Report any abscondment or resignation to the Immigration Department
Handle renewals and visa validity checks

If a worker flees or disappears, the employer must:

Submit a police report
Fill out the Absconded Worker Form
Provide a copy of the worker’s passport
Request cancellation of the work pass at Immigration

The worker will be blacklisted, and the bond will be forfeited.

Differences Between TEP and Other Work Permits

Pass Type	Purpose	Who It's For	Key Features
TEP	Low-skilled work in approved sectors	Foreign workers (18-45)	Quota-based, yearly renewal, tied to a specific job
Employment Pass (EP)	Professional roles	Expats with high qualifications	Longer term, minimum salary requirements
Professional Visit Pass (PVP)	Short-term assignment	Foreign experts or consultants	Usually for 6–12 months, not renewable
Foreign Domestic Helper (FDH) Pass	Domestic roles	Maids, caregivers	Only for women, sector-specific

TEP Common Issues and Solutions

Hiring foreign workers under the Visit Pass Temporary Employment (TEP) is not always a smooth process.

There are several challenges that employers might run into, and each one can affect your hiring timelines, legal standing, or even your financial security.

1. Delays in Processing

This usually happens when documents are incomplete, inaccurate, or missing supporting approval, such as the quota from the Ministry of Home Affairs (MOHA).

For example, if your Form 49 or quota approval letter is not updated.

The Immigration Department will not process the Visa With Reference (VDR), which is a critical first step. This can lead to weeks or even months of waiting.

Sometimes, delays also happen because employers overlook the 24-hour clearance requirement at the entry point or fail to complete the medical exam within 30 days of arrival.

Every phase in this process has a time limit; missing even one can stall the entire hiring process.

To avoid delays, prepare all required documents ahead of time, double-check your application, and track the progress closely through the Foreign Workers Centralized Management System (FWCMS).

2. Failed Medical Examinations

After the foreign worker arrives in Malaysia, they must undergo a FOMEMA medical check-up at a registered clinic. This step is non-negotiable.

If the worker fails the test due to chronic illness, infectious diseases, or other medical conditions, the Temporary Employment Pass will not be issued.

When this happens, the employer is responsible for applying for a Check-Out Memo (COM) and arranging the worker's repatriation.

Meaning, you must send the worker back to their country. This comes with added costs and loss of time spent during recruitment.

You also won’t be able to claim back certain processing fees.

While you might still recover the security bond later (if repatriation is done correctly), the entire cycle can cause operational setbacks, especially if you were relying on the worker for a time-sensitive project.

3. Worker Abscondment

In some cases, a worker might run away from their job, either right after arrival or months later.

If the worker leaves without notifying the company and doesn’t return after going home for leave, it’s considered an abscondment.

This is a serious matter for employers because:

The worker will be blacklisted by the Immigration Department
You will lose the security bond, which can range from RM250 to RM1,500 depending on nationality
You must report the case, including filing a police report, submitting the abscondment form, and providing copies of the worker’s passport and employment documents

Abscondment cases also raise red flags with authorities and can damage your company's future applications for foreign worker quotas.

4. Administrative Burden

Many employers underestimate how much coordination is required to manage the TEP process.

From health screening to immigration approvals, everything is time-sensitive and must be well-documented.

You may need to work closely with your HR team, legal advisors, and company secretary to manage quotas, update MyCoID records, prepare Form 49, and track FOMEMA compliance.

5. Renewal Issues

Renewing the TEP can also be tricky. Renewal applications must be submitted at least three months before expiry, and the worker must undergo another medical exam for the 2nd and 3rd year.

If renewal is late, your case may be referred to Immigration Enforcement, which could result in penalties or even blacklisting of your company.

What Can You Do?

To reduce these risks:

Start the quota and visa process early
Track all dates (arrival, expiry, medical check-up deadlines)
Keep complete and updated documents
Set up a proper internal SOP for foreign worker management
Work with agencies or consultants who are familiar with FOMEMA, Immigration, and MOHA procedures

Taking these extra steps can save you from unexpected penalties, delays, and financial losses and help your company stay legally compliant throughout the employment period.

FAQ for Employers

How long does it take to process a TEP?

It can take several weeks. Delays often happen during quota approval or medical screening. Start early.

Can TEP holders change employers?

No. Workers cannot switch jobs or sectors while under a TEP unless approved by MOHA.

What happens if the worker fails their FOMEMA medical test?

The employer must repatriate the worker and submit a Check-Out Memo. TEP will not be issued.

Are TEP workers eligible for SOCSO and EPF?

TEP workers are eligible for SOCSO but not EPF. SOCSO and insurance contributions are mandatory.

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