The standard notice periods for resignation are based on length of service:

• Four weeks of notice for less than two years of service

• Six weeks of notice for between two and five years of service

• Eight weeks of notice for five or more years of service

Employees have the right to end their employment without prior notice if they or their dependents face an immediate threat from violence or illness—provided they were unaware such risks were part of their job when they accepted the position.

Under the Employment (Termination and Lay-Off Benefits) Regulations 1980, employees are entitled to severance (termination) payments only if their employment ends due to reasons like business closure—not due to resignation.

The Employment Act doesn't provide a specific definition of misconduct beyond describing it as "misconduct inconsistent with the fulfillment of the express or implied conditions" of the employee's service.

In the absence of a specified notice period in the employment contract, the default notice requirements are determined by the employee's length of service:

• Four weeks for those employed for less than two years

• Six weeks for those with two to five years of service

• Eight weeks for employees who have worked five years or more

As per the Employment (Termination and Lay-Off Benefits) Regulations 1980, severance pay is as follows:

• At least one year but less than two years of service: 10 days' wages per year of service

• From two to five years of service: 15 days' wages per year of service

• Five or more years of service: 20 days' wages per year of service

For partial years of service, severance pay is calculated on a pro-rata basis.

MTAs are voluntary agreements signed by both parties to terminate an employment contract by mutual consent.

Four weeks for those employed for less than two years

• Six weeks for those with two to five years of service

• Eight weeks for employees who have worked five years or more

As per the Employment (Termination and Lay-Off Benefits) Regulations 1980, severance pay is as follows:

• At least one year but less than two years of service: 10 days' wages per year of service

• From two to five years of service: 15 days' wages per year of service

• Five or more years of service: 20 days' wages per year of service

For partial years of service, severance pay is calculated on a pro-rata basis.

The contract expires on the agreed end date without renewal.

No statutory requirement for severance pay unless contract or company policy states otherwise.

You must provide:

• Final salary payment including unpaid wages, pro-rated bonuses, overtime, and allowances
• Payment for unused annual leave accrued during the contract period
• Notice (if required by contract): Some contracts specify notice before non-renewal; otherwise, contract expiry is automatic
• Return of company property and completion of exit formalities
• Settlement of statutory contributions (EPF, SOCSO) up to the last working day
• Certificate of Service or Employment Reference Letter if requested

If you terminate early without cause or without lawful grounds, the employee is generally entitled to:

• Notice pay or payment in lieu of notice, based on the contract or Employment Act
• Severance/termination benefits under the Employment (Termination and Lay-Off Benefits) Regulations 1980, calculated based on length of service
• Final salary, including unpaid wages, allowances, overtime, bonuses
• Unused annual leave encashment
• Settlement of statutory contributions (EPF, SOCSO) up to termination date

You're usually required to settle all final payments immediately or within a short time after termination or contract expiration. Common timelines include:

• By the end of the next working day or
• Within seven to 14 days after termination

You may face fines, legal action, or be required to pay interest on delayed payments.