Employment Act coverage review
Contract of service classification checked against the Act's current, wider coverage following the 2022 amendments.
Employment Law / HR Compliance Audit
Employment & HR Compliance Audit
An independent audit of employment law compliance: Employment Act coverage, contract and entitlement documentation, termination and dismissal process quality, and workplace policy gaps, ending in a plan a board can act on.
Overview
Employment & HR Compliance Audit
What it is
An independent audit of an organisation's employment law compliance: Employment Act 1955 coverage and application, contract of service and entitlement documentation, termination and dismissal process compliance, and workplace policy review.
Why organisations need it
The Employment Act 1955 was amended in 2022 to cover a much wider range of employees than before, and many organisations have not revisited their contracts, entitlements and policies since. Termination and dismissal is the area that costs the most when it goes wrong: a dismissal without just cause or excuse, or a domestic inquiry that will not survive scrutiny, is usually only discovered at the Industrial Court. An audit finds the gap before a claim does.
Key features
What the engagement covers
Entitlement compliance review
Overtime, rest day and leave entitlement calculation and record-keeping checked against statutory minimums.
Termination and dismissal process review
Process quality against just cause or excuse, and domestic inquiry documentation tested for whether it would survive an Industrial Court claim.
Workplace policy review
Core HR policies reviewed, including Anti-Sexual Harassment Act 2022 obligations and the complaint mechanism required under it.
Contract documentation review
Contracts of service checked for required terms and consistency with actual practice.
Remediation plan
Findings ranked by exposure, with owners and target dates.
Business value
What the business gets out of it
Finds the gap before a claim does
The same issues an Industrial Court claim or a labour inspection would surface, found and fixed first.
Covers the 2022 amendments
Checked against the Act's current, wider coverage, not the pre-amendment version many policies were written for.
Tests dismissal process, not just the letter
Domestic inquiry quality and documentation reviewed, since that is what gets tested in a claim.
Independent
A review, not a referral to an HR outsourcing retainer.
Board-ready reporting
A summary senior management can act on directly.
How it works
How the engagement runs
01
Scoping
Workforce categories and existing HR documentation.
02
Document review
Contracts, entitlement records and policies against the Act.
03
Process review
Recent termination and dismissal cases, where available, reviewed for process quality.
04
Interviews
HR and relevant managers on how policy is applied in practice.
05
Report
Findings, remediation plan and a management summary.
Deliverables
What you receive
Compliance audit report
Findings ranked by exposure, with evidence.
Entitlement gap list
Specific calculation or record-keeping issues found.
Termination process findings
Process and documentation quality against just cause and excuse.
Policy gap list
Including Anti-Sexual Harassment Act compliance.
Remediation plan
Owners, actions and target dates.
Who it is for
Who this is built for
Industries
Company sizes
Departments
Why Orbix
Why organisations choose Orbix
A governance approach, not a tool sale
We do not resell products, so nothing here is shaped by a vendor margin. The recommendation is whatever your risk and your budget actually justify, including telling you that you do not need the engagement yet.
Recommendations you can actually implement
Findings come with a sequence, an owner and a realistic effort estimate, sized to the team you have rather than the team a framework assumes. A report that cannot be acted on is an expense, not a control.
Consultants who have sat on your side of the table
Our people have carried the obligation internally, not only audited it. That shows up in what we consider proportionate, and in how much documentation we think you genuinely need.
Built for the Malaysian operating context
Work is grounded in Malaysian law and regulator expectation, from the PDPA and the Cyber Security Act 2024 to Bursa, BNM and SC requirements, rather than translated from a European or American template.
HRD Corp expertise where it applies
Where an engagement includes training, the training component is structured to be HRD Corp SBL-Khas claimable, which changes what the programme costs you in practice.
Questions
Questions we get asked
Do you handle an active dismissal dispute for us?
No. The audit reviews process and documentation quality, not individual case representation. We can recommend where to seek that separately.
Does this cover the 2022 Employment Act amendments?
Yes, that is a specific focus, since many organisations have not revisited their contracts and policies since the amendments took effect.
Do you review our Anti-Sexual Harassment Act compliance?
Yes, as part of the workplace policy review, including whether the required complaint mechanism is actually in place and working.
Can this cover a specific recent termination we are worried about?
The audit can include a focused review of a specific case alongside the general compliance review, scoped separately.
How long does this take?
Typically two to four weeks, depending on workforce size and the number of policies and records to review.