Overworking a sign of structural failure

THE Employment Act 1955, amended in 2022, clearly stipulates the legal framework for working hours in Malaysia. Section 60A states that the maximum working time allowed is eight hours per day or 45 hours per week. Any work performed beyond these limits is categorised as overtime and must be compensated accordingly.
Section 19 provides that all wages, including overtime, must be paid no later than seven days after the end of the wage period. These provisions are designed not only to ensure fairness but also to protect the health and dignity of workers.

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Daily Express

7 hours ago

• Daily Express

A well-rested worker is more efffective, productive

Published on: Sunday, June 22, 2025 Published on: Sun, Jun 22, 2025 Text Size: Overworking should not be a badge of honour. It should raise red flags about the health of our work culture and the structures that uphold it. THE Employment Act 1955, amended in 2022, clearly stipulates the legal framework for working hours in Malaysia. Section 60A states that the maximum working time allowed is eight hours per day or 45 hours per week. Any work performed beyond these limits is categorised as overtime and must be compensated accordingly. Section 19 provides that all wages, including overtime, must be paid no later than seven days after the end of the wage period. These provisions are designed not only to ensure fairness but also to protect the health and dignity of workers. Despite these legal protections, it is not uncommon for employers to ignore or downplay them. Many workers are pressured to stay beyond their scheduled hours without additional pay, and in some industries, overtime is expected as a matter of course rather than exception. This is particularly concerning in environments where power imbalances make it difficult for employees to speak out, especially among young workers, contract staff, or those in lower-income positions. The culture of silence is often reinforced by fear of being seen as uncooperative, ungrateful, or even replaceable. Even in professional settings where employees may be classified as 'non-manual' and thus partially excluded from certain provisions of the Employment Act, the issue persists in more insidious forms. Workers are often expected to be constantly available via digital devices, blurring the line between personal and professional time. Advertisement The assumption that dedication must come at the cost of personal well-being is a false dichotomy that ultimately harms both employees and organisations. International studies have consistently shown that chronic overwork leads to reduced productivity, increased error rates, and deteriorating mental health. In Malaysia, burnout has become a silent epidemic. Reports from local mental health support services indicate rising levels of work-related stress, anxiety, and depression among employees, especially since the Covid-19 pandemic accelerated the 'always-on' culture. Despite these warning signs, many workplaces continue to reward presenteeism (simply being visible and available) over actual performance. It is imperative for employers to reassess what productivity truly means. A sustainable workforce is not one that is perpetually exhausted but one that is respected, fairly compensated, and allowed the rest that is necessary for long-term performance. This shift requires more than compliance with statutory provisions. It demands a change in mindset, one which recognises that a well-rested worker is not less valuable but actually more effective. At the same time, employees must also feel empowered to understand and assert their rights. Knowing the legal limits of working hours, maintaining records of overtime, and having open conversations about workload and boundaries are not acts of rebellion; they are essential forms of workplace self-advocacy. Civil society initiatives, trade unions, and rights-based organisations have a role to play in advocating for better enforcement. Overworking should not be a badge of honour. It should raise red flags about the health of our work culture and the structures that uphold it. By continuing to reward overwork, we risk building workplaces that prioritise short-term gains over long-term sustainability at the expense of worker well-being. Ultimately, respecting working hours is not just a matter of legal compliance; it is a matter of respect, dignity, and human decency. In a truly progressive and humane labour system, no one should have to burn out to be seen. SM The views expressed here are the views of the writer and do not necessarily reflect those of the Daily Express. If you have something to share, write to us at: [email protected]

The Star

3 days ago

• The Star

Overworking a sign of structural failure

THE Employment Act 1955, amended in 2022, clearly stipulates the legal framework for working hours in Malaysia. Section 60A states that the maximum working time allowed is eight hours per day or 45 hours per week. Any work performed beyond these limits is categorised as overtime and must be compensated accordingly. Section 19 provides that all wages, including overtime, must be paid no later than seven days after the end of the wage period. These provisions are designed not only to ensure fairness but also to protect the health and dignity of workers.

The Star

15-06-2025

• The Star

Rights groups want a mandatory day off for foreign domestic workers

KUALA LUMPUR: Legal gaps in protecting foreign domestic workers in Malaysia leave them vulnerable to potential abuse by employers, say migrant worker rights groups. They are urging the government to recognise the role played by over 100,000 domestic workers in Malaysia by implementing several proposals, including a mandatory 24-hour off-day each week. The groups said in a statement on Sunday (June 15) that the weekly day off is a right of foreign domestic workers that is not always extended. The statement was signed by the Association of Nationalist Overseas Filipino Workers (AMMPO), Indonesian Domestic Workers Association (Pertimig), Our Journey (Malaysia), and the International Domestic Workers Federation (IDWF). According to a survey by IDWF, Pertimig and AMMPO, almost all migrant domestic workers surveyed in Malaysia, or 95% out of 108 total respondents, were deprived of weekly days off. The survey also found that 15% of the workers surveyed experienced physical violence, threats, or verbal abuse, or a combination thereof, from employers when they requested a day off. On a related matter, Datuk Seri M. Ramachelvam of the Bar Council said that despite several legal reforms, foreign domestic workers were still deprived of some basic rights. Speaking at the International Domestic Workers Day celebrations here on Sunday, he said this group of workers was not covered by changes to the Employment Act 1955 that came into force in 2023, such as fewer weekly working hours and increased maternity leave. The Bar Council's migrants, refugees and immigration affairs committee co-chairman said there should be a separate law enacted specifically for foreign domestic workers to safeguard their rights. 'Domestic worker legislation is imperative. That's something that the government needs to look into seriously. 'The other area that the government needs to look at is the work conditions, to ensure that these are humane, comply with international standards and norms, and that there is no exploitation,' he added. Ramachelvam also urged the Human Resources Ministry to introduce standardised job contracts and regulations covering foreign domestic workers. 'The government can issue regulations on domestic workers, which is within the powers of the minister, without going to Parliament,' he added.