Employees earning up to RM4,000/month will be entitled to overtime payments. Here’s what employers need to know.

Employees earning up to RM4,000/month will be entitled to overtime payments. Here's what employers need to know.

[Note: When this article was first published on 18 August 2022, the amendments to the Employment Act were scheduled to come into force on 1 September 2022. In late August 2022, the government announced that the implementation date would be deferred to 1 January 2023. This article has been edited to reflect the new implementation date, with any new text in red.]

From 1 September 2022 1 January 2023, when the new Work Act (“EA”) amendments arrive into power (See: Employment Act to utilize to all staff from 1 January 2023, some sections subject matter to improved income threshold of RM4,000/month), all workforce with wages up to RM4,000/thirty day period will be entitled to extra time payments. This is a substantial modify from the pre-modification EA, the place usually only staff members with wages up to RM2,000/month have been entitled to overtime payments.

This widened scope will have a big economic impact on numerous companies, who have by now had to cope with the increased minimum wage from 1 May perhaps 2022 (See: Confirmed: New Least Wages Get effective 1 May perhaps 2022 businesses with fewer than 5 workforce exempted), and the Malaysian Employers Federation a short while ago identified as on the govt to defer the implementation of the EA amendments.

The functional influence of this change is that staff members with monthly wages in the RM2,001-RM4,000 assortment who previously may possibly have been utilised to sometimes performing past their usual working hours to complete urgent duties, or to attending to operate issues on weekends or general public holidays, will be entitled to additional time payments for doing so. On the other hand, additional time does not basically imply any function completed outside the house of the 9-5 window. There are many, from time to time reasonably technological, definitions and lawful provisions that have to be considered in get to fully grasp the lawful definition of “overtime”.

What is deemed “wages”?

To figure out which employees slide within just the conditions of staying compensated wages up to RM4,000/month, it is vital to understand that the EA has a certain definition of “wages”. Beneath the EA, “wages” indicates fundamental wages and all other payments in hard cash payable to an personnel for get the job done carried out in respect of his deal of company but does not incorporate

  • the price of any dwelling accommodation or the provide of any meals, gas, light or h2o or clinical attendance, or of any accepted amenity or authorised provider
  • any contribution paid by the employer on his have account to any pension fund, provident fund, superannuation plan, retrenchment, termination, lay-off or retirement plan, thrift plan or any other fund or plan proven for the profit or welfare of the personnel
  • any travelling allowance or the worth of any travelling concession
  • any sum payable to the personnel to defray special costs entailed on him by the character of his employment
  • any gratuity payable on discharge or retirement or
  • any annual reward or any part of any yearly bonus.

It is important that when companies are ascertaining which staff are involved or excluded from particular provisions of the EA that the previously mentioned definition and exclusions are clearly understood.

The this means of “overtime”

There are two critical sections in the EA which outline “overtime”:

  • Segment 60A(3)(b) of the EA reads: “In this segment ‘overtime’ implies the selection of several hours of get the job done carried out in excess of the typical hours of operate for each working day: Furnished that if any get the job done is carried out just after the distribute over period of time of ten several hours, the whole period beginning from the time that the reported distribute above interval ends up to the time that the personnel ceases perform for the day shall be deemed to be additional time.”
  • Section 60A(3)(c) of the EA reads: “For the purposes of this part, part 60, paragraph 60D(3)(a) and part 60I, ‘normal hours of work’ suggests the amount of hrs of work as agreed among an employer and an worker in the contract of assistance to be the common hrs of operate per day… and this kind of hours of function shall not exceed the boundaries of hrs approved in subsection (1).”

Based on the higher than two sections, additional time function is work finished outdoors of the hours of do the job mentioned in the work deal. It is not primarily based on a generic 9-5, but is primarily based on what is stated in the deal. Nonetheless, as viewed previously mentioned, the EA also states that the hours mentioned in the agreement are matter to the boundaries in Part 60A(1). Adhering to the new amendments, Area 60A(1) states that an employment deal can not demand an worker to do the job —

  • much more than five consecutive hrs without a period of time of leisure of not significantly less than 30 minutes length
  • far more than 8 hours in a single day
  • in surplus of a unfold around period of time of ten hrs in a person day
  • much more than 45 hours in 1 7 days.

There are some specialized ailments and potential exemptions to the functioning hour limitations below the EA, but the above sets out the common placement.

Analyzing when workforce are entitled to overtime payments, and the overtime system/amount

These are the situations when workforce on a month to month wage are entitled to extra time, and the respective time beyond regulation formulation/costs:

  • Performs much more than the ordinary working hours on a usual function working day: 1.5x hourly rate of pay out [Section 60A(3)(a)].
  • Functions on a relaxation working day, but the period of time of do the job does not exceed half the regular hours of operate: .5x common fee of shell out [Section 60(3)(b)(i)].
  • Is effective on a relaxation working day, but the period of work is a lot more than half but does not exceed the ordinary several hours of get the job done: One day’s wages at the standard price of pay out [Section 60(3)(b)(ii)].
  • Any work on a rest day which is in excess of the ordinary hours of work: 2x hourly charge of pay out [Section 60(3)(c)].
  • Functions on a public getaway, but not exceeding usual several hours of get the job done: Two days’ wages at everyday price of pay out [Section 60D(3)(a)(i)].
  • Any function on a community holiday which is in extra of the standard several hours of work: 3x hourly price of spend [Section 60D(3)(aa)].

Calculating an employee’s “ordinary price of pay” and “hourly fee of pay”

The additional time costs over are based on “ordinary rate of pay” and “hourly level of pay”, and the EA also defines how these prices are to be calculated. There are incredibly specific provisions in the EA (all in Area 60I) based on irrespective of whether an employee is commonly paid out on a regular, weekly, daily, or hourly charge, or on piece fees.

For the reasons of this post, I will just explain that for an worker paid out on a every month rate of pay out —

  • her “ordinary price of pay” is her month-to-month wages divided by 26 and
  • her “hourly price of pay” is her normal price of pay out divided by her typical hours of operate (per working day).

For illustration, an staff whose regular monthly salary is RM3,900 and is expected less than her employment agreement to perform 8 hrs a day has —

  • an ordinary rate of pay back of RM150 (3900/26) and
  • an hourly level of fork out of RM18.75 (150/8).

What companies have to have to do

As a outcome of these most recent EA amendments, lots of businesses who formerly did not have to take into consideration the regulation on additional time payments will now have to do so. These are some simple measures which all employers need to urgently consider in advance of 1 September 2022 1 January 2023:

  • Evaluate all staff salaries and, having be aware of the definition of “wages” explained over, figure out which staff members slide in the scope of the revised EA and will be entitled to time beyond regulation payments.
  • Critique all existing work contracts to make sure that the hours of function for all workers are clearly spelt out, and are in line with the performing hour boundaries imposed by the EA. These contractual performing hrs will be the basis for calculating any time beyond regulation payments.
  • Ensure that there are crystal clear is a apparent coverage on extra time or operate exterior of the ordinary working hrs to keep away from unwanted or abnormal extra time claims.
  • Build a program for recording extra time perform, calculations, and payments These data should be retained for at least 6 several years.

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