裁员赔偿金

A. 员工薪水低于2000令吉，或是体力劳动者：

• 此类别的员工属于在1955劳工法下受保的员工，依照1955劳工法令和1980 年雇佣（终止及裁员）福利， 员工在被裁时可以享有以下的福利：
  • 辞退金 (Termination Benefit)
  • 代通知金

I. 辞退金(Termination Benefit) 

• 根据1980 年雇佣（终止及裁员）福利第 6 条文：
  • 工作2年以下的员工, 在每一年连续性之服务者可以领取10天工资。
  • 工作2年至5年以下的员工, 在每一年连续性之服务者可以领取15天工资。
  • 凡受雇为期5年以上的员工， 在每一年连续性之服务者可以领取20天工资。任何不满一年者，以最接近的月份比率计算。
• 以下员工不能获得辞退金：

1. 1. 雇员达到服务契约中注明的退休年龄。
   2. 因不当行为被雇主开除。
   3. 员工自愿退职。
   4. 员工必须持续为公司服务超过12个月。

II. 代通知金 (Payment in lieu of Notice)

• 1955劳工法令第12条文终止契约之通知：
  • 工作少过2年：四个星期的通知
  • 工作2年以上，5年以下：六个星期的通知
  • 工作超过5年：八个星期的通知
• 在第13条文下，任何一方若没有给予足够的离职通知，必须支付对方代通知金，就是支付对方通知期天数相等或通知期所剩下的天数的工资。

Termination of contract without notice
13. (1) Either party to a contract of service may terminate such contract of service without notice or, if notice has already been given in accordance with section 12, without waiting for the expiry of that notice, by paying to the other party an indemnity of a sum equal to the amount of wages which would have accrued to the employee during the term of such notice or during the unexpired term of such notice.

B. 员工薪水超过2000令吉，或不属于体力劳动者：

• 此类员工由于不在劳工法下，因此他们被裁的赔偿是依据双方合约内容所提及的裁员赔偿金。
• 1955劳工法令有69B条文说明劳工部总监有权处理薪水高于RM2000但低于RM5000的劳资纠纷 。
• 因此薪水超过RM2000，也不是手工劳动领域（从事体力劳动者工作）的员工, 只要员工的薪水不超过RM5000，假如公司没有依据合约给予裁员赔偿或代通知金，依然能到劳工部做出投诉。

*欲理解被雇主无理解雇的投诉程序，请点击员工如何举报雇主不合理的行为？的文章。

Employment Act 1955

12. Notice of termination of contract

(1)Either party to a contract of service may at any time give to the other party notice of his intention to terminate such contract of service.

(2)The length of such notice shall be the same for both employer and employee and shall be determined by a provision made in writing for such notice in the terms of the contract of service, or, in the absence of such provision in writing, shall not be less than:

(a)four weeks’ notice if the employee has been so employed for less than two years on the date on which the notice is given;

(b)six weeks’ notice if he has been so employed for two years or more but less than five years on such date;

(c)eight weeks’ notice if he has been so employed for five years or more on such date:

Provided that this section shall not be taken to prevent either party from waiving his right to a notice under this subsection.

(3)Notwithstanding anything contained in subsection (2), where the termination of service of the employee is attributable wholly or mainly to the fact that：

(a)the employer has ceased, or intends to cease to carry on the business for the purposes of which the employee was employed;

(b)the employer has ceased or intends to cease to carry on the business in the place at which the employee was contracted to work;

(c)the requirements of that business for the employee to carry out work of a particular kind have ceased or diminished or are expected to cease or diminish;

(d)the requirements of that business for the employee to carry out work of a particular kind in the place at which he was contracted to work have ceased or diminished or are expected to cease or diminish;

(e)the employee has refused to accept his transfer to any other place of employment, unless his contract of service requires him to accept such transfer; or

(f)a change has occurred in the ownership of the business for the purpose of which an employee is employed or of a part of such business, regardless of whether the change occurs by virtue of a sale or other disposition or by operation of law,

the employee shall be entitled to, and the employer shall give to the employee, notice of termination of service, and the length of such notice shall be not less than that provided under paragraph (2)(a), (b) or (c), as the case may be, regardless of anything to the contrary contained in the contract of service.

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