Can a probationer be dismissed for poor performance in Malaysia? This article examines Tan Cheng Chuon v Kibing Group, where the Industrial Court awarded RM173,400 after finding that poor performance was not proved. It explains why employers should provide clear expectations, contemporaneous appraisals, warnings and a meaningful opportunity to improve before terminating a probationary employee for alleged underperformance at work.

Can employees request to work from home in Malaysia? This article explains flexible working arrangements under the Employment Act 1955, including changes to working hours, days and workplace. It covers the application process, employers’ response obligations, reasons for refusal, remote-working policies, performance, confidentiality, workplace safety and whether employees may insist on working remotely.

Can an employee be dismissed for a social media post in Malaysia? This article explains when online conduct may amount to workplace misconduct, including defamatory comments, confidentiality breaches and harassment. It also examines posts made outside working hours, employers’ social media policies, disciplinary procedures, proportionality and an employee’s right to challenge an unfair dismissal before the Industrial Court in Malaysia.

Can an employer transfer an employee to a different role in Malaysia? This article examines Jagdeep Kaur Udham Singh v Halal Development Corporation Bhd and explains when a unilateral transfer may amount to constructive dismissal. It covers transfer clauses, fundamental breach, unsuitable duties, employee objections, delay, compensation and practical lessons for employers managing workplace restructuring and employee redeployment exercises fairly.