Hospitalization Leave一定是要住院吗？

1. 什么是住院假？Employment Act 1955 第 60F 条到底保障什么？

• 在马来西亚，大部分私人界员工的病假与住院假权利，都是由《1955 年劳工法令》（Employment Act 1955，下称“劳工法”）第 60F 条所保障。根据 2022 年修正并在 2023 年 1 月 1 日生效的新制度，员工依法享有两种不同的带薪病假额度：一是普通病假（sick leave），二是住院假（hospitalisation leave），而且两者是分开计算的。
• 一般来说，普通病假的年度天数是依照服务年资而定：少于两年有 14 天，两年至少于五年有 18 天，五年以上有 22 天；住院假则是每年最多 60 天，前提是由注册医生或政府医疗官证明需要住院治疗或达到需要住院的严重程度。
• 第 60F(1)(bb) 条文最关键的一句，是所谓“视同住院”的规定：如果员工被医生证明“病情严重到需要住院”，只是因为任何原因没有真正被安排入院，那么在法律上，员工仍然被视为“住院”，可以动用 60 天的住院假权利。

2. 问题一：Hospitalization leave 一定要真正“住在医院”才算吗？

问： 医生给了我 hospitalization leave（住院假），但医院说病房满了，要我先回家休养。公司却说：“既然你在家，就不是住院假，只能算 annual leave（年假）”。这种做法对吗？

答： 从法律角度，这是错误做法。

• 劳工法第 60F(1)(bb) 明确规定，只要注册医生或政府医疗官证明员工的病情“严重到需要住院”，即使因为任何原因没有真正入院（例如病房不足、医生评估可以在家卧床休养、病人选择回家等），法律上都会“视为住院”，员工可以动用 60 天住院假额度。
• 这代表：

• • 员工的权利关键在于医生的医疗证明与诊断结论，而不是员工的身体地理位置。
  • 只要医疗证明上写明需要住院治疗，或者明确标示为“hospitalisation leave”“warded”“病情需要住院”等用语，即使医院安排病患回家休养，雇主也必须把相关天数记录为住院假，而不是强逼员工用年假或无薪假。

• 从实务角度，雇主如果有疑问，可以要求员工配合提供医院出院小结、医生报告或向医院发函确认，但前提是遵守医患保密及个人资料保护原则，并取得员工知情与配合。只要最终医疗文件证明该段时间属于需要住院的病情，公司就应依法承认住院假。
• 因此，员工可以据理力争，要求雇主更正错误的 leave classification（请假类别），并把已扣除的年假归还，同时提醒雇主，违法拒绝住院假可能导致劳资纠纷，甚至被投诉至劳工局或工业法庭。

3. 问题二：如果医生给了住院假，却叫我回家休息，这段到底算什么假？

问： 医生开的是“hospitalisation leave”，但同时在口头上说明：“你不需要住院，在家卧床休息就可以”。雇主说这只是普通病假，不是住院假，这样算对吗？

答： 要看医生的书面医疗证明内容，而不是只看口头说明。

(一) 法律上的判断标准

法律要求的是：

1. 1. 员工经过注册医生或政府医疗官的检查；
   2. 医生写明病情达到“需要住院”或给予“住院假”的认证；
   3. 无论最终是否实际入院，只要满足上述条件，员工法律上就享有住院假。

如果医生在医疗证书上清楚写明“hospitalisation leave”，或注明病情需要 hospitalisation，雇主不能随意把它改成普通 sick leave，更不可以要求员工用 annual leave。

(二) 实务建议：员工如何保护自己？

1. 1. 在看医生时，最好主动告知医生你的工作性质与需要，并确认医生在医疗证明上写明是“hospitalisation leave”或“病情需要住院治疗”。
   2. 如果医院因为资源问题无法安排入院，要求医院在出院信或医生报告中注明“病情足以需要住院，但因某某原因安排居家疗养”。
   3. 交给公司的病假单保留复印本或照片，日后若发生争议，可作为证据。

(三) 实务建议：雇主如何在合法前提下核实？

雇主可以：

• • 透过 HR 发函给医院/医生，要求进一步书面确认该段 medical leave 属住院性质；
  • 在聘用合同时约定：员工同意在有争议时，配合提供医疗报告或授权雇主直接询问主诊医生。

但雇主不能随意否定医生的专业判断，更不能把“在家疗养期间”一律视为普通病假或年假。

4. 问题三：在 hospitalization leave 期间，我可以出门吃饭、散步、买东西、看医生复诊吗？会不会被说滥用病假？

问： 很多员工担心，如果在住院假或病假期间被同事看到去外面吃饭、买药、走动，会不会马上被公司当成“假病真偷懒”？

答： 关键在于：你的行为是否合理、是否违反医生嘱咐、是否与康复目的相冲突。

• • 劳工法并没有明文规定“病假、住院假必须完全待在家里不能踏出门”，而工业法庭在多个案件中也采取“实际情况与合理性”的角度来判断所谓“滥用病假”。例如有案件中，员工在病假期间只去参加短暂讲座取讲义，被法庭认定为属于轻微活动，并未破坏医疗目的，因此不构成滥用病假。
  • 然而，也有近年的案例，例如员工在长期病假期间去打藤球、砍树、做重体力活动，法庭认为这一类行为明显与“休养康复”目的相冲突，最终支持公司以严重违纪为由解雇员工。
  • 综合现有判例，一般可以这样理解：

• • • 可以被视为合理的活动：出门到附近买饭、拿药、轻松散步促进康复、定期返院复诊、短时间外出处理生活必须事项等，只要活动不激烈、时间不过分长、与康复需要一致。
    • 高风险、可能被视为滥用的活动：远途旅游、参与激烈运动、从事第二份工作、参加大规模活动、长时间逛街购物、明知医生吩咐卧床仍长时间外出等。

• • 员工应当严格遵守医生的书面与口头指示，并时刻记得：病假与住院假的目的，是让你有时间好好康复，而不是“额外的娱乐假期”。

5. 问题四：在 hospitalization leave 期间，雇主可以要求员工在家工作，甚至叫员工回公司上班吗？

问： 一些雇主会说：“你虽然拿住院假，但反正你在家，可以顺便处理一下电邮/开个线上会议。” 这种做法合法吗？如果员工拒绝，会不会被视为不合作？

答： 从法律精神与公平原则出发，住院假原则上是员工依法享有的“全休”权利，雇主不应在这段期间要求员工履行工作义务。

• 劳工法第 60F 的结构，是要在员工因严重疾病或需要住院治疗时，给予额外的 60 天带薪休养时间，用来治疗与康复，而不是“换个地点继续工作”。若雇主在员工仍持有有效住院假 MC 的期间，持续下达工作指示，甚至以“不合作”为由发出警告信或日后用来支持解雇，工业法庭视为不合理、不公平甚至构成变相打压。工业法庭一贯强调，雇主在处理员工病假、住院假、医疗状况时必须体现合理体谅与善意。
• 实务上可以作如下区分：
• 雇主主动要求，员工被迫配合：这类情况风险最高，容易构成雇主干预医疗休假权利，尤其在员工已明确告知自己身体状况不适合工作时。
• 员工主动提出愿意做少量轻工作：例如员工为了避免工作积压，自愿在身体允许范围内回复少量电邮、进行短暂线上会议；这类情况较常见，但雇主仍应书面注明这是员工自愿，并尊重医生指示，不得以此要求其承担正常绩效标准。
• 总结来说，雇主不应把住院假视为“居家办公日”。除非是员工在身体许可、完全自愿的情况下提出帮忙，雇主才可在非常有限的范围内接受，但仍需尽到关怀义务。

6. 问题五：如果员工在 hospitalization leave 期间被逼工作，公司能否以“表现不好”为由发警告或解雇？住院假会不会因此“作废”？

问： 有员工担心，自己在住院假期间被上司要求在家处理工作，如果做得不够好，日后会不会被当做“KPI 不达标”而收到警告信，甚至被炒鱿鱼？如果我在住院假期间有工作，是不是代表我的住院假不算了？

答：

（一）住院假的法律效力不会自动消失
只要医疗证明真实有效，且没有被医生撤回或证实伪造，员工在该段期间享有的住院假权利是存在的。即使员工在心理压力下有配合处理了一部分工作，也不意味着该 MC 自动失效或住院假被“清零”。

（二）用病中表现作为评估标准，风险极高
工业法庭处理不当解雇案件时，通常会看：

1. 1. 公司作出警告或解雇时，员工是否在病假/住院假期间；
   2. 公司是否有合理依据证明员工已经恢复工作能力，却刻意偷懒或严重怠工；
   3. 雇主是否合理考量员工身体状况及医生意见。

如果公司在员工仍持有有效住院假 MC 的情况下，强行要求工作，然后因为其“效率不足”“回复不够快”而发出警告或解雇，极大机会在工业法庭被裁定为不公正解雇。

（三）何种情况雇主可以采取纪律行动？

相反地，如果出现以下情况，雇主可能有合理依据采取行动：

• • 员工在住院假期间，从事明显与医疗指示相反的活动（例如重体力劳动、运动赛事、兼职工作等），并有照片、影片或证人证据支持；
  • 医生确认员工其实已不再需要住院假，却继续向公司索取住院假或提交不实 MC；
  • 员工伪造医疗证明或者刻意隐瞒真实健康状况。

这类情况属于典型的“滥用病假/住院假”，将构成严重违纪甚至即时解雇的合理理由。

7. 雇主角度：如何在保障员工权利之余，防止员工滥用 hospitalization leave？

从雇主立场，既要遵守劳工法，也要防止制度被滥用。以下是若干合法与务实的做法：

第一，制定清晰的 sick leave & hospitalisation leave 政策
公司应在员工手册或雇佣合约中，写明：

• • 病假/住院假申请程序（包括必须在 48 小时内通知雇主并提交 MC 的要求，配合第 60F(2) 条文）。
  • 哪些诊所/医院是公司 panel clinic，若非 panel，员工需提供合理解释。
  • 如果 MC 属于住院性质，公司有权向医院要求确认或医疗报告（在员工知情同意下）。

第二，建立医疗核实机制
当 HR 怀疑 MC 被滥用时，可以：

• • 要求员工签署授权书，让公司向主诊医生发出询问函，只问必要问题，例如是否需要住院、是否适合进行任何形式工作等；
  • 在长期或频密住院假个案中，安排员工进行第二医疗评估（second opinion），尤其涉及长期无法工作的情况。

第三，妥善记录与渐进式纪律程序
对于有明显滥用病假迹象的员工，公司必须：

• • 保存所有考勤、MC、沟通记录、同事投诉、电邮等证据；
  • 先发出书面提醒/警告，给员工机会解释；
  • 视情况进行 domestic inquiry（内部调查/纪律听证），确保程序公平、结论合理。

只要雇主有充足证据证明员工在住院假期间从事与康复无关甚至相反的行为，工业法庭一般会认可雇主采取的纪律行动。

第四，避免自己“踩雷”的做法

对雇主而言，以下做法风险极高，应尽量避免：

• • 在员工持有效住院假 MC 时，持续要求其 WFH 或回公司上班；
  • 以员工在住院假期间的工作表现作为 KPI 评估或解雇依据；
  • 把本应属住院假的天数改写成年假、无薪假，以节省成本；
  • 拒绝承认合法的住院假 MC，单纯以“我觉得你没那么严重”为理由。

8. 总结：员工如何自保？公司如何合规？何时应当找律师？

从整体来看，马来西亚关于 hospitalization leave（住院假）的法律精神非常清楚：

• • 员工只要符合第 60F 条文条件，在被医生证明病情严重到需要住院时，即使实际没有住院，只要有正式医疗证明，就应享有最多 60 天的住院假；
  • 住院假是让员工治疗与康复的法定权利，不是雇主可以任意更改、也不是员工可以任意滥用的“额外长假”；
  • 员工必须遵守医生指示，避免从事明显与康复目的相冲突的活动，否则可能演变成严重违纪；
  • 雇主则应通过清晰政策、合理核实机制与恰当的纪律程序，在尊重员工病假权利的前提下防止滥用。

如果你是员工，遇到以下情况时，建议尽快寻求专业法律意见：

• • 雇主拒绝承认你的住院假，强逼你用年假或无薪假；
  • 在你持有住院假 MC 期间，被迫工作、被威胁否则会被记大过；
  • 因病假或住院假被调职、降职或被迫离职。

如果你是雇主，当你面对以下困境时，也非常有必要事先咨询律师：

• • 公司怀疑员工伪造或滥用住院假，但不确定证据是否足够；
  • 想修改员工手册、病假政策，以符合 2022 年修法后的新制度；
  • 计划对有滥用病假纪录的员工采取警告或解雇行动。

为了避免一纸错误决定导致高额赔偿或重创公司声誉，最稳妥的做法，是在行动前先取得专业法律意见与书面策略规划。

如果你或你的公司正面对 hospitalization leave 或病假争议，欢迎以付费咨询方式联络 Wilson Kuek 律师，并委任我们的律师楼 Kuek, Ong & Associates 评估案件、拟定完整策略、准备文件以及在劳工局或工业法庭代表你出庭。

1. Introduction: The Legal Framework of Hospitalisation Leave under Malaysian Law

• In Malaysia, the legal foundation for sick leave and hospitalisation leave is found in Section 60F of the Employment Act 1955 (“EA 1955”), as amended by the Employment (Amendment) Act 2022, which took effect on 1 January 2023. Today, all private-sector employees, regardless of wage level, are generally entitled to the minimum sick and hospitalisation leave benefits under the Act.
• Under the current regime, employees are entitled to paid ordinary sick leave per calendar year based on length of service, and a separate entitlement of up to 60 days of paid hospitalisation leave per year, as certified by a registered medical practitioner, medical officer or dental surgeon.
• Most importantly, Section 60F(1)(bb) contains a crucial deeming provision: where an employee is certified by a registered medical practitioner or medical officer to be ill enough to need to be hospitalised, but is not actually hospitalised for any reason, the employee shall be deemed to be hospitalised for the purposes of that section.
• This means that in Malaysian employment law, the key question is whether the doctor certifies that hospitalisation is medically necessary, not whether the employee physically sleeps in a hospital bed. Based on this framework, we now address common questions in a Q&A format, followed by a practical employer-side discussion on preventing abuse while remaining compliant.

2. Q1: Must I be physically warded in the hospital to qualify for hospitalisation leave?

Question: My specialist issued a medical certificate (“MC”) indicating hospitalisation leave, but the ward was full and I was instructed to rest at home. My employer insists that “if you are resting at home, it is not hospitalisation leave” and wants to deduct my annual leave instead. Is this correct?

Answer: Legally, this approach is incorrect.

Section 60F(1)(bb) clearly provides that if a registered medical practitioner or medical officer certifies that the employee is ill enough to require hospitalisation, the employee is deemed to be hospitalised even if, for any reason, he or she is not actually warded.

In practical terms:

• • The decisive factor is the doctor’s certification and medical assessment, not the employee’s GPS location.
  • Where the MC or supporting medical report clearly indicates “hospitalisation leave”, “requires hospitalisation” or equivalent wording, the employer must classify that period as hospitalisation leave, even if the hospital instructs the employee to recuperate at home for medical or logistical reasons.

An employer may legitimately seek clarification – for example, by requesting a discharge summary or a short confirmation letter from the hospital – but once it is confirmed that the employee’s condition meets the “ill enough to be hospitalised” threshold, the days must be treated as hospitalisation leave, not annual leave or unpaid leave.

3. Q2: What if the doctor issues “hospitalisation leave” but verbally tells me to rest at home – is it still hospitalisation leave?

Question: My doctor issued an MC specifying hospitalisation leave but told me verbally that I could rest at home and need not stay in the hospital. My employer argues that this should be treated as ordinary sick leave only. Who is right?

Answer: The law looks first at the written medical certification, not informal verbal remarks.

(a) Legal test under Section 60F

The legal requirements are essentially:

1. 1. The employee must be examined by a registered medical practitioner or medical officer (or dental surgeon under Section 60F(1A)).
   2. The practitioner certifies that the condition is serious enough to require hospitalisation or expressly grants “hospitalisation leave”.
   3. Even if the employee is not warded for any reason, he or she is deemed hospitalised for the purposes of hospitalisation leave entitlement.

Therefore, where the MC clearly states “hospitalisation leave” or indicates a condition warranting hospitalisation, the employer cannot unilaterally downgrade the leave to ordinary sick leave, and certainly cannot force the employee to use annual leave.

(b) Practical tips for employees

• • Inform the doctor of your job scope and the importance of proper classification, and confirm that the MC indicates hospitalisation leave when medically justified.
  • If the hospital decides not to admit you due to bed shortage or clinical reasons, request that this be recorded in the discharge note or medical report.
  • Keep copies or photos of all MCs and medical documents submitted to your employer.

(c) Practical tips for employers

Employers may, in a lawful and respectful manner:

• • Write to the hospital/doctor (with the employee’s consent) for clarification whether the leave is of a hospitalisation nature;
  • Provide in employment contracts and policies that in the event of disputed MCs, the employee will cooperate in providing further documentation or a second opinion.(|)

However, employers should not substitute their lay opinion for the doctor’s clinical judgment.

4. Q3: During hospitalisation leave, can I go out for meals, short walks, or light outdoor activities? Will I be accused of abusing my leave?

Question: Many employees fear that if they are seen outside their home during sick or hospitalisation leave – for example, buying food, walking in the park or attending a short appointment – the employer will immediately accuse them of malingering or abusing leave.

Answer: The law and Industrial Court case law focus on reasonableness, medical advice and the nature of the activity, not a blanket rule that you must never step outside your house.

The Employment Act does not expressly state that an employee on sick or hospitalisation leave must be completely confined indoors. Industrial Court decisions distinguish between:

• • Light, reasonable activities consistent with recovery, and
  • Activities clearly inconsistent with the medical condition and purpose of leave.

For example, in one case, the Court accepted that a claimant on sick leave who briefly attended a seminar simply to collect course notes was not abusing sick leave, as this was a minimal activity that did not undermine her recovery.

By contrast, more recent cases have upheld dismissal where employees on extended medical leave engaged in strenuous physical activities such as playing competitive sports or cutting trees, holding that such conduct fundamentally contradicts the purpose of medical leave and breaches the employer’s trust.

In short:

• • Generally acceptable activities include short trips to buy meals or medicine, light walks recommended by the doctor, attending follow-up medical appointments, or performing basic daily tasks – as long as they are not strenuous and do not contradict medical advice.
  • High-risk activities include travelling, vigorous sports, long shopping sprees, secondary employment, or any activity that clearly contradicts the stated diagnosis (for example, heavy manual work while on back-injury MC).

Employees should strictly follow their doctor’s instructions. Medical and hospitalisation leave is meant for treatment and recovery, not recreation.

5. Q4: Can my employer ask me to work from home, or even come to the office, while I am on hospitalisation leave?

Question: Some employers say: “You are on hospitalisation leave but at home, can you at least answer emails or join a quick online meeting?” Is this lawful? What if I refuse?

Answer: As a matter of legal principle and fairness, hospitalisation leave is intended to be full rest time, and employers should not treat it as a remote-working arrangement.

First, the structure and purpose of Section 60F is to provide employees with up to 60 days of paid hospitalisation leave when their condition is serious enough to require hospitalisation or equivalent treatment. It is a statutory right granted precisely because ordinary sick leave may not be sufficient for serious illnesses or surgery.

Secondly, the Industrial Court is generally wary of employers who disregard medical certificates and insist that a medically certified employee should continue working. Case law emphasises that employers must exercise reasonableness and compassion when dealing with employees on medical or hospitalisation leave, and that dismissals or warnings issued in such circumstances will be scrutinised closely.

Practically, we can draw a distinction:

• • Where the employer pushes or pressures an employee on hospitalisation leave to work – whether from home or in the office – this carries high legal risk and may be viewed as undermining the statutory right to leave.
  • Where the employee voluntarily offers to assist with light tasks (for example, replying limited emails to avoid backlog) and the doctor has not prohibited such activity, the risk is lower – but the employer should still record that the work is voluntary, limited, and that the employee remains on hospitalisation leave.

The safer view is that employers should not issue work instructions during hospitalisation leave, save in truly exceptional situations and even then only with the employee’s informed consent and medical compatibility.

6. Q5: If I am forced to work during hospitalisation leave, can the company later issue warnings or dismiss me for “poor performance”? Does working during hospitalisation leave invalidate my leave?

Question: Some employees worry that if they reluctantly work while on hospitalisation leave, the company may later use their “slow response” or “lower efficiency” as grounds for warning or dismissal. Does working during hospitalisation leave mean the MC is void?

Answer:

(a) Hospitalisation leave does not automatically become invalid

So long as the MC is genuine and not withdrawn by the doctor, the employee is legally on hospitalisation leave. The fact that the employee performed some work under pressure or out of goodwill does not automatically cancel the MC or erase the statutory entitlement.

(b) Using “on-leave performance” as a KPI yardstick is deeply problematic

When the Industrial Court assesses a dismissal, it will typically consider:(|)

1. 1. Whether the employee was on valid medical or hospitalisation leave when performance was criticised;
   2. Whether the employer had medical evidence that the employee had fully recovered and was fit for full duty;
   3. Whether the employer took into account the employee’s health condition and doctor’s advice.

If an employer compels an employee who is still medically certified unfit to work to perform tasks and then punishes him or her for not meeting normal standards, the dismissal is likely to be viewed as unfair and disproportionate.

(c) When might disciplinary action be justified?

Conversely, disciplinary action may be justified where there is clear abuse, for example:

• • The employee undertakes strenuous activities plainly inconsistent with the MC (e.g. competitive sports, heavy manual labour, side business), supported by photographs, videos or credible witness evidence;
  • The doctor confirms the employee no longer requires medical leave, yet the employee continues to claim hospitalisation leave;
  • The employee submits forged or fraudulent medical certificates.

In such cases, the issue is not that the employee did some work while on leave, but that the employee misused or falsified the leave itself.

7. Employer’s Perspective: How to Protect the Business and Prevent Abuse of Hospitalisation Leave

From an employer’s standpoint, it is perfectly legitimate to be concerned about potential abuse, especially with a generous 60-day hospitalisation leave entitlement. However, any control mechanism must still respect statutory rights and case-law principles.

Practical, lawful measures include:

1. 1. Clear written policies
      • Set out in the employment contract and HR handbook the procedure for applying for sick and hospitalisation leave, including the requirement to notify the employer and submit MCs within 48 hours in line with Section 60F(2).
      • Specify the company’s panel clinics, and require reasonable explanations when non-panel clinics are used.
      • Provide that hospitalisation leave must be supported by MCs indicating hospitalisation or equivalent seriousness.
   2. Verification mechanisms
      • With the employee’s informed consent, the company may write to the treating doctor for clarification on whether the condition warrants hospitalisation leave, and whether any form of work is medically permissible.
      • For long-term or frequent hospitalisation cases, employers may arrange a second medical opinion, especially where the ability to continue employment is in question.
   3. Proper documentation and progressive discipline
      • Keep detailed records of attendance, MCs, communication with the employee, and any evidence of suspected abuse.
      • Use a progressive discipline model: written reminders, show-cause letters, and, where appropriate, a domestic inquiry before any dismissal decision.
      • Ensure any disciplinary action is based on clear evidence of abuse or misconduct, not mere suspicion or dislike.
   4. Avoiding high-risk employer behaviour

Employers should avoid practices such as:

• • Forcing employees on hospitalisation leave to work (physically or remotely) and treating the leave as a work day;
  • Using performance during medical/hospitalisation leave as a benchmark for normal KPIs;
  • Re-labelling valid hospitalisation leave as annual leave or unpaid leave to save cost;
  • Rejecting genuine MCs simply because management “feels” the employee is not that ill.

Such conduct exposes the employer to substantial risk of unfair dismissal claims, back-wages, compensation awards and reputational damage.

8. Conclusion: When should you seek legal advice – as an employee or as an employer?

The legal principles on hospitalisation leave in Malaysia can be summarised as follows:

• • If a doctor certifies that the employee is ill enough to require hospitalisation, Section 60F deems the employee to be hospitalised even if he or she is recuperating at home rather than physically warded.
  • Hospitalisation leave is a statutory right for serious medical conditions, not a discretionary favour from the employer; but it is equally not a free holiday for employees to exploit.
  • Employees must follow medical advice and avoid activities that contradict their diagnosis and the purpose of the leave.
  • Employers should implement clear policies, fair verification processes and properly documented disciplinary procedures, rather than knee-jerk reactions.

You should seriously consider obtaining tailor-made legal advice in situations such as:

• • As an employee: if your employer refuses to recognise hospitalisation leave, forces you to use annual leave or unpaid leave, compels you to work despite a valid MC, or disciplines/dismisses you while you are on hospitalisation leave.
  • As an employer: if you suspect an employee is abusing hospitalisation leave, if you wish to revise your HR policies to comply with the latest amendments, or if you are contemplating disciplinary action or dismissal based on patterns of sick or hospitalisation leave.

A single misstep – whether by employee or employer – can result in serious financial and legal consequences before the Labour Department or Industrial Court. The safest course is to obtain clear, written legal guidance before acting.

If you, your HR team, or your organisation are facing disputes or uncertainties regarding hospitalisation leave or medical leave under Malaysian employment law, you are strongly encouraged to engage paid legal consultation with Mr Wilson Kuek and to appoint Kuek, Ong & Associates as your legal representatives. With extensive experience in Malaysian employment law and industrial relations, we can help you structure compliant policies, assess your factual situation, and design a practical and defensible strategy – whether you are an employee seeking to protect your rights, or an employer aiming to manage risk and maintain a fair workplace.

Employment Act 1955 (As at 1 January 2023)

60F. Sick leave  

(1) An employee shall, after examination at the expense of the employer—

(a) by a registered medical practitioner duly appointed by the employer; or

(b) if no such medical practitioner is appointed or, if having regard to the nature or circumstances of the illness, the services of the medical practitioner so appointed are not obtainable within a reasonable time or distance, by any other registered medical practitioner or by a medical officer,

be entitled to paid sick leave,—

(aa) where no hospitalization is necessary,—

(i) of fourteen days in the aggregate in each calendar year if the employee has been employed for less than two years;

(ii) of eighteen days in the aggregate in each calendar year if the employee has been employed for two years or more but less than five years;

(iii) of twenty-two days in the aggregate in each calendar year if the employee has been employed for five years or more; or

(bb) of sixty days in the aggregate in each calendar year if hospitalization is necessary, as may be certified by such registered medical practitioner or medical officer:

Provided that if an employee is certified by such registered medical practitioner or medical officer to be ill enough to need to be hospitalized but is not hospitalized for any reason whatsoever, the employee shall be deemed to be hospitalized for the purposes of this section.

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