Industrial Relations & Labour Law Training Malaysia (2026) — HRDF Claimable
Industrial relations (IR) knowledge is essential for managing employee disputes, union negotiations, and disciplinary matters. Understand the Industrial Relations Act 1967, Trade Unions Act, and how to navigate the Industrial Court system.
Quick Answer: Industrial Relations & Labour Law Training
What is it: Training on Malaysian industrial relations law — the Industrial Relations Act 1967, trade union management, collective bargaining, disciplinary procedures, and Industrial Court processes.
Who is it for: HR managers, IR officers, union relations managers, legal teams, and business owners handling employee disputes.
Typical cost: RM3,000–RM6,000 for a 2-day program.
What You'll Learn
- Understand the Industrial Relations Act 1967
- Manage trade union relations and collective bargaining
- Handle wrongful dismissal claims and representations
- Navigate the Industrial Court and conciliation process
- Draft and interpret collective agreements
Who Should Attend
HR managers, industrial relations officers, union relations managers, legal and compliance professionals, and business owners dealing with organized labor or employee disputes.
Full Curriculum: What This Training Covers
That's the outcome — here's exactly how we get you there, module by module. A typical programme is organised into these modules; content is tailored to your team, roles, and industry.
1.Malaysian Employment Law Framework
Overview of the Employment Act 1955 (including the 2022 amendments), Industrial Relations Act 1967 and Trade Unions Act 1959, EA vs non-EA employee coverage, and the key statutory definitions under Section 2 (workman, employer, contract of service, wages).
2.Contracts of Employment
Distinguishing a contract of service from a contract for service, the legal tests courts apply, misclassification risks, plus drafting and managing probation clauses and fixed-term contracts and their renewal risks.
3.Managing Misconduct & Discipline
Handling common misconduct such as absenteeism, insubordination, dishonesty/theft, sexual harassment, bullying and conflict of interest, issuing show-cause letters and warnings, and applying the principle of proportionality when deciding punishment.
4.Domestic Inquiry & Due Process
When a Domestic Inquiry (DI) is required, conducting a procedurally fair inquiry, the roles of the panel, prosecuting officer, witnesses and observer, and meeting the natural-justice standards Industrial Courts expect before dismissal.
5.Managing Poor Performance
Distinguishing poor performance from misconduct, the minimum legal requirements of a Performance Improvement Plan (PIP), managing employees with medical conditions, and avoiding unfair-dismissal claims arising from performance management.
6.Termination, Dismissal & Retrenchment
Lawful grounds for termination and dismissal, constructive dismissal and how it arises, and retrenchment essentials including selection principles, notice requirements, and lay-off and termination benefits.
7.Unfair Dismissal & the Industrial Court
Section 20(1) representations for unfair dismissal, filing conditions and time limits, the IR conciliation process at the Industrial Relations Department, and preparing for and presenting a case at the Industrial Court.
8.Wages, Statutory Benefits & Maternity Protection
Wage definitions and payment rules under the EA 1955, lawful deductions and incomplete-month calculation, rest days, working hours and overtime, annual/sick/public-holiday and paternity entitlements, Ordinary Rate of Pay, and maternity leave protections under Sections 37-40.
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Industrial Relations & Labour Law Training Programmes Available
Frequently Asked Questions About Industrial Relations & Labour Law Training
Training covers the Industrial Relations Act 1967, Trade Unions Act 1959, Employment Act 1955, and relevant case law from the Industrial Court. Some programs also cover the Sabah and Sarawak Labour Ordinances.
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Ringkasan dalam Bahasa Melayu
Latihan perhubungan perusahaan dan undang-undang buruh di Malaysia merangkumi Akta Perhubungan Perusahaan 1967, pengurusan kesatuan sekerja, perundingan kolektif, dan prosedur Mahkamah Perusahaan. Penting untuk pengurus HR dan pegawai perhubungan perusahaan. Boleh dituntut melalui HRDF.
Last Verified: March 2026