Employee Leave Policies Quiz

Every employee is entitled to at least one rest day per week. If an employee has multiple rest days, the last one is considered the 'official' rest day.

Shift workers are entitled to a continuous rest period of at least 30 hours. This is calculated from the end of their last working shift.

Employers must create a monthly schedule, informing employees of their assigned rest days. This can be displayed as a list or a single, visible notice for all employees.

Employers should keep a copy of the rest day schedule for six years. This helps ensure compliance with employee rights.

Employees cannot be forced to work on their rest day, unless their job requires continuous operation or involves multiple shifts.

The Director General can decide if a job truly requires continuous operation or multiple shifts, in case of disputes.

Banking services are considered essential, so bank employees may be required to work on their rest day.

The case of Malayan Commercial Banks highlights how essential services can impact the right to a rest day.

An employee working on a rest day for less than half their normal hours receives one day's regular pay.

An employee working on a rest day for more than half, but not exceeding their normal hours, gets paid two days' regular wages.

An employee working on a rest day for less than half their normal hours earns half their regular daily rate.

An employee working on a rest day for more than half, but not exceeding their normal hours, receives one full day's regular pay.

Overtime work on a rest day is paid double the regular hourly rate.

For piece-rate workers, each piece completed on a rest day earns them twice the usual rate.

Every employee is entitled to 11 gazetted public holidays, including the National Day, Birthday of the Yang di-Pertuan Agong, Birthday of the State Ruler, Workers’ Day, and Malaysia Day.

An employer has to choose 6 more public holidays for their employees. The list of these 6 holidays needs to be displayed at the workplace before the start of each year.

If a public holiday falls on an employee's rest day, the next day automatically becomes their public holiday.

By mutual agreement, an employee can work on a public holiday and get another day off in exchange. For example, working on Deepavali and getting Hari Raya off.

If a public holiday falls during an employee's sick leave, annual leave, or period of temporary disablement, they are entitled to another day off in addition to the regular public holiday.

Employees on monthly pay are considered to have received their holiday pay when they receive their regular monthly wages.

If an employee is asked to work on a public holiday, they receive double their regular pay on top of their holiday pay.

The premium rate for working on a public holiday applies even if the worker works less than their usual daily hours.

Employers can instruct employees to work on public holidays, but must pay them double their daily wages.

Overtime work on a public holiday is paid at triple the worker's normal hourly rate.

The length of annual leave depends on an employee's service with their employer. Workers with less than 2 years receive 8 days, 2-5 years receive 12 days, and over 5 years receive 16 days.

Employees must apply for annual leave and are considered in misconduct if they are absent without permission.

Paid annual leave is separate from rest days and public holidays.

Workers are entitled to a daily wage of RM46 if their monthly wage is RM1200.

Workers are entitled to double their daily wage (RM92) for working on a public holiday.

Overtime on a public holiday is calculated as RM46/8 hours x 2 hours x 3 = RM34.50.

If an employee on paid annual leave becomes entitled to sick leave or maternity leave, they will be granted the leave, and the annual leave will be considered as not taken for those days.

An employee who doesn't apply for annual leave within the year loses their entitlement to it.

If an employee applies for annual leave and the request is rejected, the employer must pay the employee one day's salary for every day of leave not granted.

An employee can use their remaining annual leave before their employment ends.

The employer is obligated to pay the employee their regular rate of pay for each day of annual leave.

If employment ends before an employee has used their allotted annual leave, the employer must pay them for the unused leave.

An employee is entitled to paid sick leave after being examined by a company-appointed doctor and certified unfit for work.

If an employee has a medical emergency and can't visit the company doctor, the employer can accept a medical certificate from a non-panel doctor.

An employee is deemed to be absent without permission if they take sick leave without a medical certificate or don't inform their employer within 48 hours of starting the leave.

Employees with less than 2 years of service are entitled to 14 days of sick leave per year, 18 days for 2-5 years of service, and 22 days for 5 years or more.

Employees are eligible for up to 60 days of paid medical leave per year, in addition to their regular sick leave, when hospitalized due to illness.

Male employees are entitled to 7 days of paid paternity leave for each confinement, with a maximum of 5 confinements.

To qualify for paternity leave, employees must have worked for the same employer for at least 12 months before the leave and notify their employer of the pregnancy at least 30 days before the expected confinement.